EFFICACY OF STRESS MANAGEMENT AMONG MEN IN UNIFORM:

QUANTITATIVE ASSESMENT

A Thesis
Presented to
The Thesis Committee Department
College of Criminal Justice Education
UM Tagum College, Tagum City

In Partial Fulfillment
On the Requirements for the degree
Bachelor of Science in Criminology

KRIS P. BINAGIOHAN
SHAINA WINJOY U. MORALES
DARYL ANN J. SAGRADO

MARCH 2O21
 Chapter 1

INTRODUCTION

Rationale

Stress management has lasting and sometimes fatal effects on the law

enforcement community in Argentina, which can compromise the well-being of

police officers. Moreover, due to various operational, personal, and

organizational stressors and the quasi militaristic environment being

interrelated, the likelihood of an individual to effectively exert control over

stress can be jeopardized causing stress to be repressed or dismissed as a

norm (Pagon, Spector, Cooper, & Lobnikar, 2016; Rodgers, 2017).

In the Philippines, the researchers in ADMU suggest that, the

consistent introduction to an array of operational and stress management

interrelated with a lack of intervention allows vulnerable individuals to suffer

adverse mental and physical effects that could be deterred with proper

intervention and training. Scholars have explored the negative influence of

stress and use of maladaptive coping mechanisms in the law enforcement

profession (Steinkopf, Hakala, & Van Hasselt, 2015).

Stress has been recognized as a public health problem among uniform

personnel in Tagum City. However, it has been done on gender differences in

sources of stress and coping strategies. In this study, women will report

higher levels of stress than men, women will report being stressed by family

and health related stressors while men will report stress related to finances

and work-related issues and women will report using adaptive coping

strategies more frequently while men will report using maladaptive and
 3

avoidance strategies more frequently there will be no gender differences in

the readiness to use stress management strategies.

However, the researcher shall create specific contribution and generate

new information regarding the Efficacy of stress management among men in

uniform: Basis for action plan. It solely shows that this study will raise and

lead awareness to the supposed beneficiaries of this study and presumably

develop action arrange. So it is intended to conduct the study.

Research Objectives

The main objectives of the study is to determine if there is a significant

difference on the Efficacy of stress management among men in uniform.

Specifically the study will seek answer following sub-objectives:

1. To determine the level of effectiveness of stress management

among men in uniform in terms of:

1.1 long hours work;

1.2 time pressure;

1.3 difficult or complex task; and

1.4 poor physical work conditions

2. To formulate an action plan base on the results of the study.

Review of Related Literature

Facts, theories, concepts, information, readings and views related to

Efficacy of stress management among men in uniform: Basis for Action Plan

are presented in this part of the study.

Efficacy of stress management

 4

Stress management self-efficacy describes how an individual believes

that they can deal with the stresses that they come across as they go about

their daily lives. This belief is affected by previous life experience, their

observations of the behavior of others, and the feedback provided to and from

other individuals. Stress management can affect health at risks and can be

categorized as those to do with the content of work and those to do with the

social and organizational context of work. Those that are intrinsic to the job

include long hours work, time pressure, difficult or complex tasks, and poor

physical work conditions (Lazarus & Folkman, 2017)

Historically, adolescence is often defined as a transitional period

between childhood and adulthood. It is a time filled with significant changes in

physical, social and emotional functioning. Even under the best

circumstances, the typical adolescent will likely perceive the process of

managing all these changes as "stressful". In the modern era, the adolescent

experience of stress is further exacerbated by a number of additional social

and environmental stressors such as; parental divorce separation, economic

difficulties, single-parent households, parental substance abuse, fears of

terrorism, greater levels of violence in communities families and increased

academic demands (Bren, 2015).

Elevated levels of stress in adolescence have been associated with

increased rates of psychological problems depression, anxiety, increased

probability that "stressed-out" adolescents will engage in other risky health

behaviors smoking, alcohol use, poor eating habits) and an increased risk for

the development of long-term health conditions high blood pressure,

compromised immune system) (Segerstrom & Miller, 2016).

 5

Graduate school and stress, some would say the two are synonymous.

When you enter a graduate program, you are expected to have examined

costs, assessed advantage and disadvantages along with other variables. A

decision is made that accepts the challenges. Some disciplines have

conducted studies on stressors and students. They have attempted to identify

specific stressors, the consequences of stress, and recommended solutions.

Several studied stress involving junior medical students. Findings correlated

high stress with low academic performance. They recommended stress

management training for medical students (Abouserie, 2014).

In addition, investigated academic sources of stress and life stress

levels in a sample of university students. The findings revealed that causes of

stress were a heavy academic workload, examinations, and meeting

deadlines for assignments. The most prominent social stressors were a lack

of time for family and friends along with financial difficulties. This study also

found that students experienced intense anxiety from stress associated with

academic expectations, low performance in school, and failure to maintain

interpersonal relationships. It was suggested that personality variables,

including Locus of Control, played a part in stress susceptibility and that

situational variables affect stress levels. A stress management class could be

considered as a preventive situational variable (Johnson, 2017).

Stress can be used as a vehicle to teach master’s level counselors and

others how to take care of themselves and then pass this knowledge to

clients, students, and community members. Stress is the vehicle and stress

management can be seen as the road. This study originated from participating

in a stress management class at a southwestern university and observing

 6

changes in students’ behavior and symptoms that would seem miraculous if

not experienced first hand. The question was how to conduct an empirical

study to quantify the behavior change resulting from a comprehensive stress

management program and then to be able to report it (Xin et al., 2015).

There are also opportunities for the students to present their findings to

the class in an informal discussion type setting during the last two class

sessions. The results are unbelievable. What was once a group of suspicious,

and somewhat cynical, graduate students had been transformed into a very

relaxed, “laid-back”, and peaceful group. There is a marked and noticeable

difference in the atmosphere of the class and the demeanor of the students

from the beginning to the end of the semester (Quin, 2014).

High employee’s performances lead an organization and have greater

opportunities for employees then those who have low performance.

Performance is related to that organization hires the person to do and do well.

Performance is not only related to the actions but also involves judgment and

evaluation process. The activities that can be examined and measurable are

reflected as performance can meet their goals and can able to achieve the

competitive advantage (VansCotter, Yeandle, Crompton, Wigfield, & Dennett,

2016).

In addition to, performance not related to the technical core

characteristics but it cares about the organization psychological environment

and social environment in that organization achieve its objectives. It involves

behaviors such as helping colleagues or being a reliable member of the

organization. Performance appraisal emphasizes on the performance

variables not on personal traits. Performance should be measured in term of

 7

the work related behavior (Smither, Howard-Quartey & Buenar- Puplampu,

2015).

However, performance through personal characteristics has different

disadvantages. Performance does not include the results of an employee’s

behavior, but only the behaviors themselves. Performance is about behavior

or what employees do not about what employees produce or the outcomes of

their work. Perceived employee performance represents the general belief of

the employee about his behavior and contributions in the success of

organization. Employee performance may be taken in the perspective of three

factors which makes possible to perform better than others determinants of

performance may be such as declarative knowledge, procedural knowledge

and motivation (Murphy, 2015).

In line with this, positive work climate has been identified as a driver of

performance and contributes a third of an organizational results. The

responsibility of creating work climate lies solely on the head of the institution

whose behavior determines the work climate. The positive behavior drives the

work climate which arouses motivation and the aroused motivation is a major

driver of bottom-line performance. To create a positive work climate the

leaders of the organization must work with staff in order to manage diversity.

This fosters and sustains staff motivation stated by (Bahamon, 2015).

In the context of the police, researchers have suggested three

important aspects of stress, namely role ambiguity, role conflict and job

control in the organization. In contrast, other studies have shown that work

pressure is not related to job performance (AbuAlRub, 2004). The findings are
 8

interesting because work stress among workers is high, but employees still

show good performance.

The Job Stress Model developed by Cooper et al. (1987) states that

stress results from a circumstance wherein the psychological and physical

pressure exceed an individual’s ability to maintain, control emotions, thoughts

and a positive relationship with the environment. According to Cooper and

Marshall (2013) a negative work environment results from high workload and

role ambiguity leading to work pressure. Three types of problems cause job

stress. These are technical problems, relationship problems and

communication problems within the organization (Bibi et al., 2013; Qureshi et

al., 2012; Qureshi et al., 2013).

Work environment is one of the sources of police stress. It can be

internally and externally. Internal work environment include factors that are

related to organisational structure and climate can be even greater source of

stress for the police officers, shift schedules that disrupt normal sleep patterns

and social life, authoritarian, management styles, poor interpersonal

relationships with supervisors, interdepartmental politics, lack of adequate

planning and resources, lack of promotion and transfer opportunities,

excessive paperwork, lack of autonomy in performing duties and lack of

recognition for work accomplishments are among the organisational stressors

faced by members of the police force (Jaramillo, 2016).

Considering that police officers have a stressful occupation that can

elicit burnout and the fact that stressful situations lead to a misinterpretation of

the stimuli as threatening, and consequently to react aggressively, we are

 9

interested in further investigating the relationship between burnout and

aggressivity. In particular, investigating if burnout predicts aggressivity among

police officers. It is believed that the findings will contribute not only to the

theoretical understanding of the burnout concept, but will also include

implications for practitioners in the area and thus, result in the design of

successful stress management interventions for police officers (Vuorensyrja &

Malkia, 2016)

Few occupations require employees to face so many dangerous and

stressful situations as police officers on a daily basis. They are constantly

under pressure, exposed to multiple stressors and uncertainty. Additionally,

being a police officer is a consuming job with increased experience of stress

during tasks that aim to ensure public safety through crime prevention and law

enforcement. Law-enforcement officers are killed more often by job-related

stress than by crime. When comparing occupational stress among different

professions with data collected between 1988 and 2005, it was found that

being a police officer was the second most stressful activity (Gonçalves &

Neves, 2017).

Exposure of police officers to stressors can be detrimental to the job

performance, the public image of the police (especially in the use of excessive

force), and has individual consequences like turnover, absenteeism, physical

and mental diseases and, especially, suicide due to easy access to a gun.

Researchers have shown increasing interest in the study of police officers’

stress and burnout. Research relating to the causes of burnout has mainly

concentrated on external triggers, especially organisational or social

 10

influences, ignoring individual reactions and personality as a possible

aetiology of burnout. Nevertheless, it is important to be aware that some

studies have investigated the relationship between stress, burnout and

personality traits, tying to identify vulnerability factors (Polman, Borkoles &

Nicholls, 2015)

Additionally, police work is a type of emotional work, making it

exceptionally important that it is carried out by a person that is satisfied with

the work he/she is doing. The strong impact of job satisfaction on the police

officers’ work stems primarily from the nature of police work and the ways in

which those who are unsatisfied may negatively affect the provision of

services and the image and public perception of the police among the

citizens. Positive attitudes concerning work, positive changes in the work

environment, supervision, encouragement, and work itself may act to increase

the productivity and quality of service. However, lack of job satisfaction may

lead to lower productivity and effectiveness, lower quality of service, lower

efficiency, and poorer morale among the employees (Harter, 2017).

There are thus multiple reasons why job satisfaction is important for

police organizations. Negative attitudes towards work and negative

experience in relation to it may adversely affect the job performance, in both

qualitative and quantitative terms, which may in turn negatively affect the

relationship between the police and the community. Job satisfaction

significantly reduces the levels of stress, and accordingly reduces its

consequences, such as absenteeism, burnout, and alcoholism. At the

individual level, job satisfaction is strongly related to employee wellbeing and

 11

mental health, while it contributes to efficiency and reduces the costs of

negative behaviors at the organizational level (Yang & Kassekert, 2015).

One of the central issues when it comes to organizational determinants

significant for job performance is certainly the issue of quality of internal

communication. The research findings point to a strong and positive

correlation between the high level of satisfaction with communication and job

satisfaction, which ultimately correlates with high-quality and productive

execution of work tasks. Internal communication is a process of creating

and exchanging messages in a network of mutually dependent relationships,

with the aim of resolving uncertainty in the environment. Additionally, internal

communication is also defined as the planned use of communication activities

in order to systematically affect the knowledge, attitudes, and behavior of the

employees (Skoko, 2016)

Social support (emotional) is a significant predictor of job performance.

This suggests that social support has a positive relationship with job

performance, where high performance is influenced by high social support. In

other words, the social support received by the employee is able to influence

their work performance. However, empirical evidence linking social assistance

to job performance is still limited (Rees & Freeman, 2014).

Social exchange theory refers to the concept of social exchange is an

action that brings a reward to individuals (). Social exchange theory considers

the interaction of an individual with another individual is for securing reward

and avoiding punishment. In a work context, this theory is associated with

employee perceptions of supervisor support because they believe that the

 12

support encourages them to work harder and makes them feel needed by the

organization (Blau, 2015).

Regarding social support at work, d in terms of supervisor and co-

workers’ supports. That supports from head or supervisor have different

effects on the workers than support from colleagues. In addition, effective

control on individuals in the workplace is more influenced by the head or

supervisor rather than colleagues. Social support helps individuals deal work

pressure more efficiently. In addition, positive social support can produce

good health. This was supported, who stated that social support could lead

workers to feel less alone in the workplace and reduced stress in the

workplace. The social support was instrumental in making employees more

enthusiastic because the support encourages and motivates work (Iliffe &

Steed, 2015).

Personality profiles of police officers is a topic under research since

discussed the tasks of modern policing or individual motivations to be a police

officer, and recent studies continued to identify specific personality traits of

police officers . Despite traditional definitions of personality as a stable trait

over time, that personality can be viewed as ‘an adaptation worked out in the

cultural and historical context of the individual life’ (Piekkola, 2015)

Thus, the ‘occupational personality’ of police officers can reflect this

adaptation to the job, leading police officers to acquire certain personality

attributes that equip them to be stronger and see themselves as aggressive

and dominant. Although some studies refused the specificity of personality

traits among police officers has shown that personality traits are related to
 13

preferences for conflict- resolution tactics among this population (Abrahamsen

& Strype, 2015).

Particularly, the existence of traits such as authoritarianism, cynicism,

need for achievement, exhibition, power, bravery, and sensation seeking were

frequently reported. Authoritarianism and power are individual characteristics

that usually concern researchers due to their relationship to aggressivity

predispositions, and the excessive use of force by police officers during their

work. Although there are times when aggression can be necessary for police

officers (e.g. the need to detain and arrest people), these professionals should

be able to control aggressive behaviour (Gerber & Ward, 2015).

In support of this idea, that police departments should not consider the

recruitment of police officers who tend to be aggressive or behave in an

abusive manner toward citizens in interpersonal situations. During their work

police officers frequently deal with citizens’ difficulties when they try to solve

problems and arrest people involved in criminal activities. They are prone to

see these people as guilty, and feel more anger and hostility towards them,

especially if they resist during the arrest (Terrill & Paoline, 2015)

In their interactions with citizens, police officers are prohibited from

using unnecessary force, abusing their authority, speaking discourteously, or

using offensive language’. When evaluating citizen’s expectations, the authors

concluded that they expect officers to behave professionally. Despite some

‘‘street-level’’ discretion, offensive language and threatening behaviour (e.g.

placing a hand on a gun) can be perceived as police misconduct, discourtesy

or abuse of authority (Koepfler et al., 2015).

 14

These results can be used to improve the interactions between police

and community, and especially to highlight the fact that citizens’ perceptions

of aggressive behaviour from police officers toward citizens is more complex

than just the use of excessive force. Regarding the relationship between

burnout and aggressivity, small correlations between burnout and the use of

excessive force. However, officers using verbal or physical force in

interactions with civilians scored high on burnout, particularly on

depersonalisation (Nieuwenhuys, Savelsbergh & Oudejans, 2014).

Police officers’ proneness to aggressivity seems to increase with job

experience and within stressful situations. Recently, several studies

investigating excessive use of force have been conducted, suggesting that

this is an important topic of research. Excessive force using anger-aggression

theory, suggesting that police officers ‘experience chronic physiological

arousal (similar to stress, leading them) to see threats more frequently and to

respond to threats more aggressively than do other people’ (Neely &

Cleveland, 2014).

Two of the five most significant determinants of job performance are

relationship with middle management and communication between

employees and senior management. A nearly identical finding was reported

whose work has confirmed that the relationships with colleagues and

superiors have the same effect. Along with the individual factors and the

characteristics of work and organization, the contextual factors are also strong

and consistent predictors of job satisfaction (Nalla, Rydberg & Meško, 2014).
 15

This category of predictors includes such variables as the perception of

support on the part of the citizens and perceived intensity of problems related

to criminality the police are dealing with Social support includes respect,

information support, emotional support, and instrumental support. Respect

assumes a cycle of affirmation and feedback that contributes to the improved

self-respect, while information support means assistance in overcoming

problematic events through the provision of advice, recommendations, and

information(Lee & Lee, 2015).

Emotional support comprises the provision of attachment and trust,

while instrumental support refers to the time, labor, money, or changes in the

environment that are an assistance in police efforts. The primary sources of

social support include family and friends, while the secondary sources are

those that the person is less close to. The research conducted has shown that

support from the citizens contributes to job satisfaction. Most of police work

consists of the interaction between the recipients and providers of police

services. The citizens’ support is a variable that is construed by the perception

of respect and support provided by the citizens, the recognition, support, and

assistance that they are willing to show to the police officers (Benett, 2015)

Even though the police officers believe that an increase in crime and

related problems is going to make their jobs more difficult and more

dangerous, this has no effect on the level of job satisfaction they display.

While it is not surprising that the perceived support on the part of the citizens

significantly correlates with the level of satisfaction, it does suggest that police

reform ought to focus on the mechanisms that increase this support. The
 16

available literature suggests that police activities which are community-

oriented enhance the support that the community provides to the police.

Emotional intelligence is a concept which has been recognized in the

financial management since 1990. They stated that emotional intelligence is

an element associated with a person's success. In addition, there are also

emotional intelligence describes the abilities, skills, and abilities to see and

identify, evaluate, control and manage the emotions of oneself and other

people and groups. The contribution of emotional intelligence is perceived as

an important element of modern life (George, 2000; Goleman et al., 2013).

High emotional intelligence can develop individual creativity and help

increase job performance (Ganji, 2011; Hasanzadeh, 2009). Stable emotional

intelligence can make simple workers do a good job without the need to build

a fortress among workers. Good emotional intelligence facilitates

communication within the organization and improves work performance. Thus,

an emotionally intelligent person is more competitive than those workers who

lack emotional intelligence and are better positioned to achieve organizational

goals (Ganji, 2011).

Previous studies examined the relationship between emotional

intelligence and job performance. The results show that emotional intelligence

affects performance in different working cultures. Previous research explained

that high emotional intelligence could affect the performance and behavior. In

contrast, there is research concluding that emotional intelligence has no

correlation with work performance (Adetula, 2016).

 17

Motivation is a very important from an organizational point of view

because it transforms human resources into action. And this improves the

efficiency level of the employees and it leads to achieve organizational goals

Motives are the key to human behaviour. It plays an important role in

performance and other activities and as such the manager should know what

motivation is and how subordinates can are motivated towards performance

(Ali et. al., 2017).

Employee Performance in a firm is a very important area in the

workplace. It can help the firm increase and utilize the capacity of the human

resources it has. It translates into good service delivery and interaction in

which affects every area of the organization. To achieve this organization

need to make polices that will encourage employee performance. An

employee’s job performance depends on or is a consequence of some

combination of ability, effort, and opportunity. But, the measurements can be

done in terms of outcomes or results produced (Ferris et al., 2017).

Performance is defined as the record of outcomes produced on a

specified job function or activity during a specified time period.. According to

this definition performance is set of outcomes produced during a certain time

period. Hence the researchers have developed the working definition of

employee performance for study purpose is that, “achievement of targets of

the tasks assigned to employees within particular period of time”.

Performance is not only related to the action but also involves judgment and

evaluation process (Ilgen and Schneider, 2015).

 18

Performance is related to that which the individual that is hired do in

fulfilling his / her duties and the activities that can be examined and

measurable are reflected. An organization needs high performance of its

employees, so as to meet its goal and be able to achieve competitive

advantage. According to business dictionary employee performance is the job

related activities expected of a worker and how well those activities were

executed (Campbell, 2015).

The organization success depends on the employee performance.

Therefore, it is important for a manager to create a well –rounded approach to

managing and coaching its workforce. The commercial banks are service

industry and their main aim is to satisfy their customer. The service employee

renders to the customer and employee performance is interrelated. When

employees provide excellent customer service, they are exceeding job

expectations. The popularity of an organization’s service is based in part on

the level of service received by the customer. For service industry the

business is based almost solely on their employee’s performance. That is why

management must look for various ways in improving employee performance

(Frese, 2015).

Therefore, it is important for a manager to create a well –rounded

approach to managing and coaching its workforce. The service employee

renders to the customer and employee performance is interrelated. When

employees provide excellent customer service, they are exceeding job

expectations. The popularity of an organization’s service is based in part on

the level of service received by the customer (McPherson & Reed, 2017).
 19

Employee’s performance is measured against the performance

standards set by the organization. Good performance means how well

employees performed on the assigned tasks. In every organization there are

some expectations from the employees with respect to their performance.

When they perform up to the set standards and meet organizational

expectations they are believed good performers stated by (Bucker et. al.,

2016).

High employee’s performances lead an organization and have greater

opportunities for employees then those who have low performance.

Performance is related to that organization hires the person to do and do well.

Performance is not only related to the actions but also involves judgment and

evaluation process. The activities that can be examined and measurable are

reflected as performance can meet their goals and can able to achieve the

competitive advantage (Vanscotter et.al., 2015).

In addition to, performance not related to the technical core

characteristics but it cares about the organization psychological environment

and social environment in that organization achieve its objectives. It involves

behaviors such as helping colleagues or being a reliable member of the

organization. Performance appraisal emphasizes on the performance

variables not on personal traits. Performance should be measured in term of

the work related behavior (Smither, Howard-Quartey & Buenar-

Puplampu,2015).

However, performance through personal characteristics has different

disadvantages. Performance does not include the results of an employee’s

 20

behavior, but only the behaviors themselves. Performance is about behavior

or what employees do not about what employees produce or the outcomes of

their work. Perceived employee performance represents the general belief of

the employee about his behavior and contributions in the success of

organization. Employee performance may be taken in the perspective of three

factors which makes possible to perform better than others determinants of

performance may be such as declarative knowledge, procedural knowledge

and motivation (Murphy, 2016).

In line with this, positive work climate has been identified as a driver of

performance and contributes a third of an organizational results. The

responsibility of creating work climate lies solely on the head of the institution

whose behavior determines the work climate. The positive behavior drives the

work climate which arouses motivation and the aroused motivation is a major

driver of bottom-line performance. To create a positive work climate the

leaders of the organization must work with staff in order to manage diversity.

This fosters and sustains staff motivation stated by (Bahamon, 2011).

Accordingly, the majority of what we know about the real world is

composed of formal knowledge, which is about how to do something. This

knowledge is mostly in the procedural form or in the form of sequence of

steps in order to accomplish certain objectives. Procedural knowledge is the

one that shows how to accomplish a task, and is obtained through rules in

which instructions are performed step-by-step (Star, 2015).

Yet, most of our knowledge is in procedural or declarative forms. It has

been demonstrated that procedural and declarative forms of knowledge are

 21

interrelated and one can be derived from the other. That accomplishment of a

task transfer prompts formal and descriptive knowledge. Knowledge starts

with declarative actions, the conscious and control; and this control paves the

way for procedural processes. Moreover, he argues that declarative

knowledge forms the basis of knowledge transfers. Procedural knowledge, on

the other hand, has significant roles in structuring concepts and obtaining

declarative knowledge (Hao, 2015).

Stress is prevalent in our society. Certain life situations and

experiences add to stress levels of individuals. Graduate students experience

high levels of stress. To counter the stress levels faced by graduate students,

stress management programs have been implemented. Some of these

programs have produced significant changes with participants. Therefore, we

know that well developed stress management programs can be effective. The

problem under investigation is determining the continued efficacy of the

program and identifying what components in a successful stress management

program are perceived by participants as most beneficial (Abel, 2015).

In global stressors are influential in accounting for increased rates of

mental health issues among adolescents such as depression, suicidal

ideation, eating disorders, conduct disorders and substance abuse. Found

that stressful life events experienced in early adolescence led to greater levels

of sadness, fear anxiety and antisocial behavior externalized behavior. In turn,

these maladaptive responses to stress lead to an increased likelihood of

future stressful life events and a decreased probability for developing positive

relationships with more well-adjusted peers (Kim et al., 2017).

 22

The foregoing presentation and discussion of various literatures had

helped bring into focus on the efficacy of stress management among men in

uniform. The literature presented had also helped the researcher realized that

reducing the impact that given to the men in uniform by preventive measures

leads to a strong reduction of overall perfect relation.

Theoretical Framework

The study is anchored in the research of Michie S, (2007) which states

that, stress management can affect health at risks and can be categorized as

those to do with the content of work and those to do with the social and

organizational context of work. Those that are intrinsic to the job include long

hours work, time pressure, difficult or complex tasks, and poor physical work

conditions.

The study is supported by the proposition of William, (2010) who states

that, unclear work or conflicting roles and boundaries can cause stress, as

can having responsibility for people. The possibilities for job development are

important buffers against current stress, with under long hours work, time

pressure, difficult or complex task, and poor physical work conditions.

Conceptual Framework of the study

Presented in Figure 1 is the conceptual paradigm of the study, the

independent variable refers to Efficacy of stress management with the

following indicators; long hours work, time pressure, difficult or complex task,

and poor physical conditions.

First, long hours work it means that you work for a period of time that

is longer than the usual, regular, or routine for a given activity. In other words,
 23

it may mean overtime. Second, time pressure a range of academic disciplines

have investigated time pressure. ... In this context, at a general level,

subjective 'time pressure' refers to the notion that there is

insufficient time available to complete necessary tasks. Third, difficult of

complex task the response to which entails more than one interaction or

stage. And lastly, poor physical conditions behavioral factors such as

smoking, harmful alcohol and other drug use, obesity, poor diet, inadequate

living situations such as homelessness, and poor self-care as a consequence

of illness symptoms, can make people with mental illness vulnerable

to physical health problems.

INDEPENDENT VARIABLE

EFFICACY OF STRESS
MANAGEMENT

* Long hours work

* Time pressure
ACTION
* Difficult or complex task PLAN

* Poor physical conditions

Figure 1. The Conceptual paradigm of the study.

Significance of the Study

The findings of this study can serve as the basis on formulating ideas

in efficacy of stress management among men in uniform on how to assess

themselves in dealing with different types of situation and circumstances. Also

it provides additional information and data to the respective men in uniform in

other places regards handling one-self. The outcomes of the study can

provide insights to the future researcher for having harmonious relationship

with in the respondents.

Furthermore, the results of this study can eventually benefits the

above-mentioned since, the study will be conducted to determine the level of

efficacy of stress management among men in uniform. It can encourage and

enable them to make greater progress. Finally, the findings of the study can

provide the future researcher a starting point on how to expand coverage in

terms of variables covered in this study.

Definition of Terms

Efficacy of stress management: the term refers to a wide spectrum of

techniques and psychotherapies aimed at controlling. Evaluating

the effectiveness of various stress management techniques can be difficult,

as limited. Without effective coping skills, students tend to engage in unsafe

behaviors as a means of trying to reduce the stress they feel (Alborzkouh,

2015).
 26

Chapter 2

METHOD

This chapter presents the research design, research locale, population

and sample, research instrument, data collection and statistical tools.

Research Design

This study will use a quantitative descriptive research design utilizing

correlation technique as research design in this study. This method will be

used when the objectives is to describe the status of the situation as it exist at

the time of the study to explore the causes of a particular phenomenon. In

correlation research, the results from the study suggest additional research on

knowledge sharing should be conducted to include (Master,2013).

This survey deals on quantitative data about the said phenomenon.

The quantitative aspect is an appropriate schedule for gathering the data

designed for the target respondents to answer the questions. The process of

gathering the data was based through the use of questionnaire. The focus of

the study was to determine the level of stress management among men in

uniform

Research Locale

The findings of this study are specific to the context of the respondents

of Tagum City. The possibility for the general applicability of the findings was

limited by the scope, and the sample.

Accordingly, even though there could be common features, the findings

may not have a general applicability to other system. Presented in figure 2 is

the map of the Philippines consisting of 17 regions in which the Tagum City, is
 27

located in Region XI. Moreover, presented in the vicinity map of the

respondents in which Traffic management Officer are located.

Tagum city is a major municipality of the ten undivided Davao province

since June 23, 1941. Became a component city of Davao del Norte Province

by virture of RA 8472 last march 7, 1998. Only 56kilometers from Davao City

or 1hour travel via motor vehicle. Alongside with other development

endeavours of the city, infrastructure development is on the forefront.

Foremost, the local government continuously prioritized projects that helped

boost infrastructure foundation of the city.

The location of the respondents is located at the above-mentioned

specified at Tagum City. Furthermore, the place of the respondents and the

conduct of the study are located in Tagum City, Davao del-Norte, Philippines.

Map A of Tagum city

 28

Map b

Population and Sample

Complete enumeration will be used in the selection of the respondents.

The subjects of the study will be the Men in Uniform in Tagum city.

Distribution of Respondents

Population Sample Percentage

Research Instrument

The instrument that we will be using the study will be the questionnaire

that we made. The set of the questionnaire deals with the stress management

among men in uniform with four indicators; long hours work, time pressure,

difficult or complex task and poor physical conditions.

In evaluating the level of stress management among men in uniform

the five orderable gradation scale, with their respective range of means and

description were considered:

Range of means Level of description Meaning

4.30- 5.00 Very high This means that the level of

 29

stress management among

men in uniformis very much
Evident.
3.50-4.20 High This means that the level of
stress management among
men in uniform is much
Evident.
2.70-3.40 Moderate This means that the level of
stress management among
men in uniform is Evident.
1.90-2.60 Low This means that the level of
stress management among
men in uniform is less
Evident.
1.00- 1.80 Very low This means that the level of
stress management among
men in uniform is not
Evident.

Statistical Tools

The statistical tools that were used for data analysis and interpretation

are the following:

Mean. This statistical tool will be used to determine the level of stress

management among men in uniform in Tagum City.

 30

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