59

CHAPTER 3

THEORETICAL FRAMEWORK OF JOB STRESS AND

OCCUPATIONAL STRESS, VARIOUS COPING
STRATEGIES AND DEMOGRAPHIC FACTORS
INFLUENCING THE LEVEL OF STRESS IN BANKS

This Chapter presents the theoretical framework of the topic and

includes the definitions related to Stress, occupational stress and Job stress. A
detailed explanation of the different theories on various stress models,
significant determinants of occupational stress, its effects, various coping
strategies and an account of the sample profile are also furnished. The level of
job stress experienced by the bank employees and the influence of various
demographic factors that influence their level of stress are also discussed and
covered in this chapter.

3.1 INTRODUCTION TO JOB AND OCCUPATIONAL STRESS

Occupational Stress is a growing problem that results in substantial

cost to individual employees and organisation around the globe. The changing
nature of work has placed unprecedented demands on employees, and fuelled
concerns about the effect. This change affects the well being, health of the
employees and their work organizations. In many large organizations, for
example, the 1990‟s were a period of dramatic downsizing, outsourcing, and
globalization. Although these changes had led to greater mobility and more
flexible work arrangements were made for some employees. The Figure 3.1
shows the Relationship between Level of stress, Severity and Duration in the
 60

Individual and Performance parameters on occupational stress, which means

it shows the optimal performance stress as well as depression and strong
Anxiety.

Figure 3.1 Relationship between level of stress, severity and duration in

the individual and performance parameters

3.2 THE CONCEPT OF JOB AND OCCUPATIONAL STRESS

Stress is derived from the Latin word Stringere, meaning to draw

tight, and was used in the seventeenth century to describe hardships or
afflictions (Cartwright & Cooper 1997). Numerous definitions of stress and
job stress can be found in the literature. Moorhead & Griffin (1998) define
stress “as a person‟s adaptive response to a stimulus that places excessive
psychological or physical demands on that person.” Luthans (1988) defines
work stress as “an adaptive response to an external situation that results in
physical, psychological and behavioural deviations for organizational
participants.”
 61

Both definitions imply that individuals respond in different ways,

when subjected to certain stressors. A stressor is any stimulus, which the
individual perceives as a threat (Cotton 1995). The individual must perceive
the stressor to be excessive from stress to result, whether it is physical,
psychological or psychosocial. Physical stressors include conditions such as
environment pollutant, environmental pressure such as extreme changes in
temperature, electric shock, prolonged exercise, injuries and other trauma to
the body, and exposure to disease. Psychological stressors refer to those
threats that are attributed to the individual‟s internal reactivity, such as
thought, feelings and concerns about these threats. Psychosocial stressors are
those that result from interpersonal interactions, such as with colleagues at
work or from social isolation.

Both overload (demand greater than abilities) and under load

(demand less than abilities) in a work context can result in perceived stress,
because it is only if an individual believes that there is a discrepancy between
the demands and abilities, a “Stress State” has been reached (Cox 1985;
Kroemer et al 2001).

According to Sharit & Salvendy (1982), stress can be segmented

into physiological, psychological and social types, by integrating the concept
of coping strategies. They acknowledged the problem of defining stress as
either a stimulus or a response. They further hypothesized that the degree to
which an event is stressful, it depends on a complex interaction of factors that
include genetic predisposition, early social experience, cultural factors and a
lifelong conditioning process.

There are numerous definitions, models and theories on how

individuals are influenced by stress in the workplace. The growth of the study
of psychology and stress in particular has resulted in a wide range of
definitions, not all of which assist in clarifying the meaning of the term
 62

(Jones & Bright 2001). After extensive literature review, Cox (1985) defined
stress as “a complex Psychological state deriving from the person‟s cognitive
appraisal of the adaptation to the demands of the work environment.”

In view of Cox (1985), „the absolute level of demand would not

appear to be the important factor in determining the experience of stress.
More important is the discrepancy that exists between the level of demand
and the person‟s ability to cope (personal resources).

There are three major aspects to stress, according to (Kroemer et al

2001).

1. Job demands, which depend on the tasks, the task

environment and the conditions of the task, are considered to
be the job stressors.

2. A person‟s capability to fulfil the demand of the job.

3. The person‟s attitude (influenced by physical or

psychological well-being) must match the demands.

The classic stressful situation is one in which the person‟s resources

are not well matched to the level of demand and where there are constraints in
coping, and little social support. (Mc Grawth 1970) has provided one of the
most widely accepted definitions of stress: “a perceived, substantial
imbalance between demand and response capability, under conditions where
failure to meet the demand has important, perceived consequences”.

Stress is considered to be an individual‟s psychological state which

has to do with the person‟s perception of the work environment and the
emotional experience of it (Cox 1985).
 63

On the basis of the findings in both research and practice, a fair

comprehensive definition can be arrived at. One such definition is stress
which consists of any event in which environmental demands, internal
demands, or both, tax or exceed the adaptive resources of the individual,
social system or tissue system (Farmer, Monahan & Hekeler 1984).

3.3 DEFINITIONS OF STRESS

1. Physiological or biological stress is an organism's response

to a stressor such as an environmental condition or
a stimulus. Stress is a body's method of reacting to
a challenge. According to the stressful event, the body
responses the stress to stress is by sympathetic nervous
system activation which results in fight-or-flight response.
Because, the body cannot keep this state for long periods of
time and the parasympathetic system returns the body's
physiological conditions to normal (homeostasis).Generally,
stress typically describes a negative condition or a positive
condition in human and that can have an impact on a
person's mental and physical well-being.

2. A mentally or emotionally disruptive or upsetting condition

occurring in response to adverse external influences and
capable of affecting physical health, usually characterized by
increased heart rate, a rise in blood pressure, muscular
tension, irritability, and depression.

3. A state of extreme difficulty, pressure, or strain it is called as

greatest stress and danger” (Robert J Samuelson).
 64

4. A stress in the direction opposite to the usual stress to which

a piece in a structure is subjected. In this case, the negative
stress may be either tension or compression.

5. Acute stress is the most common form of stress. It comes

from demands and pressures of the recent past and
anticipated demands and pressures of the near future. Acute
stress is thrilling and exciting in small doses, but too much
will exhaust. A fast run down a challenging ski slope, for
example, will exhilarat early in the day. That same ski run
late in the day is taxing and wearing. Skiing beyond your
limits can lead to falls and broken bones. By the same token,
overdoing on short-term stress can lead to psychological
distress, tension headaches, upset stomach and other
symptoms.

6. Episodic Acute stress which affects those who suffer from

Acute stress frequently. People, who suffer from this tend,
always be in a rush. They take too much on and can‟t
organise themselves to deal with the demands and pressures.
Episodic Acute stress affects interpersonal skills and can
make sufferers hostile towards others by causing rapid
deterioration of relationships especially in the workplace. Its
symptoms include prolonged over stimulation, persistent
tension, headaches or migraines, hypertension, chest pains
and even heart disease. This type of stress can be helped
with the changes of life style but professional help may be
needed before chronic problems develop.

7. Chronic Stress that wears sufferers down. It grinds away

them by making them feel burned out every day, every week
and every year. It‟s the stress that someone can feel when
 65

they can‟t see a way out of the demands and/or pressures

that make them feel depressed, miserable and disheartened
on a constant basis. The stress of feeling trapped in an
unhappy marriage or in a career they despise can both be
factors. Chronic stress is associated with ill health, alcohol
excess, violence and even suicide. Chronic stress can be
helped with professional and medical help such as special
forms of counselling or targeted behavioural therapy.

8. Bio-energetic stress defines that heavier overwhelming

physical stressors whose energy requirement is lower than
the bodily energy resources that the individual can express in
a given moment. The Human-Factor aspects that can
increase bio-energetic stress are all the activities that can
reduce bodily energies, such as wrong diet, lack of sleep and
resting, change in biorhythms, localized pain.

9. Psycho-energetic stress is chronic or acute anxiety,

emotional troubles, mental rumination, altered states of
consciousness, feelings of loneliness and not being
understood, lack of social acceptance, deprivation of
interpersonal communication and forced social relationships.

10. Micro-Skills stress appears, when the individual has only

partial abilities in pivotal skills that can change the course of
action and determine the success in a performance.

11. Macro-Skills stress It consists of missing of insufficient

competences in the personal portfolio of skills, in a changing
environment, accompanied by the lack of any proactive
action to find a way to cover the skills-gap incongruity (e.g.
complete lack of knowledge of English language, if anyone
wish to work and live in an English-speaking country).
 66

12. Lack-of-Planning Stress shows low ability in time-

management and in defining goals and steps, lack of
confidence and expertise in transforming ideas or goals into
planned and achievable goals and steps.

13. Values stress offers loss of sense and purpose, loss of ideals
and values, feeling that there‟s nothing more to believe in, or
reality seems to have no sense and feeling of internal value-
emptiness (Daniele Trevisani 2009).

14. According to (Richard S Lazarus), stress is a feeling

experienced, when a person thinks that "the demands exceed
the personal and social resources, the individual is able to
mobilize."

15. The term stress has been defined by (Gold & Roth 1993) “a
condition of disequilibrium within the intellectual, emotional
and physical state of the individual. It is generated by one‟s
perceptions of a situation, which results in physical and
emotional reactions. It can be either positive or negative,
depending upon one‟s interpretations”.

16. (Durham 1992) defined stress as a process of behavioral,

emotional, mental, and physical reactions caused by
prolonged, increasing, or new pressures that are significantly
greater than the availability of coping strategies.

17. According to (Lazarus & Folkman 1984) stress depends

upon the extent of the environmental demand and the
amount of resources that an individual has to cope with that
demand
 67

18. According to (Skillern et al 1990), stress is an adaptive

response in which a person‟s body prepares or adjusts to a
threatening situation.

19. (Hans Selye said in 1956), "stress is not necessarily

something bad, it all depends on how you take it. The stress
of exhilarating, creative successful work is beneficial, while
that of failure, humiliation or infection is detrimental." Stress
can be therefore negative, positive or neutral. Passing in an
examination can be just stressful as failing.

20. (Kindler & Ginsburg 1994) defined stress as a response to

external and self-regulated events that push abilities and
resources of individuals to cope.

3.4 DISCOVER THE BASICS OF STRESS

Many would find it difficult to define stress, Stress is nothing but a

normal physiological response of the body to situations or stimulus which are
perceived as 'dangerous' to the body. Stress can affect anyone at anytime in
some point of life. When stress occurs regularly, it cause harm to body. This
article on stress covers

3.4.1 Understanding Stress

The common perception of stress is that it should be avoided,

however at the small rock Practice, it is recognized that stress is made up of a
combination of factors: task demands, perceived and actual ability and
control, and physical and mental arousal. It is believed that with the right
balance of these factors, an individual‟s performance can be enhanced.

This is particularly true within the work environment, when people

feel supported yet challenged, research has indicated that levels of confidence
 68

in one‟s abilities increases and in turn positively impacts upon energy levels,
moral and productivity, Figure 3.2 shows the basics of stress level in
performances and health.

Figure 3.2 Basics of stress level in performance and health

If task demands at work are too low, people can believe that they
are undervalued and are not challenged within the work place based on their
perceived and actual ability, their psychological arousal levels fall and this
can lead to a lack of motivation, disengagement and drop in performance.
This can sometimes lead to feelings of low mood and a questioning stance
regarding their abilities.

Similarly, if task demands are too high, people can feel

overwhelmed, commonly; this results in pushing themselves to work harder
and longer. If high demands are continually placed upon a person at this
stage, their concentration and confidence can also drop, sometimes leading to
anxiety about their abilities which in turn impacts upon performance.
 69

In order to maintain an effective, productive and happy workplace,

both employees and employers need to understand their own and each other‟s
skills, abilities and resilience. Resilience is not a trait, but a process and
therefore, relies on being able to adapt and learn skills to manage stressful
situations e.g. work place demands.

3.5 PSYCHOLOGICAL SYMPTOMS

A psychological disorder, also known as a mental disorder, is a

pattern of behavioral or psychological symptoms that impact multiple life
areas and create distress for the person experiencing these symptoms.

Figure 3.3 Psychological symptoms

These effects are due to increased cortisol and its metabolites and
other accumulated metabolic products. The Figure 3.3 shows all the
psychological symptoms.

1. Mood swings
 70

2. Anxiety

3. Depression

4. Outbursts of anger

5. Headache

6. Irritability

7. Dependence on alcohol

8. Lack of concentration

Stress is a normal physiological response. When the trigger wanes,

the symptoms disappear and the body returns back to normal. But, if the
trigger persists, some of the symptoms also persist. They could be due to
persistently high levels of stress hormones, depletion of energy stores,
accumulation of toxic metabolites and sometimes depletion of stress
hormones with inability to handle stress. The long term effects due to this are:

1. Heart attack

2. Stroke

3. Weight loss

4. Substance abuse

5. Anxiety disorder

6. Bipolar disorder

7. Allergic disorders like Asthma and eczema.

8. Irritable Bowel Disease

9. Ischemic Bowel Disease like Crohn's Disease and Ulcerative

Colitis.
 71

As a result the list of stress physical symptoms and pyschological

symptoms is a long and an exhaustive one. The effects are devastating. But
the remedy is always there. A proper assessment of the signs and symptoms
of stress and an appropriate remedy initiated at the right time can improve
most of the problems and make the affected person lead a normal life.

3.6 PHYSIOLOGY OF STRESS

When a person is exposed to a 'dangerous' situation his body gets

ready to face it. It needs more energy for that. The extra energy is obtained by
the 'Fight or Flight' response. The initial step is taken by the Hypothalamus of
the brain which secretes Adrenocorticotrophic Releasing Hormone (ARH).
ARH stimulates the adjacent pituitary gland to secrete Adreno cortico trophic
hormone (ACTH). This in turn stimulates the adrenal glands which are
situated on the kidneys to secrete Adrenaline and Cortisol.

Now, these two hormones work together to see that the body gets
more energy by providing more oxygen and glucose. For these things to
occur, the following adjustments are done.

1. Diversion of the blood from less vital to more vital organs.

2. Increasing the heart rate to supply more blood quickly.

3. Increasing the blood pressure to supply blood efficiently.

4. Increasing in the respiratory rate to get more oxygen from

the atmosphere.

5. Breakdown of glycogen stored in liver and muscle to get

more glucose.

6. Formation of more glucose from non carbohydrate

substances.
 72

At the end of the response, the body is well geared up and it tackles
the situation. To put it in a nutshell- "The mind feels the danger and the body
tackles it. These actions are coordinated by hormones".

Once the trigger is gone, the hormonal levels drop and the body
returns to normal. But, if this happens repeatedly, all the hormonal levels are
persistently high and they would not allow the body to come back to normal.
The body keeps experiencing the above mentioned „adjustments'. Soon the
hormonal and energy stores get exhausted. The vital link between the mind
and the body is lost and the person suffers. The mind gets disturbed by the
fact that the threat is there. But, the body is too tired to handle it. The
coordination between the two is disturbed.

3.7 VARIOUS COPING STRATEGIES

3.7.1 Definition of Coping Strategies

The term "coping" usually refers to dealing with the stress that
comes after a stressor is presented, but many people also use proactive coping
strategies to eliminate or avoid stressors before they occur.

3.7.2 Coping Strategies for Stress

1. Write a list. Include all the things that are stressing you out
and rank them in order. This will allow you to focus your
efforts on the big issues that will make the biggest
difference.

2. Manage your time. Write a list of all the things you need to
do and categorize them into must do‟s and should do‟s. If
they aren‟t must do‟s, cross them off the list for another
time. Sometimes simply organizing your time better is often
 73

the best strategy in coping with stress. This can help you
avoid leaving things to the last minute creating unnecessary
stress. For example, you can pack your bag the night before
and save time in the morning.

3. Speak to others. If you are struggling to cope and feeling

stressed, tell someone. Often, people are more than happy to
help and share the workload.

4. Do some exercise. This will help by giving you time to

unwind. There is a strong link between those that are
physically fit and those that are mentally fit. Exercise will
not remove the stress from your life but it will help you
organize your thoughts and allow you to deal with the
problem more effectively.

5. Avoid foods with high sugar and caffeine. These foods often
release energy in bursts and cause you to crash. These
crashes often make you feel tire and can affect your mood,
actually making you feel worse in the long run. There are
links suggesting that healthy eating helps to reduce stress in
individuals.

6. Revisit your goals. Check whether your goals are realistic

and achievable. If not, change your goal to something that
you can realistically achieve. There is no point stressing over
something that you are unable to change or achieve.

7. Avoid drugs and alcohol. Many drugs like alcohol may

provide you with a short term high, however they are also
depressants which can make you feel worse and affect your
mood. Drugs are not a long term strategy in coping with
 74

stress. If you feel that you are becoming dependant on drugs

or alcohol, you should seek advice from your local general
physician.

8. Stop worrying about things that you cannot change. Ask

yourself, is the problem real or not. If you cannot do
anything to change the situation, forget about it.

9. Do something you enjoy. There is no better way to relax

than by doing something you love. Whether it‟s skydiving,
kicking back and watching TV or reading a book doing
something you enjoy is a great way to manage your stress.

10. Learn to say no. Don‟t say you will do something, if you
realistically do not have time to do it. This will only add to
your stressful life and allow things to build up.

3.8 THE LEVEL OF JOB STRESS EXPERIENCED BY THE

BANK EMPLOYEES AND THE INFLUENCE OF VARIOUS
DEMOGRAPHIC FACTORS AN ANALYSIS

This chapter also analyses the level of job stress experienced by the
bank employees and the influence of various demographic factors that
influence their level of stress is calculated and validity tests of the research is
performed using the demographic factor.
 75

Null Hypothesis: 1

There is a significant relationship in the level of stress among

employees belonging to different locations, employment status, age groups,
educational levels, lengths of service and gender.

Table 3.1 Stress identification between male and female in public

banking sector

Group Statistics
Gender N Mean Std. Deviation Std. Error Mean
Stress Male 240 36.4500 8.13161 .52489
Identification Female 72 39.4167 8.23724 .97077

By analyzing, the value of mean of male is given as 36.45 and that

of female is given as 39.41, It shows that the females are highly stressed
compared to the male.

Table 3.2 Stress identification between male and female in public

banking sector by using independent sample test

t-test for Equality of Means

Independent Sample Test t df Sig. (2-tailed)
Stress Equal variances assumed 2.707 310 .007
Identification Equal variances not assumed 2.688 115.646 .008

For a degree of Freedom (df) 310, the „t‟ table value is 1.64
However, the obtained „t‟ value for Stress Identification is 2.7, which shows
that it is higher than the table value. Thus it can be concluded that, there exists
a significant difference between male and female related to stress at work.
This shows that, the stress level of male and female differ.
 76

Table 3.3 Stress identification between male and female in private

banking sector

Group Statistics
Gender N Mean Std. Deviation Std. Error Mean
Stress Male 295 36.1695 7.85661 .45743
identification Female 93 38.4839 8.25492 .85600

By analyzing, the value of mean of male is given as 36.16 and that

of female is given as 38.48, It shows that the females are highly stressed when
compared to the male.

Table 3.4 Stress identification between male and female in private

banking sector by using independent sample test

t-test for Equality of Means

independent sample test t df Sig. (2-tailed)
Stress Equal variances assumed -2.447 386 .015
Identification Equal variances not assumed -2.385 148.263 .018

For a degree of Freedom (df) 310, the„t‟ table value is 1.64.

However, the obtained„t‟ value for Stress Identification is 2.4, which shows
that it is higher than the table value. Thus, it can be concluded that, there
exists a significant difference between male and female related to stress at
work. This shows that the stress levels of male and female differ.
 77

Table 3.5 Stress identification oneway-public age group

ANOVA
Sum of Mean
df F Sig.
Squares Square
Between Groups 11698.874 4 2924.719 95.424 .000
Stress
Within Groups 9409.472 307 30.650
Identification
Total 21108.346 311

From the above table, it is clear that for stress at work, a „F‟ value
of 95.42 is obtained for the „df‟ of (4,307). The „F‟ table value is 2.46. Thus,
the calculated value is higher than the table value and hence it can be inferred
that, there exists a significant difference between the age group and the Stress
at work.

Table 3.6 Stress identification oneway-private age group

ANOVA
Sum of Mean Sig.
df F
Squares Square
Between Groups 14045.322 4 3511.331 125.099 .000
Stress
Within Groups 10750.170 383 28.068
Identification
Total 24795.492 387

From the above table, it is clear that for stress at work, a „F‟ value
of 125.099 for the „df‟ of (4,383). The „F‟ table value is 2.46. Thus, the
calculated value is higher than the table value and hence, it can be inferred
that, there exists a significant difference between the age group and the Stress
at work.
 78

Table 3.7 Stress identification oneway-public work experience

ANOVA
Sum of Mean Table
df F
Squares Square Value
Between Groups 6387.121 4 1596.780 33.300 2.46
Stress
Within Groups 14721.225 307 47.952
Identification
Total 21108.346 311

The above table reveals that the calculated „F‟ value (33.30) is greater
than the table value(2.46) with df 4,307 at 0.05 level of significance in the stress in
public banking sector with respect to work experience. Hence, the null hypothesis,
“There is no significant difference among the mean scores of the stress in public
banking sector identified by the researcher with respect to work experience” is
rejected. The alternate hypothesis is accepted therefore, there is significant
difference between the mean score of the stress in public banking sector and it is
identified by the researcher with respect to years of work experience in banks.

Table 3.8 Stress identification using frequencies test for work

experience in public sector banks

The stress is identified from the various levels of employees,

According to the year of work experience in the public sector banks based
upon the year of experience the stress level will be changed Table 3.8 stated
below indicated the number of employees in respondents in public banking
sector using percentage and frequency analysis

Work experience
Frequency Percent Valid Percent Cumulative Percent
< 1 yr 72 23.1 23.1 23.1
1-2 YRS 78 25.0 25.0 48.1
2-5 YRS 36 11.5 11.5 59.6
Valid
5-10 YRS 84 26.9 26.9 86.5
> 10 YRS 42 13.5 13.5 100.0
Total 312 100.0 100.0
 79

It is apparently noted from the above table that 13.5% of the

respondent employees,42 employees with above 10 years of experience are
working in public banking sector; 26.9% of the respondent employees are
having above 5-10 years of experience that is 84 employees are working in
public banking sector; 11.5% of the respondent employees are having above
2-5 years of experience that is 36 employees are working in public banking
sector: 25.0% of the respondent employees are having above 1-2 years of
experience that is 78 employees are working in public banking sector: 23.1%
of the respondent employees are having above 1 years of experience that is 72
employees are working in public banking sector: are employed above 312
number of respondents.

Table 3.9 Analysis of variance among the mean scores of work

experience and the stress identification in public sector
banks

Sum of Mean Table

df F
Squares Square value
Stress
Between Groups 9257.264 4 2314.316 57.045
Identification
Within Groups 15538.228 383 40.570 2.46
Total 24795.492 387

The above table reveals that the calculated „F‟ value (57.045) is
greater than the table value (2.46) with df 4,383 at 0.05 level of significance
in the stress in Private banking sector with respect to work experience. Hence,
the null hypothesis, “There is no significant difference among the mean scores
of the stress in private banking sector identified by the researcher with respect
to work experience” is rejected. The alternate hypothesis is accepted and
therefore, there is significant difference the mean score the stress in Private
banking sector identified by the researcher with respect years of work
experience in banks.
 80

Table 3.10 Stress identification using frequencies test for work

experience in private sector banks

The stress is identified from the various levels of employees,

according to the year of work experience in the Private sector Banks based
upon the year of experience, the stress level will be changed Table 3.11 stated
below indicates the number of employees respondents Private banking sector
by using percentage and frequency analysis

Work experience
Frequency Percent Valid Percent Cumulative Percent
< 1 yr 66 17.0 17.0 17.0
1-2 YRS 99 25.5 25.5 42.5
2-5 YRS 89 22.9 22.9 65.5
Valid
5-10 YRS 92 23.7 23.7 89.2
> 10 YRS 42 10.8 10.8 100.0
Total 388 100.0 100.0

It is apparently noted from the above table that 10.8% of the

respondent employees are have above 10 years of experience that is
42 employees are working in private banking sector; 23.7% of the respondent
employees are have above 5-10 years of experience that is 92 employees are
working in private banking sector; 22.9% of the respondent employees are
have above 2-5 years of experience that is 89 employees are working in
private banking sector: 25.5% of the respondent employees are having above
1-2 years of experience that is 99 employees are working in private banking
sector: 17.0% of the respondent employees are having above 1 year of
experience that is 66 employees are working in private banking sector: are
employed above 388 number of respondents.
 81

Table 3.11 Analysis of variance among the mean scores of marital

status and the stress identification in public banking sector

ANOVA

Sum of Mean
df F Sig.
Squares Square
Stress
Between Groups 3777.113 4 944.278 16.727 .000
Identification
Within Groups 17331.233 307 56.454

Total 21108.346 311

The above table disclose that the calculated „F‟ value (16.727) is
greater than the table value (2.46) with df 4,307 at 0.05 level of significance
in the stress in public banking sector with respect to marital status. Hence the
null hypothesis, “There is no significant difference among the mean scores of
the stress in public banking sector identified by the researcher with respect to
work experience” is rejected. The alternate hypothesis is accepted and
therefore, there is significant difference the mean score the stress in public
banking sector identified by the researcher with respect marital status of the
public sector employees. To identify the marital status and number of
employees in each group So, the frequency Test was applied
 82

Table 3.12 Stress identification using frequencies test for marital public
sector banks

The banking professional stress is varied according to the marital

status in the public sector banks Based upon the marital status the stress level
will be changed the Table 3.12 stated below indicates the number of
employees respondents in Public banking sector using percentage and
frequency.

Frequencies Test
Frequency Percent Valid Percent Cumulative Percent
Single 24 7.7 7.7 7.7
Married 180 57.7 57.7 65.4
Divorce 30 9.6 9.6 75.0
Valid
Separated 54 17.3 17.3 92.3
Widower 24 7.7 7.7 100.0
Total 312 100.0 100.0

From the above table it is evidences that 7.7% of the respondent

employees are in the category of widower that is 24 employees are working in
public banking sector; 17.3% of the respondent employees lies in Separated,
that is 54; employees are working in public banking sector; 9.6% of the
respondent employees are belonging to the group of Divorce that is 30
employees are working in public banking sector: 57.7% of the respondent
employees are belonging to married that is 180 employees are working in
public banking sector: 7.7% of the respondent employees are single that is 24
employees are working in public banking sector: are employed above 312
number of respondents.
 83

Table 3.13 Analysis of variance among the mean scores of marital

status and the stress identification in private banking sector

ANOVA
Sum of Mean Table
df F
Squares Square Value
Stress
Between Groups 9257.264 4 2314.316 57.045
Identification
Within Groups 15538.228 383 40.570 2.46
Total 24795.492 387

The above table disclose that the calculated „F‟ value (57.045) is
greater than the table value (2.46) with df 4,383 at 0.05 level of significance
in the stress in private banking sector with respect to marital status. Hence the
null hypothesis, “There is no significant difference among the mean scores of
the stress in private banking sector identified by the researcher with respect to
work experience” is rejected. The alternate hypothesis is accepted and
therefore, there is significant difference the mean score the stress in private
banking sector identified by the researcher with respect marital status of the
private sector employees. To identify the marital status and number of
employees in each group So, the frequencies Test was applied.
 84

Table 3.14 Stress identification using frequencies test for marital

private sector banks

The banking professional stress is varied according to the marital

status in the private sector banks based upon the marital status the stress level
will be changed Table 3.15 stated below indicated the number of employees
in respondents Private banking sector using percentage and frequency.

Marital Status
Frequency Percent Valid Percent Cumulative Percent
Single 24 6.2 6.2 6.2
Married 226 58.2 58.2 64.4
Divorce 29 7.5 7.5 71.9
Valid
Separated 69 17.8 17.8 89.7
Widower 40 10.3 10.3 100.0
Total 388 100.0 100.0

From the above table, it is evident that 10.3% of the respondent

employees are in the category of widower that is 40 employees are working in
private banking sector; 17.8% of the respondent employees lies in Separated
that is 69; employees are working in private banking sector; 7.5% of the
respondent employees belong to the group of Divorce that is 29 employees
are working in private banking sector: 58.2% of the respondent employees
belong to married, that is 226 employees are working in private banking
sector: 6.2% of the respondent employees are is single that is 24 employees
are working in private banking sector: are employed above 388 number of
respondents.
 85

3.9 CONCLUDING REMARKS

This chapter emphasize the significant difference between the level

of job stress experienced by the bank employees and the result shows that
there is significant difference among the private and public sector bank
employees by various demographic factors. That significant difference
implies more on employees from different locations, employment status, age
groups, educational levels, work experience and gender of banking sector
employees in both private and public sectors.