Occupational Stress

Stress studies are becoming more and more attention nowadays, the financial crisis and recession of 2008 around the world further contributed in increasing higher levels of stress among employees, particularly in the corporate context. The organizations, to make themselves efficient in utilization of resources, have gone through entire restructuring, layoffs, downsizing, and mergers. This has resulted in unstable employee-employer relationship which has caused a great deal of stress among employees. There is no such thing as a stress-free job in the world. Everyone in his/her work is exposed to tension, frustration and anxiety as he/she gets through the duties assigned to him/her. In order to make our work experience and environment as pleasant as possible, it is better that we learn the technique of moderating and modulating our personal stress levels. Hence the research has shown that high level of stress seriously affect the performance of employees as well as their health condition. This article reviews and summarizes three decades of empirical literature concerned with stress in general and occupational stress in particular with major coping strategies.

Occupational stress in a UK higher education institution was investigated dur-ing a period of considerable organizational change. All employees, including academic, support and manual staff, were invited to participate anonymously in the survey. The results, based on the ...

Objective: To discuss the relationships between occupational stress, career calling and occupational burnout among primary school teachers, and test whether career calling moderates the relationship between occupational stress and occupational burnout. Methods: 399 teachers from public primary schools were recruited as participant. Their occupational stress and burnout, and career calling were assessed via online questionnaire in the period between March and August 2018. Hierarchical multiple regression was used to test the moderating role of career calling. Results: The score of occupational stress was (3.59±0.85) , the score of career calling was (3.15±0.69) and the score of occupational was (3.26±0.88) . Occupational stress was significantly and positively related to occupational burnout (r=0.42, P<0.01) , while career calling was significantly and negatively related to occupational stress (r=-0.30, P<0.01) and occupational burnout (r=-0.32, P<0.01) . Career calling mode...

Caffeine (3.3 mg/kg) was tested against a placebo in 20 male medical students during periods of low (no exams) versus high (final exams) work stress. On each of 8 test days, heart rate and blood pressure were measured at baseline and over a 40-min postdrug interval; immediately afterward, blood was drawn to test plasma Cortisol and serum lipid concentrations. Exams increased heart rate (p < .005) and systolic blood pressure (p < .02). Caffeine decreased heart rate (p < .0001) and increased systolic blood pressure (p < .005), diastolic blood pressure (p < .0001), plasma Cortisol levels (p < .01), and serum cholesterol levels (p < .02). Caffeine effects were additive with those of exams, and together they increased the number of men showing systolic blood pressures in the borderline hypertensive range. Thus, caffeine use during periods of increased occupational stress may enhance the cumulative stress response.

Occupational stress has a significant impact on student learning and thereby on the contribution that such institutions can make to society. This affects organizational performance by reducing productivity and ef-ficiency which affect the organization negatively. The aim of the current study was to determine the fac-tors associated with occupational stress and their relationship with organizational performance at one of the private universities in Sudan. A total of 150 male and female employees from different departments and with various educational levels in the main building of the university were randomly selected. Data was collected using a questionnaire with background questions, job stressors such as role conflict and ambiguity, lack of participation in decision making, lack of authority, workload, unsatisfactory working conditions and interpersonal relationships, and statements about the effect on organisational performance. Questions were based on three- and four-point scale...

The proportion of women in militaries is growing; however, many studies in the area of military mental health have been conducted with majority male samples. The present study examined sex differences in trauma exposure, work stress, and mental disorders in the Canadian Community Health Survey e Canadian Forces Supplement, a representative sample of 5155 regular force personnel and 3286 reservists ages 16e54. Past-year DSM-IV mental disorders (depression, generalized anxiety disorder, panic disorder, social phobia, PTSD, and alcohol dependence), lifetime exposure to 28 traumatic events, and work stress were assessed. Regular and reserve female personnel were less likely than males to experience deployment-related traumas, accidents, and several events involving violence (adjusted odds ratio [AOR] range 0.10e0.62). Women were more likely to endorse sexual trauma, partner abuse, and being stalked (AOR range 3.60e13.63). For work stress, regular force women reported higher levels of job demand and stress around social support than men, whereas regular and reserve force women reported less physical exertion. After adjusting for a range of covariates, regular female personnel were more likely than males to have PTSD (AOR 1.88, 99% CI 1.01e3.50), while reservist women were more likely than men to have depression, panic disorder, and any mood or anxiety disorder (AOR range 1.87e6.98). Both regular and reservist women had lower rates of alcohol dependence (AOR range 0.30e0.34). Clinicians working with female personnel should screen for trauma/stressors and mental disorders that are particularly common in this population.

Publikacja przygotowana i sfinansowana w ramach projektu nr 1.R.06 pt.: Pozytywne i negatywne elementy psychospołecznego środowiska pracy w szkole a przemoc w relacji nauczyciel – uczeń; zrealizowanego przez Instytut Medycyny Pracy w Łodzi; kierownik projektu: dr Jacek Pyżalski; finansowanego z Programu Wieloletniego Narodowego Centrum, Badań i Rozwoju pn. „Poprawa bezpieczeństwa i warunków pracy”, koordynowanego przez Centralny Instytut Ochrony Pracy – Państwowy Instytut Badawczy

The demand/control/support and effort/reward imbalance models have relied on self-reported methods to describe how poor psychosocial working conditions lead to harmful health outcomes. The hindrance/utilization model uses an observational methodology to assess these relationships. Cross-sectional observational and self-reported data from 98 civil servants participating in the Whitehall II Study of British civil servants were used to test whether work conditions measured by each of the three theoretical models explained a significant amount of the variance in depression and anxiety symptoms. Observational measures were also used to assess potential common methods variance bias between the self-reported job conditions and the outcomes. Results showed that the demand/control/support model explained the most variance in depression and anxiety symptoms and the associations were not wholly due to common methods variance. Moreover, measures associated with job resources (e.g., skill discretion, social support and skill utilization) had a protective effect on depression and anxiety symptoms. Exertion-related conditions (e.g., demands, effort, over commitment) were not consistently associated with depression or anxiety symptoms.

Did you know the most dominant apes and monkeys are usually the kindest? They share the most food, groom others more often, break up fights, are slow to anger, and breathe in a relaxed manner. Those on the bottom of the social hierarchy are the opposite. They are stingy, combative, irritable, anxious, depressed, and they breathe shallowly. It is not easy for a submissive primate to become dominant. They have mindsets, mannerisms, and muscle tension that keep them from escaping their subordinate social strategy and the chronic stress it produces.

All of this generalizes to people. If you want to be free of negative emotion, you need to rehabilitate physical trauma in your breath, eyes, face, voice, heart, gut, spine, and brain. Program Peace will coach you to do precisely this by first retraining your breathing pattern, and then walking you through dozens of innovative and effective self-care exercises. After creating new mindsets and mannerisms, and learning to reinvigorate muscles you never knew you had, you will find yourself more confident, healthier, kinder, and reprogrammed for peace.

How can we have a balanced lifestyle and alleviate stress in our work-driven society?
Examining the state of work-life imbalance in our everyday lives and discussing real life examples from professionals working in health and social care, this books reflects on how many of us are living today and illustrates the problems this can cause. Teena J. Clouston provides simple, yet effective, tools and techniques that can be implemented in everyday life to achieve a more balanced lifestyle, which helps to enhance health, happiness and wellbeing.
‘In this very useful book, Teena J. Clouston uses her occupational science expertise to explore lifestyle balance and how doing too much can be addressed by applying concepts of being, becoming and belonging. I recommend this excellent book to all those who work with or experience lifestyle imbalance.’
— Annie Turner, Emeritus Professor of Occupational Therapy, University of Northampton, and Chair, The Elizabeth Casson Trust, UK
‘Teena J. Clouston offers tools to build better lives by balancing what matters most. She pits current research on improving quality of life against the wider forces driving stressful lifestyles worldwide.’
— Gelya Frank, PhD, Professor, Occupational Science & Occupational Therapy and Anthropology, University of Southern California, USA
‘In this brilliantly written book, Dr Clouston presents a thought-provoking reconceptualization of the notion of occupational balance. She argues that living a balanced life means resisting the neoliberal capitalistic pressure to value “doing” over other aspects of life, and instead pursuing personally meaningful occupations that enable “doing, being, becoming, and belonging”. This is a “must-read” textbook for anyone who is interested in ideas about meaningful living through focused engagement in valued occupations.’
— Moses N. Ikiugu, PhD, OTR/L, Professor and Director of Research, Occupational Therapy Department, University of South Dakota, USA

Occupational stress is commonly acknowledged to be a critical issue for managers of private manufacturing companies. This study attempts to fill part of this void in literature by examining the relationship between job stress, job satisfaction and performance among 100 managers of private manufacturing firms. The study’s findings suggest that higher stress levels are related to lower performance whereas higher job satisfaction indicates higher performance. The main objective was to see if there was any relationship between job performance, job satisfaction and job stress & to preface model for the same. The research was assessed by using various instruments.

Job as one of the most important pillars of a person's life can lead to the flourishing of talents and the emergence of individual creativity, and as a result, the creation of job satisfaction. Also, a job that is disproportionate to one's talents and abilities and the resulting stress can cause problems and dissatisfaction and job stress. As a result, it reduces a person's overall satisfaction with life. Today, the importance and crucial role of work in various aspects of human life is obvious. Because in addition to meeting the cost of living, the job is directly related to a person's physical and mental health and also provides the basis for satisfying many of his or her immaterial needs.

Ninety volunteers in a media organization were randomly allocated to an Acceptance and Commitment Therapy (ACT, n = 30) group that sought to enhance people's ability to cope with work-related strain, an Innovation Promotion Program (IPP, n = 30) that helped individuals to identify and then innovatively change causes of occupational strain, or a waitlist control group (n = 30). Both interventions lasted 9 hr, spread over 3 months. Improvements in mental health and work-related variables were found following both interventions. As hypothesized, changes in outcome variables in the ACT condition were mediated only by the acceptance of undesirable thoughts and feelings. In the IPP condition, outcome change was mediated only by attempts to modify stressors. Discussion focused on the importance of understanding the mechanisms underpinning change in occupational stress management interventions.

As a preliminary study of the validation of the French version of the OSI, this paper examines the first steps of the validity and the reliability of the Occupational Stress Indicator (OSI) for use in France. The OSI is a diagnostic research tool, which assesses seven different aspects of the stress-strain relationship. On the strain side, the scope of the outcomes focuses on three indicators: job satisfaction, mental health and physical health. On the stress side, the assessment includes sources of job stress, type A behaviour, locus of control and coping styles. Although workplace stress costs are now well recognized in France, there is little research or methodology available to assess job and organizational stress. The aim of the global research will be to bridge the gap. The purpose of the present study was to test a French translation of the OSI and investigate the reliability as well as the convergent and discriminant validity for six of its scales-Mental and Physical health, Type A, Locus of Control, Sources of Pressure, and Coping Styles. Six of the seven scales of the OSI showed statistically good reliability through Cronbach's α. The seventh scale, Locus of control, showed a lower and unsatisfactory level of reliability, confirming previous studies on the original version and various foreign versions. Significant and acceptable construct validity was also found for the Type A, Locus of Control, Mental Health, Physical Health scales and for one of the coping subscales: Social Support. These findings are encouraging for a future, broader and more complete assessment of the psychometric quality of the French version of the OSI. Résumé Approche préliminaire d'un travail de validation global de la version française de l'OSI, cette étude en examine les premières étapes de validité et de fidélité pour une utilisation en France. L'OSI est un outil d'audit du stress qui mesure différents aspects de la relation « stress-strain ». Bien que les coûts du stress professionnel soient reconnus en France, il existe peu de recherches ou de méthodologies disponibles pour évaluer le stress au travail. Le but de l'étude globale sera de combler en partie se vide. Dans une approche préliminaire, l'objet de ce travail est de tester une version traduite de l'OSI et d'investiguer autant sa fidélité que sa validité convergente et discriminante pour six des sept échelles : santé physique et mentale, Type A, Lieu de Control, Sources de Pressions et stratégies de Coping. Six des sept échelles montrent une bonne fidélité par la mesure de l'Alpha de Cronbach. La septième, Lieu de Contrôle, montre un niveau de fidélité plus bas et non satisfaisant, confirmant ainsi les études précédentes sur la version originale et sur d'autres versions étrangères. Une validité de construit significative a également été trouvée pour Type A, Lieu de Contrôle, Santé Mentale et Physique et pour l'une des sous-échelles des stratégies de Coping : le Support Social. Ces résultats sont encourageants pour engager une recherche plus approfondie et complète des qualités psychométriques de la version française de l'OSI.

In non-clinical (working) populations it is important to differentiate between general distress, on the one hand, and psychiatric symptoms */depression, anxiety and somatization */on the other hand. The Four-Dimensional Symptom Questionnaire (4DSQ) is a new instrument that measures these four symptom dimensions . This study aimed to investigate the psychometric properties of the 4DSQ in a working population. A postal stress and health survey was sent to all employees of a Dutch telecom company, 51% of whom responded (N 0/3852). The mailing included the 4DSQ, a set of questionnaires concerning job stress (e.g. psychological demands), coping style (e.g. problemfocused coping, avoidant coping), and indicators of strain (e.g. emotional exhaustion, fatigue). Cronbach's a for the four sub-scales of the 4DSQ ranged from .79 to .90. Factor analysis showed four factors corresponding to the four scales of the 4DSQ: distress, depression, anxiety, and somatization. The validity of the 4DSQ was assessed using (partial) correlations with job stress, coping, and strain. As expected, the distress scale showed the strongest correlations with the indicators of strain, as well as with job stress and coping. In conclusion, the 4DSQ is a reliable and valid instrument that can be used in a working population to distinguish between stress-related symptoms and psychiatric illness.

The research investigates the occupational stressors and stress outcomes associated with being a female manager compared to her male counterpart, and the relationship between these stressors and stress manifestations. A multi-dimensional model of occupational stress is presented comprised of isolated variables in four arenas: (1) the work arena; (2) the home/social arena; (3) the individual arena; and (4) the stress manifestation arena

Aim: This study was conducted among the staff of a new public university that provides health and related sciences education in Ghana. The aim of this research was to find information on the prevalence and patterns associated with occupational stress among the tutorial and administrative staff of the University of Health and Allied Sciences. Methods: Using a descriptive survey, the study employed the Effort-Reward Imbalance scale to solicit information from both the tutorial and administrative staff of the university. Questionnaires were used to collect information from 59 respondents consisting of 45 males and 14 females. Results: The study population presented a stress prevalence rate of 44.07% which was higher among the female respondents (64.29%). Staff with Diploma (50.00%) and First Degrees (50.00%) presented high levels of stress. Staff performing dual roles and those performing only administrative roles recorded high prevalence of 55.56% and 50.00% respectively. Regarding the component stressors, there was a high record of Effort-Promotion Imbalance (61.02%), Effort-Esteem Imbalance (50.00%) and Over Commitment-Promotion Imbalance (62.50%) predominantly among respondents who were less than 30 years old. In this study, high levels of occupational psychosocial stress exist, which is mainly influenced by gender, age, level of education and work roles. Conclusion: The creation of an enabling working environment with clearly defined expectations and rewards will help university staff to appreciate whatever return they receive for their outputs.

Occupational stress is commonly acknowledged to be a critical issue for managers of private manufacturing companies. This study attempts to fill part of this void in literature by examining the relationship between job stress, job satisfaction and performance among 100 managers of private manufacturing firms. The study's findings suggest that higher stress levels are related to lower performance whereas higher job satisfaction indicates higher performance. The main objective was to see if there was any relationship between job performance, job satisfaction and job stress & to preface model for the same. The research was assessed by using various instruments.

The Business Process Outsourcing (BPO) industry in India has been able to create tremendous employment opportunities and has offered lucrative remuneration packages, but this industry has also been in news for certain contradictory issues. While this industry is able to create tremendous employment opportunities, at the same time it is facing the problem of employee attrition and stress management. In context of research on stress management it has been found that most of the organisations tend to focus on the symptoms of stress. Many stress management programmes have also focused on the theory of stress, its symptoms and its reactions rather than attempting to forestall the reactions of stress by encouraging an awareness of emotional intelligence as a prerequisite to understand the reaction to stress. This exploratory study attempts to find out the relationship between emotional intelligence and occupational stress so as to assist managers in their development and stress management. Participants of the study were 250 employees of one of the leading outsourcing firms located at Gurgaon. Emotional Intelligence has been measured by the scale provided by Swinburne University Emotional Intelligence Test and Occupational Stress has been measured by using The Occupational Roles Questionnaire from the Occupational Stress Inventory.

Although urban teachers are at-risk of experiencing significant work-related stress, urban teacher stress has been neglected in the research literature to date. Through semi-structured interviews conducted with a sample of K-4 urban teachers (N = 14) from three highpoverty schools in a large, Midwestern city, we examined teachers' perceptions regarding sources and impact of stress and the resources needed to address identified stressors. Results from consensual qualitative research (CQR; Hill et al. in Couns Psychol, 25:517-572, 1997; Hill et al. in Consensual qualitative research: an update, 2005) suggest that at least one-half of the cases identified lack of resources, excessive workload, school-level disorganization, managing behavior problems, and accountability policies as significant sources of stress. The majority of teachers reported that occupational stress significantly impacted their personal relationships and physical health, and teachers identified human and material resources as most important to reducing work-related stress. Implications for organizationally based interventions and school policies to address urban teacher stress are discussed.

A review of 2,647 studies of posttraumatic stress disorder (PTSD) yielded 476 potential candidates for a meta-analysis of predictors of PTSD or of its symptoms. From these, 68 studies met criteria for inclusion in a meta-analysis of 7 predictors: (a) prior trauma, (b) prior psychological adjustment, (c) family history of psychopathology, (d) perceived life threat during the trauma, (e) posttrauma

Background: Occupational stress is one of the key factors in reducing staff productivity in any organization with physical and psychological impacts on employees. Nursing is among the most stressful professions. Therefore, this study aimed to assess the extent of perceived level occupational stress and its association with work-related and non-work related variables as causes of stress and work ability among nurses in a Public Medical College Hospital.

Purpose -Occupational stress and organizational change are now widely accepted as two major issues in organizational life. The current study explores the linkage between employees' attitudes towards organizational change and two of the most significant constructs in organizational behaviour; occupational stress and organizational commitment. Design/methodology/approach -A total of 292 participants completed ASSET, a new "Organizational Screening Tool", which, among other things, measures workplace stress and organizational commitment and a measure assessing attitudes towards organizational change.

This paper reports two studies of occupational stress and its relation with antecedent variables and job performance. The first study, in which 104 nurses participated in group discussions and 96 nurses completed a questionnaire, identified 45 stressful events for nurses. In the second study, 171 nurses who completed another questionnaire were also rated by a supervisor and/or a co-worker. Ratings of interpersonal aspects of job performance (such as sensitivity, warmth, consideration, and tolerance) and cognitive/motivational aspects (such as concentration, composure, perseverence, and adaptability) correlated significantly with self-reported perceptions of stressful events, subjective stress, depression, and hostility. Models developed through path analysis suggest that the frequency and subjective intensity of the 45 events identified in Study 1 cause feelings of stress, which lead to depression, which, in turn, causes decrements in interpersonal and cognitive/motivational aspects of job performance.

Human resources are one of the most important sources of any organization and should be given special attention to identifying the factors that affect their productivity. Stress is a type of physical and psychological burnout that arises from workplace problems due to a mismatch of work needs and desires with one's abilities. Stress is one of the problems of today's organizations and can create huge costs for the organization. Occupational stress affects one's personal and occupational life. Occupational stress has a variety of symptoms, including physical, psychological, behavioral. Stress disrupts psychological balance and has different consequences. One of the psychological consequences of job stress is a decrease in job satisfaction that leads to quitting and quitting jobs and reduces one's commitment to the organization. Job satisfaction is the kind of attitude that one has to work. Job satisfaction increases one's productivity and commitment to the organization enhances one's physical and mental health and brings satisfaction to one's life. The purpose of this study was to investigate the role of job stress on job satisfaction.

To explore if health related quality of life(HRQoL) increased after traditional yoga(TY), mindfulness based cognitive therapy(MBCT), or cognitive behavioral therapy(CBT), in patients on sick leave because of burnout. Randomized controlled trial, blinded, in ninety-four primary health care patients, block randomized to TY, MBCT or CBT (active control) between September 2007 and November 2009. Patients were living in the Stockholm metropolitan area, Sweden, were aged 18-65 years and were on 50%-100% sick leave. A group treatment for 20 weeks, three hours per week, with homework four hours per week. HRQoL was measured by the SWED-QUAL questionnaire, comprising 67 items grouped into 13 subscales, each with a separate index, and scores from 0 (worse) to 100 (best). SWED-QUAL covers aspects of physical and emotional well-being, cognitive function, sleep, general health and social and sexual functioning. Statistics: Wilcoxon&#39;s rank sum and Wilcoxon&#39;s sign rank tests, Bonett-Price f...

Objectives: Confirmatory factor analysis (CFA) was used to assess the factor structure of the 15-item Job-Related Tension Index (JRTI). Method: Data were derived from a larger cross-sectional study using a modified tailored design method to mail a self-administered survey to a random stratified sample of the National Association of Social Workers, Maryland Chapter. The 15-item four-factor structure described by Rogers, Li, and Ellis was tested. Results: CFA resulted in a 12-item three-factor structure with acceptable fit. JRTI internal consistency reliability was 0.87. Conclusion: Findings are preliminary but suggest the JRTI may be useful in examining job-related tension among social workers. Future research is needed to further develop the JRTI and establish its reliability, validity, and factor structure.

Work stress has always been a particular issue in customer-oriented fields, especially in the hospitality industry. In particular, frontline employees, who work face-to-face and in real time nature with customers, are exposed to pressure of being able to respond promptly. In fact, the attitude and the reactions of frontline employees can strongly influence their output. Even though different research has shown a negative correlation between job stress and quality of service outcomes, the topic is still understudied in the hospitality industry. As a consequence, this research aims to investigate how work-pressures can influence the behaviour of the employees and possibly jeopardise their performance at the workplace. In order to reach the aim, firstly it was necessary to examine which are the main causes of stress for front-office employees. Secondly, it was crucial to determine whether the level of stress can influence the individual physically and psychologically; finally, it was fundamental to explore whether these pressures can jeopardise the performance. The final results will help managers to implement possible solutions that can facilitate the interactions between employees and guests. In order to lay the foundation for this research, literature related to pressures at work and job performance are presented in literature review part.

A questionnaire survey has been conducted to gather data from the sample. Its design will be included in the methodology chapter along with the explanation of how they were administered. In addition, limitations and recommendations for future research will be pointed out.

Frontline employees reported to suffer from work-related stress mostly due to the lack of support, control and the amount of job-demands. The majority of them agrees on being affected physically, emotionally and intellectually as a consequence of stress. However, the stressors are not sufficient to jeopardise their performance; in fact, they reported to offer a service according to the standards also under stressful situations.

The size of the sample chose is the major limit of this project; it is recommendable for further research to analyse the topic in different and broader geographical areas in order to support or reject the findings of the current research. In addition, it is recommendable for hotel managers to carry an in-depth research among the employees in order to understand which are the causes of stress in a specific hotel and adopt a strategic plan to diminish them.

The occupational stress has become a serious issue in modern banking industry. Banking industry has to find the most influential factors which affects the occupational stress and needs to change industry's structures according to findings. This article pays more attention to discuss about occupational stress and organizational culture among the Bank of Ceylon executive employees. This paper gives a literature review regarding the organizational culture and occupational stress. 150 executive employees were conveniently selected from Bank of Ceylon. Response rate of 69% has been achieved in survey of 104 executive employees of Bank of Ceylon. In analysis, it has been found that organizational culture has an impact on occupational stress in Bank of Ceylon. The Bank needs to develop a strong organizational culture that will reduce the occupational stress of executive employees and lead organization to the successes.

Aims: 1. Provide different perspectives and methodological approaches for studying occupational stress and job strain. 2. Illustrate the role of work environment for well-being. 3. Raise awareness of interdependency between occupational stress and job strain dimensions. 4. Show how occupational stress and job strain can be evaluated to achieve a better quality of life. Rationale: An accumulated evidence supports the proposition that stress at work can be regarded as a major public health problem and a cause for concern for health-care policy-makers. In several European countries, occupational stress and job strain are legitimate bases for a compensation claim and represent two major reasons for sickness absences and work disability. This year’s conference is focusing on innovative ideas in health psychology; regarding workplace, it is very important present recent progresses in the studies that take into account both occupational stress and job strain dimensions. Both occupational s...

This study specifically investigates the occupational stress and work-life balance among female faculties of central universities of Delhi, India. The study also determines the relationship between occupational stress and work-life balance among female faculties of central universities of Delhi, India. The study is based on primary data collected from 120 female faculties from two central universities in Delhi, India. The data is analyzed using various statistical tools and methods. The results of the study reveal that there exists a moderate-level of occupational stress and moderate-level of work-life balance among female faculties of central universities of Delhi, India. The results of the study further reveal that there is a strong negative relationship between Occupational Stress and Work-Life Balance.