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A Study on Occupational Stress and Job Satisfaction among the Textile Managers
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DOI : http://doi.org/10.5281/zenodo.293798
Cite this paper as : T. SHENBHAGA VADIVU (2017), A STUDY ON OCCUPATIONAL STRESS AND JOB SATISFACTION
AMONG THE TEXTILE MANAGERS IN TIRUPUR, International Journal of Human Resource & Industrial Research, ISSN: 2349 –
3593 (online), ISSN: 2349 –4816 (print), Vol.4,(Issue17,Jan-2017), pp 38–pp50, http://doi.org/10.5281/zenodo.293798

A STUDY ON OCCUPATIONAL STRESS AND JOB SATISFACTION AMONG THE

TEXTILE MANAGERS IN TIRUPUR

Mrs. T.SHENBHAGA VADIVU,

Assistant Professor,
Department of Business Management,
Nehru Arts and Science College,
Thirumalayampalayam,Coimbatore, India

Abstract
This research was conducted to investigate the relationship between occupational stress and job
satisfaction among textile managers. This paper aims to find out the relationship between occupational stress and
job satisfaction based on age, gender, marital status, work experience and income of textile managers in Tirupur.
553 Textile managers were invited to participate in the questionnaire survey. A cross sectional study was used to
examine the relationship between occupational stress and job satisfaction. Descriptive analysis, Pearson correlation
and multiple regression analysis were employed to analyse the data. The findings also revealed that there is a
significant relationship between occupational stress and job satisfaction.

Key Words: Occupational Stress, Job satisfaction, Demographics, Textile industry

Introduction:-
Stress in the workplace is a growing concern in the current state of the economy, where employees increasingly face
conditions of overwork, job insecurity, low levels of job satisfaction and lack of autonomy. Workplace stress has
been shown to have a detrimental effect on the health and wellbeing of employees, as well as a negative impact on
workplace productivity and profits. There are measures that individuals and organizations can take to alleviate the
negative impact of stress, or to stop it from arising in the first place. However, employees first need to learn to
recognize the signs that indicate they are feeling stressed out, and employers need to be aware of the effects that
stress has on their health as well as on company profits. This report is a call to employers to take action on stress
levels in the workplace.

Occupational stress has become one of the most serious health issues in the modern world (Lu et al., 2003).
Occupational stress has become one of the most popular topics for applied research in psychology, and in the
broader areas of social and medical sciences. Occupational stress, also known as job stress, has been defined as the
experience of negative emotional states such as frustration, worry, anxiety and depression attributed to work related
factors (Kyriacou, 2001). Occupational stress is also defined as the perception of a discrepancy between
environmental demands (stressors) and individual capacities to fulfill these demands (Topper, 2007). Occupational
stress, in particular, is the inability to cope with the pressures in a job, because of a poor fit between someone’s
abilities and his/her work requirements and conditions (Holmlund-Rytkönen and Strandvik, 2005).

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 NIDHI DEOUSKAR / INFLUENCE OF SELF AWARENESS ON SOCIAL SKILLS-AS A PART OF EMOTIONAL

Several studies have shown that occupational stress can lead to various negative consequences for the individual and
the workplace (Oginska-Bulik, 2006). Extreme stress can lead to decreased productivity and an overall negative
impact on the organization itself. People with a higher percentage of occupational stress may not be satisfied with
their job and therefore they will not feel happy working in the organization. Therefore, it is very important for
employer and employees to realize the stress and the stressor that cause all the negative effects (Bhatti et al., 2011).
This study aims to investigate the relationship between occupational stress and job satisfaction among managerial
personnel and to identify the factor that influence employees job satisfaction. This study will assist the employees to
identify their occupational stress and give good implications towards their job satisfaction.

Job satisfaction refers to a person’s feeling of satisfaction on the job, which acts as a motivation to work. It is not the
self-satisfaction, happiness or self- contentment, but the satisfaction on the job.

For almost all organizations, employees are the vital resource and they represent an important asset of an industry.
Human resource management is concerned with developing potential, of employees so that they get maximum job
satisfaction from their work and give their best efforts to the organisation. The workers in a job are not machines,
but contributors to production. The happier people are within their job, the more satisfied they are said to be. Thus,
job satisfaction describes how content an individual is with his or her job. It is not the same as motivation. It is job
design which enhances job satisfaction and performance. The other influences on satisfaction are the management
style and culture, employee involvement, empowerment and autonomous work groups. Job satisfaction is a very
important attribute which is frequently measured by organizations.

Review of Literature:

Chan et.al. (2000) examined work stress among professionals and para-professions (namely general practitioners,
lawyers, engineers, teachers, nurses and life insurance personnel) in Singapore. Results showed that performance
pressure and work family conflict were perceived to be the most stressful aspects of work. These two stressors also
significantly contributed to the experience of overall work stress.
Spector et. al. (2000) examined a longitudinal study that even after controlling for NA and prior levels of strains,
relations would still be found between job stressors and job strains. In this, negative affectivity (NA) and strains
were assessed both in college and later on the job. Stressors were assessed only on the job. Evidence was found that
some background factors affected measures of job stressors and job strains. The observed relations between job
stressors and job strains could not be attributable to third variable that might affect these specific strains. Relations
between job stressors and job strains, however, were in most cases not affected significantly when prior strains and
NA were controlled for. Furthermore, the results suggested that NA measures are subject to occasion factors.
Shah (2003) examined role stress among employees in banking industry. The results indicated that most of the
employees were experiencing moderate level of stress at work. It revealed that role stagnation, inadequacy of role
authority, role erosion and role overload were the main stressors being encountered by employees.
Ashok Pratap Singh and Ashish Kumar Dubey (2011), at Banaras Hindu University, conducted a study on 210
managers from different private sector organizations to examine the role of stress (role stress) and locus of control
on job satisfaction. For measurement of role stress, Occupational Stress Index (Srivastava and Singh, 1981) was
used; for measurement of locus of control, Social Reaction Inventory (Rotter, 1966) was used; and for measurement
of job satisfaction, S-D Employees' Inventory (Pestonjee, 1979) was used. The results of correlation indicated that
role overload was significantly negatively correlated to satisfaction with management and total satisfaction; role
ambiguity was significantly negatively correlated to satisfaction with management; and role conflict was
significantly negatively correlated to satisfaction with management and total satisfaction. Overall stress was
significantly negatively correlated to satisfaction with management and total satisfaction. The results of step-wise

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 International Journal of Human Resource & Industrial Research, Vol.4, Issue 1, Jan-2017, pp 38-
50,
multiple regression analysis showed that total stress contributed 7.4% variance in explaining satisfaction with
management, and role conflict contributed 7.1% variance in explaining total satisfaction.

Nural Ain Bt Syed Alwee (2012) examined the relationship between occupational stress, job satisfaction, and intent
to leave towards organisational commitment. A convenience sample group of 130 employees of North Port
(Malaysia) were selected over 2272 of total population at year 2009. A self-administrated survey instrument was
developed to measure and test the employee’s external environment occupational stress, job satisfaction, and intent
to leave towards organisational commitment. Using SPSS 16.0 two statistical tests were employed to test study
hypotheses. First by measuring correlation a Pearson correlation coefficient analysis was used to identify the
relationship between predictor and criterion variables. Likewise multiple regressions were used to determine the
effect between external environment, occupational stress and job satisfaction among related variables. The findings
revealed that job satisfaction, occupational stress and intent to leave do affect organisational commitment. At the
same time the occupational stress gives to the intent to leave.

OBJECTIVE OF THE STUDY

1. To assess the level of occupational stress among the managerial personnel of Textile industry in Tirupur.
2. To find out the level of job satisfaction among the managerial personnel of Textile industry in Tirupur.
3. To study the impact of occupational stress on job satisfaction among the managerial personnel of Textile
industry in Tirupur.
4. To analyze the effect of various demographic variables such as age, gender, education, experience, marital
status, income on occupational stress, coping strategies, and job satisfaction among the managerial personnel of
Textile industry.

METHODOLOGY

A convenience sample consisting of ninety employees working in selected textile mills participated in the study.
Questionnaires were administered to assess occupational stress and job satisfaction. The collected data was analysed
with Mean, Standard Deviation, ANOVA, and Correlation.

Instruments:

Occupational Stress Scale

Fifteen items were selected from the Occupational Stress Index developed by Srivastava and Singh (1981). These
items relate to role overload, role ambiguity, and role conflict. The respondents were asked to rate each of the 15
items on the following 5-point Likert scale: Strongly agree, Agree, Neutral, Disagree, Strongly disagree

Responses were scored as follows:

Strongly agree = 5, agree=4, neutral=3, disagree=2, strongly disagree=1

Job satisfaction Scale

Minnesota Satisfaction Questionnaire (Short Form) was used to assess job satisfaction among the managerial
personnel. The respondents were asked to rate each of the 20 items on the following 5-point Likert scale: Very
satisfied, Satisfied, Neutral , Dissatisfied, Very dissatisfied

Responses were scored as follows:

Very satisfied = 5, Satisfied =4, Neutral =3, Dissatisfied =2, Very dissatisfied =1.

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 NIDHI DEOUSKAR / INFLUENCE OF SELF AWARENESS ON SOCIAL SKILLS-AS A PART OF EMOTIONAL

RESULTS AND DISCUSSION

This section deals with the analysis of the data collected from the respondents.

Table: 1 Demographic characteristics of the Sample

Demographic No. Of
Variables Respondents
S.No Group Percentage
30 & Below 144 26.0

31 – 45 233 42.2
1 Age (in years)
Above 45 176 31.8
Male 367 66.4

2 Gender
Female 186 33.6
Married 304 55.0
3 Marital Status
Unmarried 249 45.0
Diploma 149 26.9

Educational Undergraduate 234 42.4

4 Qualification
Postgraduate 170 30.7
Below 5 129 23.4

Work Experience (in 5 – 10 270 48.8

5 years) Above 10 154 27.8

Below 20000 200 36.2

Monthly Income (in 20000-30000 269 48.6

6 rupees) Above 30000 84 15.2

Total 553 100

Source: Primary Data

The demographic profile of the respondents in the study showed that out of the total 553 respondents taken for the
study,42.2 percentage of the respondents belong to the age group of 31 – 40 years; 66.4 percentage of the
respondents are male; 55 percentage of the respondents are married; 42.4 percentage of the respondents are
undergraduate; 48.8 percentage of the respondents belong to 5 -10 years of work experience; 48.6 percentage of
the respondents belong to the income group of 20000 – 30000 rupees.

OCCUPATIONAL STRESS

Null hypothesis:

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 International Journal of Human Resource & Industrial Research, Vol.4, Issue 1, Jan-2017, pp 38-
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H1- Occupational stress will not vary significantly with variation in demographic factors like age (H1a), gender
(H1b), education (H1c), experience (H1d), marital status (H1e), and monthly income (H1f) among the managerial
personnel of Textile industry.

Table 2 Occupational Stress among different age groups

Age Mean N Std.Deviation F-value

30 & Below 55.48 144 4.840

31 – 45 57.65 233 3.660 12.953

Above 45 57.11 176 3.886 (.000)

Total 56.91 553 4.155

Source: Primary Data

The table 3.2 shows that the overall mean score for occupational stress ranges from 55.48 to 57.65. The 31 - 45 age
group had a higher mean score (57.65) for occupational stress than the other age groups. Analysis of Variance
(ANOVA) was applied to ascertain if there was a significant difference in occupational stress among different age
groups. The obtained F-value is 12.953 and it is significant at 1% level. Hence, hypothesis H1a was rejected and it
was concluded that there is a statistically significant difference in occupational stress among different age groups.

Table 3 Occupational Stress among different Gender groups

Gender Mean N Std.Deviation t-value

Male 56.99 367 4.047 3.370

Female 56.76 186 4.367 (0.067)

Total 56.91 553 4.155

Source: Primary Data

The table 3.3 shows that the overall mean score for occupational stress ranges from 56.76 to 56.99. The male
respondents had a higher mean score (56.99) for occupational stress than the female respondents (56.76).
Independent sample t-test was applied to ascertain if there was a significant difference in occupational stress
among different gender groups. The obtained t-value is 3.370 and it is not significant. Hence, hypothesis H1b was
accepted and it was concluded that there is no statistically significant difference in occupational stress among
different gender groups.

Table:4 Occupational Stress among different marital Status groups

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 NIDHI DEOUSKAR / INFLUENCE OF SELF AWARENESS ON SOCIAL SKILLS-AS A PART OF EMOTIONAL

Marital Status Mean N Std.Deviation t-value

Married 57.58 304 3.592 18.057

Unmarried 56.10 249 4.632

Total 56.91 553 4.155 (0.000)

Source: Primary Data

The table 3.4 shows that the overall mean score for occupational stress ranges from 56.10 to 57.58. The married
respondents had a higher mean score (57.58) for occupational stress than the unmarried respondents (56.10).
Independent sample t-test was applied to ascertain if there was a significant difference in occupational stress
among different marital groups. The obtained t-value is 18.057 and it is significant at 1% level. Hence, hypothesis
H1e was rejected and it was concluded that there is a statistically significant difference in occupational stress
among different marital groups.

Table: 5 Occupational Stress among different education groups

Education Mean N Std.Deviation F-value
Qualification

Diploma 57.03 149 3.930 0.090

Undergraduate 56.84 234 4.429

Postgraduate 56.91 170 3.974 (0.914)

Total 56.91 553 4.155

Source: Primary Data

The table 3.5 shows that the overall mean score for occupational stress ranges from 56.84 to 57.03. The Diploma
respondents had a higher mean score (57.03) for occupational stress than the other groups. Analysis of Variance
(ANOVA) was applied to ascertain if there was a significant difference in occupational stress among different
education groups. The obtained F-value is .090 and it is not significant. Hence, hypothesis H1c was accepted and it
was concluded that there is no statistically significant difference in occupational stress among different education
groups.

Table 6 Occupational Stress among different experience groups

Work Experience Mean N Std.Deviation F-value

Below 5 57.05 129 4.146 0.353
5 – 10 56.76 270 4.379
Above 10 57.06 154 3.754
Total 56.91 553 4.155
Source: Primary Data

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 International Journal of Human Resource & Industrial Research, Vol.4, Issue 1, Jan-2017, pp 38-
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The table 3.6 shows that the overall mean score for occupational stress ranges from 56.76 to 57.06. The above 10
year experience group had a higher mean score (57.06) for occupational stress than the other experience groups.
Analysis of Variance (ANOVA) was applied to ascertain if there was a significant difference in occupational stress
among different education groups. The obtained F-value is 0.353 and it is not significant. Hence, hypothesis H1d
was accepted and it was concluded that there is no statistically significant difference in occupational stress among
different experience groups.

Table 7 Occupational Stress among different income groups

Monthly Income Mean N Std.Deviation F-value

Below 20000 57.03 200 4.195 7.414

20000-30000 56.38 269 4.199

Above 30000 58.33 84 3.558 (0.001)

Total 56.91 553 4.155

Source: Primary Data

The table 3.7 shows that the overall mean score for occupational stress ranges from 56.38 to 58.33. The above
30000 income group had a higher mean score (58.33) for occupational stress than the other income groups.
Analysis of Variance (ANOVA) was applied to ascertain if there was a significant difference in occupational stress
among different income groups. The obtained F-value is 7.414 and it is significant at 1% level. Hence, hypothesis
H1f was rejected and it was concluded that there is a statistically significant difference in occupational stress
among different income groups.

JOB SATISFACTION

Null Hypothesis:
H3- Job satisfaction will not vary significantly with variation in demographic factors like age (H3a), gender (H3b),
education (H3c), experience (H3d), marital status (H3e), and monthly income (H3f) among the managerial
personnel of Textile Industry.

Table 8 Job satisfaction among different age groups

Age Mean N Std.Deviation F-value

30 & Below 68.46 144 8.446

31 – 45 61.78 233 6.531 36.607

Above 45 63.35 176 7.787 (.000)

Total 64.02 553 7.939

Source : Primary Data

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 NIDHI DEOUSKAR / INFLUENCE OF SELF AWARENESS ON SOCIAL SKILLS-AS A PART OF EMOTIONAL

The table 3.14 shows that the overall mean score for job satisfaction ranges from 61.78 to 68.46. The 30 & below
age group had a higher mean score (68.46) for job satisfaction than the 31 - 45 age group (61.78). Analysis of
variance (ANOVA) was applied to ascertain if there was a significant difference in job satisfactions among different
age groups. The obtained F-value is 36.607 and it is significant at 1% level. Hence, hypothesis H3a was rejected and
it was concluded that there is a statistically significant difference in job satisfaction among different age groups.

Table 9 Job satisfaction among different gender groups

Gender Mean N Std. Deviation F-value

Male 63.85 367 7.808

6.957
Female 64.34 186 8.203

(.009)
Total 64.02 553 7.939

Source : Primary Data

The 3.15 table shows that the overall mean score for job satisfaction ranges from 63.85 to 64.34. The female gender
group had a higher mean score (64.34) for job satisfaction than the male gender group (63.85). Independent sample
t-test was applied to ascertain if there was a significant difference in job satisfactions among different gender
groups. The obtained t-value is 6.957 and it is significant. Hence, hypothesis H3b was rejected and it was concluded
that there is a statistically significant difference in job satisfaction among different gender groups.

Table 10 Job satisfaction among different marital status groups

Marital Mean N Std. Deviation t-value

Married 62.19 304 6.426

80.753
Unmarried 66.25 249 8.985

(.000)
Total 64.02 553 7.939

Source : Primary Data

The table 3.16 shows that the overall mean score for job satisfaction ranges from 62.19 to 66.25. The unmarried
marital group had a higher mean score (66.25) for job satisfaction than the married marital group (62.19).
Independent sample t-test was applied to ascertain if there was a significant difference in job satisfactions among
different marital groups. The obtained t-value is 80.753 and it is significant at 1% level. Hence, hypothesis H3e was

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 International Journal of Human Resource & Industrial Research, Vol.4, Issue 1, Jan-2017, pp 38-
50,
rejected and it was concluded that there is a statistically significant difference in job satisfaction among different
marital groups.

Table 11 Job satisfaction among different education groups

Education Mean N Std. Deviation F-value

Diploma 64.23 149 7.715

Undergraduate 64.18 234 8.741 0.711

Postgraduate 63.60 170 6.940 (.341)

Total 64.02 553 7.939

Source : Primary Data

The table 3.17 shows that the overall mean score for job satisfaction ranges from 63.60 to 64.23. The diploma
respondents had a higher mean score (64.23) for job satisfaction than the post graduate respondents (63.60).
ANOVA was applied to ascertain if there was a significant difference in job satisfactions among different education
groups. The obtained F-value is -0.341 and it is not significant. Hence, hypothesis H3c was accepted and it was
concluded that there is no statistically significant difference in job satisfaction among different education groups.

Table 12 Job satisfaction among different experience groups

Experience Mean N Std. Deviation F-value

Below 5 62.91 129 8.614

5 – 10 65.18 270 7.959 5.725

Above 10 62.91 154 7.022 (.003)

Total 64.02 553 7.939

Source : Primary Data

The table 3.18 shows that the overall mean score for job satisfaction ranges from 62.91 to 65.18. The above 5 - 10
years experience group had a higher mean score (65.18) for job satisfaction than other experience groups. ANOVA
was applied to ascertain if there was a significant difference in job satisfaction among different experience groups.
The obtained F-value is 5.725 and it is significant at 1% level. Hence, hypothesis H3d was rejected and it was
concluded that there is a statistically significant difference in job satisfaction among different experience groups.

Table 13 Job satisfaction among different income groups

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 NIDHI DEOUSKAR / INFLUENCE OF SELF AWARENESS ON SOCIAL SKILLS-AS A PART OF EMOTIONAL

Income Mean N Std. Deviation F-value

Below 20000 64.08 200 8.393

20000-30000 64.14 269 8.306 0.808

Above 30000 63.50 84 5.219 (0.214)

Total 64.02 553 7.939

Source : Primary Data

The table 3.19 shows that the overall mean score for job satisfaction ranges from 63.50 to 64.14 among different
income groups. The 20000 - 30000 income group had a higher mean score (64.14) for job satisfaction than other
income groups. ANOVA was applied to ascertain if there was a significant difference in job satisfactions among
different income groups. The obtained F-value is 0.214 and it is not significant. Hence, hypothesis H3f was accepted
and it was concluded that there is no statistically significant difference in job satisfaction among different income
groups.

OCCUPATIONAL STRESS AND JOB SATISFACTION

Null hypothesis:

H4- There will not be any significant correlation between job satisfaction and occupational stress (H4a);
Table 14. Correlation among stress and job satisfaction

Stress Job Satisfaction

Stress Pearson Correlation 1 -.497**

Sig. (2-tailed) .000

N 553

Correlation test revealed that there was significant correlation (r=-.497 & p<.01) between stress and job satisfaction.
Hence hypothesis H4a was rejected.

REGRESSION ANALYSIS WITH OCCUPATIONAL STRESS AS PREDICTOR VARIABLE

AND JOB SATISFACTION AS THE DEPENDENT VARIABLE.

Null hypothesis:

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 International Journal of Human Resource & Industrial Research, Vol.4, Issue 1, Jan-2017, pp 38-
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H5- Occupational stress (H5) will not affect job satisfaction among the managerial personnel of Textile industry.

Table 15 Regression analysis with occupational stress as predictor variable and job satisfaction as the dependent
variable.

Model Summary

Std. Error of the

Model R R Square Adjusted R Square Estimate

1 .497a .247 .246 6.895

a. Predictors: (Constant), Stress

ANOVAb

Sum of

Model Squares Df Mean Square F Sig.

1 Regression 8595.603 1 8595.603 180.782 .000a

Residual 26198.216 551 47.547

Total 34793.819 552

a. Predictors: (Constant), Stress

b. Dependent Variable: Job Satisfaction

Coefficientsa

Unstandardized Standardized
Coefficients Coefficients

Model B Std. Error Beta t Sig.

1 (Constant) 118.071 4.031 29.292 .000

Stress -.950 .071 -.497 -13.446 .000

a. Dependent Variable: Job Satisfaction

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 NIDHI DEOUSKAR / INFLUENCE OF SELF AWARENESS ON SOCIAL SKILLS-AS A PART OF EMOTIONAL

Regression analysis was conducted to investigate the relationship between stress and job satisfaction. F-Test was
statistically significant, which means that the model was statistically significant. The R-Squared is 0.246 which
means that approximately 24% of the variance of job satisfaction was explained by the predictor variable, that is,
stress. Hence hypothesis H5a was rejected.

CONCLUSION

Textile sector in India is facing so many problems. The problem of stress is inevitable and unavoidable in the Textile
sector. A majority of the workforce face severe occupational stress and a lot of psychological problems. The
productivity of the work force is the most crucial factor as far as the success of an organization is concerned. The
productivity in turn is dependent on the satisfaction of the employees. The innovative behavior of employees is also
important especially in service organizations. The present study was carried out with an objective of explaining the
relationship between the occupational stress and job satisfaction. The researcher also scrutinized the available
literature with respect to occupational stress and its impact on job satisfaction to conceptualize the frame work of the
study. The findings of the study confirmed that stress affects the satisfaction level of the employees.

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