Bharathidasan University Central Library

A STUDY ON OCCUPATIONAL STRESS OF EMPLOYEES IN PAPER INDUSTRY, WITH SPECIAL REFERENCE TO TAMIL NADU

THESIS

Submitted to the BHARATHIDASAN UNIVERSITY for the award of the degree of

DOCTOR OF PHILOSOPHY IN MANAGEMENT

Submitted By G.GOPALAKRISHNAN

Under the Supervision and Guidance of Dr.M.ARUNACHALAM, M.Sc., M.B.A., Ph.D., Principal, RDB College of Arts and Science, Papanasam – 614 025 Thanjavur

BHARATHIDASAN UNIVERSITY TIRUCHIRAPALLI, TAMILNADU, INDIA.

MAY 2011

CERTIFICATE

This is to certify that the thesis, entitled “ A STUDY ON OCCUPATIONAL STRESS OF EMPLOYEES IN PAPER INDUSTRY, WITH SPECIAL REFERENCE TO TAMIL NADU ”, submitted to the Bharathidasan University, Tiruchirapalli in partial fulfillment of the requirements for the award of the Degree of DOCTOR OF PHILOSOPHY IN MANAGEMENT is a record of original research work done by Mr. G. GOPALAKRISHNAN , during the period 2008-2011 of his study in the Department of Management Studies, Rajagiri Dawood Batcha College of Arts and Science, Papanasam, under my supervision and guidance and the thesis has not formed the basis for the award of any Degree / Diploma / Associateship / Fellowship or other similar title to any candidate of any University.

Place : Papanasam Signature of Research Supervisor

Date : (Dr.M.Arunachalam)

DECLARATION

I, G.GOPALAKRISHNAN hereby declare that the thesis, entitled “A STUDY ON OCCUPATIONAL STRESS OF EMPLOYEES IN PAPER INDUSTRY, WITH SPECIAL REFERENCE TO TAMIL NADU”, submitted to the Bharathidasan University, Tiruchirapalli in partial fulfillment of the requirements for the award of the Degree of DOCTOR OF PHILOSOPHY IN MANAGEMENT is a record of original and independent research work done by me during 2008-2011 under the supervision and guidance of Dr.M.ARUNACHALAM, M.Sc., M.B.A., Ph.D., Principal, Rajagiri Dawood Batcha College of Arts and Science, Papanasam, Thanjavur and it has not formed the basis for the award of any Degree / Diploma / Associateship / Fellowship or other similar title to any candidate of any University.

Station: Salem Signature of the candidate

Date :

Counter Signed

(Dr.M.ARUNACHALAM)

Research Supervisor

ACKNOWLEDGEMENTS

I am ever grateful to many personalities, who have extended their expertise and experience which helped me a lot in the preparation of this thesis work.

I am highly indebted to my research supervisor, Dr.M.Arunachalam, M.Sc., M.B.A., Ph.D., Principal, RDB College of Arts and Science, Papanasam – 614 025 Thanjavur, Tamilnadu , India, under whose able guidance this study was carried out. His fluent, frank and frequent advice have got me on the right direction whenever and wherever I have deviated. I owe much for his labour and pains. Without his endeavour, sacrifice, constructive criticism and constant encouragement, this thesis would not have been completed so successfully in time.

My deep sense of respect and gratitude goes to The Management, Paavai Educational Trust, Rasipuram, Namakkal District for granting me an opportunity to do this research work and complete the thesis in a successful manner.

I am grateful to The Head of the Department, Faculty Members and the Students of Management Studies for giving their support to successfully complete of this work.

A special note of thanks is expressed to Mr. M. Murali and his colleagues at Aryaa Infostat Technologies, Erode , for their continuous assistance in providing me the technical details of this work and their patience during the countless revisions of the manuscript which enabled me to prepare the thesis.

I am really grateful to my parents, brother, my wife, my childrens and friends who have encouraged me in completing this work.

G.GOPALAKRISHNAN

CONTENTS

CHAPTER PAGE PARTICULARS NO. NO.

LIST OF TABLES

LIST OF CHARTS

INTRODUCTION AND DESIGN OF THE I 1 STUDY

II REVIEW OF LITERATURE 18

III PAPER INDUSTRY – AN OVERVIEW 55

AN OVERVIEW OF OCCUPATIONAL IV 90 STRESS

V DATA ANALYSIS AND INTERPRETATION 125

SUMMARY OF FINDINGS, SUGGESTIONS VI 214 AND CONCLUSION

BIBLIOGRAPHY

APPENDICES

Company Profile

Questionnaire

Publications

LIST OF TABLES

TABLE PAGE PARTICULARS NO. NO.

1.1 Paper units and their employees’ strength 11

1.2 List of paper units employing more than 1000 12 employees in the factory

1.3 Distribution of respondents in the study area 13

3.1 Paper industry – Developmental phases 56

3.2 Per capita consumption of paper in Asian countries 64

3.3 Details of paper demand and production in India 69

3.4 Details of paper mills in India 71

3.5 Total paper production in Tamil Nadu 83

5.2.1 Age and level of perception towards job 129

5.2.2 Age and level of perception towards job 132 (Two-way table) 5.2.3 Age and level of perception towards job 133 (Chi-square test)

5.2.4 Gender and level of perception towards job 134

5.2.5 Gender and level of perception towards job 136 (Two-way table) 5.2.6 Gender and level of perception towards job 137 (Chi-square test)

TABLE PAGE PARTICULARS NO. NO.

5.2.7 Marital status and level of perception towards job 138

5.2.8 Marital status and level of perception towards job 140 (Two-way table) 5.2.9 Marital status and level of perception towards job 141 (Chi-square test) 5.2.10 Educational qualification and level of perception 142 towards job 5.2.11 Educational qualification and level of perception 144 towards job (Two-way table) 5.2.12 Educational qualification and level of perception 145 towards job (Chi-square test) 5.2.13 Experience and level of perception towards job 146

5.2.14 Experience and level of perception towards job 148 (Two-way table) 5.2.15 Experience and level of perception towards job 149 (Chi-square test) 5.2.16 No. of earning persons in the family and level of 150 perception towards job 5.2.17 No. of earning persons in the family and level of 152 perception towards job (Two-way table) 5.2.18 No. of earning persons in the family and level of 153 perception towards job (Chi-square test) 5.2.19 Monthly income and level of perception towards 154 job 5.2.20 Monthly income and level of perception towards 156 job (Two-way table) 5.2.21 Monthly income and level of perception towards 157 job (Chi-square test) 5.3.1 Age and level of occupational stress 159

TABLE PAGE PARTICULARS NO. NO.

5.3.2 Age and level of occupational stress (Two-way 161 table) 5.3.3 Age and level of occupational stress (Anova test) 162

5.3.4 Gender and level of occupational stress 163

5.3.5 Gender and level of occupational stress 164 (Two-way table) 5.3.6 Gender and level of occupational stress 165 (Anova test) 5.3.7 Marital status and level of occupational stress 166

5.3.8 Marital status and level of occupational stress 167 (Two-way table) 5.3.9 Marital status and level of occupational stress 168 (Anova test) 5.3.10 Educational qualification and level of occupational 169 stress 5.3.11 Educational qualification and level of occupational 170 stress (Two-way table) 5.3.12 Educational qualification and level of occupational 171 stress (Anova test) 5.3.13 Experience and level of occupational stress 172

5.3.14 Experience and level of occupational stress 173 (Two-way table) 5.3.15 Experience and level of occupational stress 174 (Anova test) 5.3.16 No. of earning persons in the family and level of 175 occupational stress

TABLE PAGE PARTICULARS NO. NO.

5.3.17 No. of earning persons in the family and level of 176 occupational stress (Two-way table)

5.3.18 No. of earning persons in the family and level of 177 occupational stress (Anova test)

5.3.19 Monthly income and level of occupational stress 178

5.3.20 Monthly income and level of occupational stress 179 (Two-way table)

5.3.21 Monthly income and level of occupational stress 180 (Anova test)

5.3.22 Perception of respondents on occupational stress 181

5.3.23 Personality traits of the respondent 183

5.4.1 Perception about job 185

5.4.2 Perception about family 187

5.4.3 Impact of occupational stress 189

5.4.4 Work related causes 191

5.4.5 Organizational related causes 192

5.4.6 Psychological consequences 194

5.4.7 Physical consequences 195

5.4.8 Coping strategy 197

5.5.1 Multiple regression analysis 199

5.5.2 Multiple regression analysis 201

5.5.3 Variable with extracted communality factor value – 203 perception of the job

TABLE PAGE PARTICULARS NO. NO.

5.5.4 Total variance – Perception of the job 206

5.5.5 Rotated Component Matrix a –Perception of the job 208

5.5.6 Variable with extracted communality factor value – 209 Impact of occupational stress

5.5.7 Total variance – Perception of the job 211

5.5.8 Rotated Component Matrix a – Perception of the 213 job

LIST OF CHARTS

CHART PAGE PARTICULARS NO. NO.

5.2.1 Age of the respondents 130

5.2.2 Gender of the respondents 135

5.2.3 Marital status of the respondents 139

5.2.4 Educational qualification of the respondents 143

5.2.5 Experience of the respondents 147

5.2.6 Number of earning persons in the family of the 151 respondents

5.2.7 Monthly income of the respondents 155

CHAPTER – I

INTRODUCTION AND DESIGN OF THE STUDY

1. INTRODUCTION

Stress is an inevitable concomitant of organizational life. Its source in an organization is task or role related. An organization, being a network of roles performed in interconnected positions, is dynamic in nature. The complex and dynamic environment of organization adds to further stress at work. These environmental forces include: 1. Rapid technological advancements, 2. The demands made on employee skills, 3. Increased employee expectations about the quality of work – life and incongruence between these expectations and the perceived organizational outcomes, and 4. Changes in organizations like downsizing, mergers, etc. These factors influence employment security, social relations at work and upward mobility, which, in turn, will result in stress of the employees. 1

A lot of researches have been conducted about stress over the last hundred years. Some of the theories behind it are now settled and accepted; others are still being researched and debated. During this time, it seems that open warfare between competing theories and definitions does exist. Views have been passionately held and aggressively defended.

1 K. Harigopal, “Organisational Stress”, Universities Press (India) Ltd., Hyderabad, 1995. 13

Stress occurs when there is an imbalance between demand made on a person and the resources available to respond to the demand. The demand may be real (i.e. things outside the person's control, such as departure time of a plane and traffic) or perceived (how the person views the situation, i.e. within his/her control or sphere of influence or not). Similarly, the resources may be real (fact) or perceived (what you think, feel, imagine, etc).

1.1 CONCEPT OF STRESS 1.1.1 Definitions

Hans Selye was one of the founding fathers of stress research. His view in 1956 was that “stress is not necessarily something bad – it all depends on how you take it. The stress of exhilarating, creative successful work is beneficial, while that of failure, humiliation or infection is detrimental.” 2 Selye believed that the biochemical effects of stress would be experienced irrespectively whether the situation was positive or negative.

Since then a great deal of further research has been conducted, ideas have moved further. Stress is now viewed as a "bad thing", with a range of harmful biochemical and long-term effects. 3 These effects have rarely been observed in positive situations.

The most commonly accepted definition of stress (mainly attributed to Richard S Lazarus) is that stress is a condition or feeling experienced, when a person perceives that “demands exceed the personal and social resources,

2 Hans Selye, “The Nature of Stress”, International Institute of Stress, University of Montreal, Canada. 3 Ibid., 14 the individual is able to mobilize.” 4 In short, it's what we feel when we think of losing control over events.

We also recognize that there is an intertwined instinctive stress response to unexpected events. The stress response inside us is part instinct and part to do with the way we think.

It is generally thought that stress will always have bad effect. It is not always true. Stress may result in better effects also. The twin effects of stress are explained below. The stress which results in good stress is called eustress and that which results in bad effects is called distress.

1.1.2 Eustress

Good stress (i.e.) Eustress can have a positive impact on a person. This form of stress is achieved, when the brain and body feel challenged and want to extend themselves in order to respond to the situation. This is caused when a person is feeling as though (he or she):

1. has ideas of possible solutions to the challenge ("Look at all these possibilities!") 2. has the resources (internal and external) to solve the challenge ("I can do it!"); 3. has some control over what's happening ("I have choices!"); 4. has had sufficient rest between his/her challenges.

4 Richard S Lazarus, www.fatfreekitchen.com/stress 15

1.1.3 Distress

When we talk of bad stress ( Distress ), we're talking about something that directly causes the brain and body to shrink in its working capacity, resulting in low-performance levels. It is caused when a person feels anxious, threatened (may be embarrassed, pressed for time, loss of prestige) or is overwhelmed with feelings of helplessness. This occurs when a person feels he or she:

1. is being forced to face a challenge that he does not want to ("I do not want to do it"); 2. cannot think of a solution to the challenge ("I do not know how"); 3. lacks the resources (internal, as in brain capacity, or external as in materialistic) to solve the challenge ("I cannot do it"); 4. has little or no control over the situation ("I am helpless").

These perceptions can be real (the person actually has no control or power over changing the situation) or imagined (the person could have influence over the situation) but the effects are the same: the person feels threatened and in danger. This danger could be physical safety or to his psychological state of mind.

The present study deals only with the negative effect of stress (i.e.) this report deals with distress.

1.2 FACTORS THAT INFLUENCE THE SEVERITY OF STRESS

The severity of stress is the amount or level of stress that is felt as a result of a stressor. There are certain factors which influence the degree of stress experienced; these have an impact on the person's wellbeing both physically and mentally.

The characteristics of the stressor that influence stress include the following:

1.2.1 Significance

How much change will an event exert dependence upon how much the event is important and critical to the individual. For example, the death of his/her beloved one, failing in an examination, breakup with boy/girl friend, etc., may have adverse effect on the individual. Similarly, a pass in an interview, winning a lottery, promotion to higher position, etc, may have positive effect on the individual. The greater the significance and change is, the higher the impact of the stressor is.

1.2.2 Time length

If a stressor continues over a long period of time, it will result in higher stress levels. For example, insufficient sleep over an extended period of time will result in higher stress.

1.2.3 Cumulative Effect

This is when stressors are built up over a period of time & left unnoticed. It results in cumulative effect. For example, a long series of little irritations and annoyances could result in a massive blowout between two people.

1.2.4 Multiplicity

A number of stressors at one time will result in higher stress levels than their sum. For example, a fight with one's parents, final exams around the corner and loss of a loved one, etc., all this happening at a time will be more stressful than each of these events that happened separately.

1.2.5 Approaching deadline

If a demand has been made a few weeks or months in advance of the deadline, the degree of stress will increase as the due date approaches. For example, if a person is given a project assignment two months in advance, it will probably seem too far away to get worked up about. As the deadline approaches, his stress level will increase until he does something about the project.

1.3 IMPORTANCE OF THE STUDY

The word ‘stress’ has been repeatedly used in the recent years as a way to describe many symptoms seen in working individuals. The studies suggest that work-stress may increase a person’s risk for cardiovascular disease, psychological disorders, workplace injury and other health

18 problems. Early warning symptoms may include headaches, sleep disturbances, difficulties in concentration, job dissatisfaction and low morale. Stressful working conditions are also associated with increased absenteeism, tardiness, disability claims, and other factors that reduce a company’s productivity and competitiveness. The studies indicate that one fourth of the work force views their jobs as the number one stressor in their lives and that worker widely perceives job stress as being on the rise. 5

Corporate profitability is affected due to employee stress. But certain factors are avoidable. Heavy work load, conflicting job responsibilities and job insecurity are stressors across organizations. The risk for the job stress can be reduced through smart strategic action.

The cost of the effects of stress is very high in American industry which is estimated over $300 billion annually as a result of accidents, absenteeism, employee turnover, diminished productivity, direct medical, legal and insurance costs. 6

In this context, managers must recognize the financial impact of stress. An organization can be significantly higher in its performance in the absence of stress among its employees. Under these circumstances a study on stress management to suggest measures to reduce the impact of stress is very much important.

5 Susan Cantrell and David Smith, “Workforce of One”, Book Excerpt, April 30, 2010. 6 Ron Ball, Inroads, LLC, “Workplace Stress Sucks $300 Billion Annually From Corporate Profits”, TMC Customer Interaction Solution, November 2004. 19

1.4 LITERATURE SURVEY

Sufficient literature is available on stress management. Also, a large number of research works have been conducted on stress. Details of nearly sixty research works have been included in the main thesis. A review of such works shows that they have all concentrated on the various work environment factors leading to stress. No doubt, off the job environment (i.e. family environment) also result in stress. Hence, the present study concentrates not only on work environment but also the family environment which leads to the stress of employees. It is a well known fact that work life and home life are interrelated with each other.

1.5 SCOPE OF THE STUDY

The organizations have now realized the importance of stress management. As already mentioned, stress in due to work environment and also family circumstance. However, the organizations focus on the reduction or management of the job-related stressors alone. But the impact of personal stressors like family and social commitments which have a bearing on the emotional stability and physical ability of the employees has not been taken care of by these organizations. The scope of the study is extended to include the personal stressors also. It is just not enough to treat the causes but the consequences of stress on physical, emotional and behavioral areas also require due attention. This study focuses on the identification of the consequences of stress with a view to enable the employees in the better management of their response to stress.

1.6 STATEMENT OF THE PROBLEM

The expectations of modern society are that everything should be fast track. As the pace of life has speeded up, the incidence of certain forms of stress illness such as coronary heart disease, stomach ulcers and strokes has also increased. With the introduction of new high speed information technology, increased global competitiveness and reduced staff levels, employees have less job security. They are carrying heavier workloads and working longer hour for the purpose of continuing in their jobs. A marked increase in the stress levels at work is being experienced on a universal scale.

Stress affects different people in different ways. While some take stress home with them everyone tries to make some personal changes to deal with it.

However, it is shocking to note that, stress is considered something glamorous among certain individuals and industries. Many people leading a hard life style, are showing their commitment to their career and significance. While this belief damages an individual personally, it harms the institution too. Stress would deteriorate the employees’ efficiency and organizational effective functioning.

Now the institutions have started realizing the impact of Job stress; they no more think that dealing with job stress is the individual responsibility. Encouragingly, many institutions have come out with such interventions as they feel necessary to combat the effect of stress on the individuals and organizations.

In this context, it will be worthwhile and social relevant for the health of employees for undertaking a study to identify the causes and coping strategies of stress with reference to paper industry in Tamilnadu.

1.7 OBJECTIVES OF THE STUDY

The following are the objectives of the study,

1. To identify the major sources of stress of the employees in the paper industry. 2. To evaluate the level of occupational stress among the employees in the paper industry. 3. To find out the impact of occupational stress in different dimensions among the employees in the paper industry. 4. To suggest better ways and means to reduce stress among the employees in the paper industry

1.8 RESEARCH METHODOLOGY 1.8.1 Research design

A research design is the basic framework or plan for a study that guides the collection of data and analysis of the data. The present study is descriptive in nature. A descriptive research is one which is concerned with describing the characteristics of a particular individual or of a group. Since this study describes the characteristics of employees influenced by stress and behaves in different ways, this research is certainly a descriptive one.

1.8.2 Study units There are various units in the paper industry in Tamil Nadu. They are listed below. TABLE NO. 1.1 PAPER UNITS AND THEIR EMPLOYEES’ STRENGTH Sl. Administrative Factory Total Name of the Company No. Employees Employees Employees 1. Amaravathi Sri Vankatesa Paper Mills 100 550 650 2. Bafina Packaolings Pvt. Ltd. 50 320 370 3. BMM Paper Board Pvt. Ltd. 30 175 205 4. Chendur Paper Mills Pvt. Ltd. 10 120 130 5. Cholan Paper and Board Mills Ltd. 40 150 190 6. Coromandal Papers 60 200 260 7. Danalakshmi Paper Mills Pvt. Ltd. 70 650 720 8. Denmur Fax Rells Ltd. 30 95 125 9. G.V.G. Paper Mills Ltd. 45 150 195 10. Kovai Maruthi Paper and Boards Pvt. Ltd. 35 150 185 11. Lakshmi Paper Agencies 30 135 165 12. Prakash Paper Mills 45 230 275 13. Rajalakshmi Paper Mills Ltd. 35 150 185 14. Saraswathi Udyog India Ltd 45 180 225 Saradhambika Paper & Board Mills (P) 15. 30 125 155 Ltd. 16. Servalakshmi Paper & Boards Pvt. Ltd. 35 164 199 17. Seshasayee Paper and Boards Ltd., 590 2360 2950 18. Shree Karthik Papers Ltd. 20 100 120 19. Shree Vishalkshi Mill Pvt. Ltd 30 125 155 20. Sripathi Paper & Boards Pvt. Ltd. 25 125 150 21. Sri Sudarsan Paper Mills Ltd. 20 65 85 22. Subburaj Papers Ltd. 155 1395 1550 23. Sun Paper Mill Ltd. 187 1688 1875 24. Tamil Nadu Newsprint and Papers Ltd. 725 2900 3625 25. V.G. Paper and Boards Ltd 20 100 120 26. Vijayalakshmi Paper Mills 20 73 93 27. Vishnuvardhan Paper Mills 30 152 182 Total 2512 12627 15139 Source: Indian Pulp & Paper Technical Association Industrial Directory - 2007

The employees working in the paper units of Tamilnadu are broadly classified into two, viz (i) Administrative employees, and (ii) factory employees. It has been understood that the factory employees have more stress compared to the stress experienced by the administrative employees. Hence it was decided to study the aspect of stress experienced by the factory employees alone in the paper industry of Tamil Nadu.

As given in Table 1.1, there are 27 units in the paper industry of Tamilnadu, each employing different number of employees both in administration and factory. It was decided to conduct the study only in units which have employed more than 1000 factory employees. There are four such units. The factory employee’s strength of those units is depicted in the following table:

TABLE NO. 1.2 LIST OF PAPER UNITS EMPLOYING MORE THAN 1000 EMPLOYEES IN THE FACTORY Total No. of Factory S.No. Name of the Company Employees Tamil Nadu Newsprint and Papers 1 2900 Ltd. 2 Seshasayee Paper and Boards Ltd., 2360 3 Sun Paper Mill Ltd. 1688 4 Subburaj Papers Ltd. 1395 Total 8343 Source: Indian Pulp & Paper Technical Association Industrial Directory – 2007

1.8.3 Population of the study

The population of the study is all the factory employees employed in the various units of the paper industry in Tamil Nadu.

1.9 SAMPLE DESIGN

As already stated, four units employing more than 1000 factory employees each, have been taken for the study. Hence, the sample is selected from these units,

The total number of factory employees working in the study units is 8343. Of this, the researcher decided to select 1000 employees (around12%) for the study. The sample size is 1000. Stratified sampling technique was applied to select sample employees from each unit. The number of employees to was to be selected in proportion to the total number of employees. Hence, the number of factory employees selected from each unit will be as given in Table No.1.3 below.

TABLE NO. 1.3 DISTRIBUTION OF RESPONDENTS IN THE STUDY UNITS. Factory 12% from Factory Name of the Company Employees Employees Tamil Nadu Newsprint and 2900 348 Papers Ltd. Seshasayee Paper and 2360 283 Boards Ltd., Sun Paper Mill Ltd. 1688 202 Subburaj Papers Ltd. 1395 167 Total 8343 1000 Source: Indian Pulp & Paper Technical Association Industrial Directory - 2007 25

1.9.1 SAMPLING TECHNIQUES

The actual respondent from each unit for the present study was selected at random. Thus the sampling technique used was stratified sampling technique, followed by random sampling technique.

1.10 DATA COLLECTION

The necessary data have been collected from both primary sources and secondary sources.

1.10.1 Primary Data

The primary data are collected afresh. It is original in character. The primary data were collected with the help of a questionnaire. Moreover, The researcher used personal interview method and observation method.

1.10.2 Secondary Data

The secondary data, on the other hand, are those which was already collected by someone else and which was already passed through the statistical process. The secondary data for this study is collected from the company records, company reports, magazines, websites and published articles.

1.11 DATA COLLECTION TOOLS i. Questionnaire: A questionnaire with questions, dichotomous, rank and statements, open ended and close ended questions were used to collect

data. The questionnaire was pre-tested and finalised before putting into use for primary data collection. ii. Personal interview: The questionnaire was used to collect opinions of the respondents about their experience on stress. But, some of their opinions or feelings which could not be expressed through the questionnaire were collected through personal interviews. iii. Observation: The researcher felt that there was certain information which could not be collected from either questionnaire or personal interview. Therefore, the researcher observed the problems found by the respondents due to stress at work place.

1.12 TOOLS FOR ANALYSIS

The statistical tools used to analyze the data with reference to the selected objectives of the study, include Simple Percentage, Chi square Test, ANOVA, Multiple Regression, Henry Garrett Ranking Technique, and Factor analysis.

a. The chi-square test is used to identify the association between two heterogeneous groups of employees in the factory. This test shows the level of perception on jobs and the factors like age, gender, income level and experience. b. ANOVA test is used to measure the variance of the population in two different ways. First, within the sample, and second out of the sample. c. Multiple regression analysis is used to show the relationship between the level of perception towards job and level of occupational stress.

d. In this research, the ranking technique is applied and the ranks are given to the factors based on the responses given by the respondent regarding work-related causes, organizational related causes, psychological consequences and physical consequences. e. Several factors have been considered in this study. To identify the internal relationship of a set of factors, the factor analysis is applied.

1.13 PERIOD OF THE STUDY

The study is confined to a period of 10 years (From 1999 to 2008).

1.14 LIMITATIONS OF THE STUDY

The following are the limitations of the study.

1. The behavioural symptoms of stress were excluded from the study. 2. Due to time constraints, only large scale units were taken up for this study. 3. The study is confined to the factory employees only in the paper industry.

1.15 CHAPTER SCHEME ARRANGEMENTS:

The study is presented in six chapters. Brief content of these chapters are given below:

The First Chapter deals with the introduction and design of the study. The Second Chapter presents a comprehensive literature review. The Third Chapter evaluates the overview of paper industry.

The Fourth Chapter gives the glimpses of occupational stress. The Fifth Chapter analyses the employees’ opinion about occupational stress. The Sixth Chapter presents the summary of findings, suggestions and conclusion. At the end of the report, bibliography and annexure are given .

CHAPTER – II

REVIEW OF LITERATURE

2.1 INTRODUCTION

Review of literature paves way for a clear understanding of the areas of research already undertaken and throws a light on the potential areas which are yet to be covered. Keeping this view in mind, an attempt has been made to make a brief survey of the work undertaken on the field of occupational stress.

This chapter deals with the review of literature concerned with the subject of this study. Many studies have been conducted. It highlights the occupational stress from different angles.The review of some of the important studies are presented below.

Amir Shani and Abraham Pizam7 in their article “Work-Related

Depression among Hotel Employees” conducted a study on the depression of work among hotel employees in Central Florida. They have confirmed the incidence of depression among workers in the hospitality industry by evaluating the relationship between the occupational stress and work characteristics.

7 Amir Shani and Abraham Pizam, “Work-Related Depression among Hotel Employees”, Cornell Hospitality Quarterly, Vol. 50, No. 4, 446-459 (2009) 30

Viljoen, J.P., and Rothmann, S.8 aimed at studying and investigating the relationship between “occupational stress, ill health and organizational commitment ” (2009). The results were that organizational stressors contributed significantly to ill health and low organizational commitment. Stress about job security contributed to both physical and psychological ill health. Low individual commitment to the organization was predicted by five stressors, namely work-life balance, overload, control, job aspects and pay.

Schmidt, Denise Rodrigues Costa; Dantas, Rosana Aparecida Spadoti; Marziale, Maria Helena Palucci and Laus, Ana Maria.9 In their work title on “Occupational stress among nursing staff in surgical settings” This study aimed at evaluating the presence of occupational stress among nursing professionals working in surgical settings and investigating the relations between occupational stress and work characteristics.

Li-fang Zhang 10 conducted a study titled “Occupational stress and teaching approaches among Chinese academics” (2009) He suggested that controlling the self-rating abilities of the participants, the conducive conceptual change in teaching approach and their role insufficiency predicated that the conceptual change in teaching strategy is negative.

8 Viljoen, J.P., & Rothmann, S. (2009). Occupational stress, ill health and organisational commitment of employees at a university of technology. SA Journal of Industrial Psychology/SA Tydskrif vir Bedryfsielkunde, 35 (1), Art. #730, 11 pages. DOI: 10.4102/sajip.v35i1.730. 9 Schmidt, Denise Rodrigues Costa; Dantas, Rosana Aparecida Spadoti; Marziale, Maria Helena Palucci and Laus, Ana Maria, “Occupational stress among nursing staff in surgical settings”, Texto contexto - enferm. [online]. 2009, vol.18, n.2, pp. 330-337. 10 Li-fang Zhang, “Occupational stress and teaching approaches among Chinese academics”, Educational Psychology, Volume 29, Issue 2, March 2009 , pages 203 - 219 31

Kayoko Urakawa and Kazuhito Yokoyam 11 in their journal “Sense of Coherence (SOC) may Reduce the Effects of Occupational Stress on Mental Health Status among Japanese Factory Workers” (2009) has resulted the adverse effects on mental health due to the job demand and job strees was positively associated with SOC (sense of coherence), the mental health status of males in managerial work was adversely negative, where as it was positive among the female co-workers. Thus, SOC is an important factor determining the coping ability over the job stress for both the genders

J.E. Agolla 12 in his research article titled “Occupational Stress Among Police Officers: The Case of Botswana Police Service”, (2009) has conducted a study among the police to find out work stress symptoms and coping strategies among the police service in Botswana. This study reveals that the police work stressors are; getting injured while on duty and the use of force when the job demands to do so, etc. The coping strategies were identified as exercising, socializing, healthy eating or diets, career planning and employee training.

Connolly, John F and Willock, Joyce and Hipwell, Michele and Chisholm, Vivienne 13 in their research titled “Occupational Stress & Psychological Well Being following University Relocation” (2009) they describe and analyze that management standards for work related stress

11 Kayoko Urakawa and Kazuhito Yokoyam, “Sense of Coherence (SOC) may Reduce the Effects of Occupational Stress on Mental Health Status among Japanese Factory Workers”, Journal of Industrial Health, Vol. 47 , No. 5 pp.503-508 12 J.E. Agolla, Occupational Stress Among Police Officers: The Case of Botswana Police Service”, ccupational Stress Among Police Officers: The Case of Botswana Police Service, Vol. 3, Issue 1, pp. 25-35, 2009. 13 Connolly, John F and Willock, Joyce and Hipwell, Michele and Chisholm, Vivienne (2009) Occupational Stress & Psychological Well Being following University Relocation: six months on. Project Report. Queen Margaret University. (Unpublished). 32

(demand, support, control, role, relationships and change) can be analysed by examining 1) overall levels of psychological strain 2) job satisfaction, and 3) the psychosocial working conditions

Chen, Wei-Qing; Wong, Tze-Wai; Yu, Tak-Sun 14 in their book titled “Direct and interactive effects of occupational stress and coping on ulcer-like symptoms among Chinese male off-shore oil workers”, (2009) has suggested that gastric/ulcer like health problems, age, educational qualification, marital status has been positively associated with occupational stress and ‘internal behaviour’ coping methods, but negatively associated with ‘external/social behaviour’ coping methods.

Chang-qin Lu; Oi-ling Siu; Wing-tung Au; Sandy S. W. Leung 15 in their article titled “Manager's occupational stress in state- owned and private enterprises in the People's Republic of China” (2009) has showed that managers in private enterprises experienced higher levels of occupational stressors and psychological strains than those in state-owned enterprises. Moreover, ‘Organizational structure and climate’ was also found to be a major stressor when predicting both psychological and physical strain in both economic sectors.

16 Stewart Collins in his book titled “Statutory Social Workers: Stress, Job Satisfaction, Coping, Social Support and Individual Differences” (2008) he is highlighted that healthy or unhealthy coping

14 Chen, Wei-Qing; Wong, Tze-Wai; Yu, Tak-Sun, “Direct and interactive effects of occupational stress and coping on ulcer-like symptoms among Chinese male off-shore oil workers”, American journal of industrial medicine, Vol.52, Issue 6, pp.500-8. 15 Chang-qin Lu; Oi-ling Siu; Wing-tung Au; Sandy S. W. Leung, “Manager's occupational stress in state-owned and private enterprises in the People's Republic of China”, The International Journal of Human Resource Management, Volume 20, Issue 8, August 2009 , pages 1670 - 1682 16 Stewart Collins, “Statutory Social Workers: Stress, Job Satisfaction, Coping, Social Support and Individual Differences”, British Journal of Social Work 2008, Vol. 38 No. (6): pp. 1173-1193; 33 strategies have gender difference and the importance of support in various forms with in the work setting, where as mutual group support accompanied by individual differences are linked to good self-esteem, personal hardiness and resilience.

Richardson, K. M., and Rothsetin, H.R .17 in their article titled “Effects of occupational stress management intervention programs” (2008) they provided an empirical review of stress management interventions, employing meta-analysis procedures. The results also revealed that relaxation interventions were the most frequent type of intervention. Further, there were a few stress interventions focused on the organizational level. More specific results also indicated that cognitive-behavioural interventions produced larger effects than other types of interventions.

Pal, S., and Saksvik, P.18 In their article titled “Work-family conflict and psychosocial work environment stressors as predictors of job stress in a cross-cultural study” (2009) conducted a study on job stress on 27 Norwegian doctors and 328 nurses and 111 Indian doctors and 136 nurses. The result was that work-family conflict was not predictive of job stress in Norwegian doctors, but work-family conflict, high job demands, and low flexibility in working hours predict job stress in Norwegian nurses. For the Indian sample, job stress was predicted by high family-work conflict and low social support in nurses and low job control in doctors. Hence, it seems to be overlapping and some differences in cultures when considering the role of demands, control, support, and flexibility in predicting strain.

17 Richardson, K. M., & Rothsetin, H. R. (2008). Effects of occupational stress management intervention programs: A meta-analysis. Journal of Occupational Health Psychology, Vol. 13 (1), pp.69-93 18 Pal, S., & Saksvik, P. (2008). Work-family conflict and psychosocial work environment stressors as predictors of job stress in a cross-cultural study. International Journal of Stress Management, Vol. 15, No. (1), 22-42. 34

Nagesh, P. and Murthy, M. S. Narasimha 19 in their study titled “Stress Management at IT Call Centres” (2008) has identified that the six factors contribute to workplace stress: demands of the job, control over work, support from colleagues and management, working, clarity of role, and organizational change. This paper also suggested measures in the form of training to enable organizations and individuals to manage stress at workplaces in general and IT call centres in particular. The paper is based on a study carried out in respect of a few selected IT call centres.

Mäki K, Vahtera J, Virtanen M, Elovainio M, Keltikangas- 20 Järvinen L and Kivimäki M. in their study titled “Work stress and new onset migraine in a female employee population” (2008) examined whether work stress, as indicated by the job strain model and the effort- reward imbalance model, predicts new-onset migraine among 19 469 female employees with no history of migraine at study entry. The proportion of new migraine cases attributable to high effort-reward imbalance was 6.2percentage. This study suggested that the high effort-reward imbalance might function as a modifiable risk factor for new-onset migraine.

Magee, and Bill 21 in their article titled "Stress, Anxiety and Anger about Home and Work" (2009) they suggested that mediate associations between the differentiated forms of work with me matching effects at home.

19 Nagesh, P. and Murthy, M. S. Narasimha , Stress Management at IT Call Centers: A Case Study (December 18, 2008). The Icfai University Journal of Soft Skills, Vol. 2, No. 4, pp. 51-68, December 2008. 20 Mäki K, Vahtera J, Virtanen M, Elovainio M, Keltikangas-Järvinen L & Kivimäki M. Work stress and new onset migraine in a female employee population. Cephalalgia 2008; Vol. 28: pp.18-25. London. ISSN 0333-1024, 21 Magee, Bill. "Stress, Anxiety and Anger About Home and Work" Paper presented at the annual meeting of the American Sociological Association Annual Meeting, Sheraton Boston and the Boston Marriott Copley Place, Boston, MA, Jul 31, 2008 . 2009-05-23 http://www.allacademic.com/meta/p237397_index.html. 35

Their interference seems to play a relatively limited role in maintaining the cross-domain association which is affected in either form of negative or positive.

Kopp, Maria S; Stauder, Adrienne; Purebl, Gyorgy; Janszky, Imre; Skrabski, Arpad 22 in their research paper titled “Work stress and mental health in a changing society” (2008) they conducted a study indicates that a cluster of stressful working and psychosocial conditions are responsible for a substantial part of variation in self reported mental and physical health with work related factors.

Katherine Pollak. Eisen. George J. Allen. Mary Bollash and Linda S. Pescatello23 in their book titled “Stress management in the workplace” (2009) it suggested that work stress significantly contribute to corporate health costs. Comparison through randomised controlled design of stress management and intervention provided by an instructor-led group and computer presented format, has resulted in significantly higher attrition in computer based presentation format.

Hampel, Petra; Meier, Manuela; Kummel, and Ursula 24 in their article “School-Based Stress Management Training for Adolescents: Longitudinal Results from an Experimental Study” (2008) they investigated the effectiveness of a school-based universal preventive stress

22 Kopp, Maria S; Stauder, Adrienne; Purebl, Gyorgy; Janszky, Imre; Skrabski, Arpad, “Work stress and mental health in a changing society”, European Journal of Public Health. 18(3):238-244, June 2008. 23 Katherine Pollak. Eisen. George J. Allen. Mary Bollash and Linda S. Pescatello, “Stress management in the workplace: A comparison of a computer-based and an in-person stress- management intervention”, Vol.24, Issue 2, pp. 486-496, 2008. 24 Hampel, Petra; Meier, Manuela; Kummel, Ursula, “School-Based Stress Management Training for Adolescents: Longitudinal Results from an Experimental Study”, ournal of Youth and Adolescence, v37 n8 p1009-1024 Sep 2008. 36 management training program for early and middle adolescents in comparison with a no-treatment control group. The experimental group scored higher on perceived self-efficacy compared to the control group at the follow-up assessment.

Gbolahan and Gbadamosi 25 in their research titled “Stress at Work: Any Potential Redirection from an African Sample” (2008) they conducted a study which explored the relationship among perceived stress, perception of sources of stress, satisfaction, core self-evaluation, perceived health and well being. Data were collected from 355 employees in botswana. Result indicated that significant links existed between perceived stress, Satisfaction, Core self-evaluation and Well being.

D.R. Rutter and M.J. Lovegrove26 in their research titled “Occupational stress and its predictors in radiographers”, (2009) they conducted a study to establish the level of occupational stress in UK NHS radiographers, and to examine its causes. The result was significantly lower in the mammography group than in the others. However, the junior staff reported low level stress due to role ambiguity, role conflict and work problems and the superintendents reported a high level stress; but the effects were sometimes buffered by social support from colleagues.

25 Gbolahan Gbadamosi, (2008) Stress at Work: Any Potential Redirection From an African Sample? International Academy of African Business and Development (IAABD) , United States. ISBN 0- 9765288-3-5. 26 .R. Rutter and M.J. Lovegrove, “Occupational stress and its predictors in radiographers”, Vol.14, Issue 2, pp.138-143, 2009. 37

Christopoulos, M. And Hicks, R.E. 27 in their article titled “Perfectionism, occupational stress and depression among Australian university students”. (2008) they carried out a study and investigated the relationship of perfectionism between occupational stress and depression in the context of an Australian university student population. The study revealed that as expected maladaptive perfectionism significantly correlated with occupational stress and depression; however, unexpectedly adaptive perfectionism did not correlate significantly with occupational stress and depression.

Buddeberg-Fischer, B; Klaghofer, R; Stamm, M; Siegrist, J; Buddeberg, 28 in their book titled “Work stress and reduced health in young physicians: prospective evidence from Swiss residents” (2008) they investigated the perceived job stress, its association with the amount of working hours, and its impact on young physicians’ self-reported health and their satisfaction with life during residency. Stress at work in young physicians, especially when being experienced over a longer period in postgraduate training, has to be a matter of concern because of its negative impact on health and life satisfaction and the risk of developing symptoms of burnout in the long run.

27 Christopoulos, M. & Hicks, R.E. (2008). Perfectionism, occupational stress and depression among Australian university students. In S. Boag (Ed.), Personality down under: Perspectives from Australia (pp. 41-52). New York, United States: Nova Science Publishers. ISBN: 9781604567946. 28 Buddeberg-Fischer, B; Klaghofer, R; Stamm, M; Siegrist, J; Buddeberg, C (2008), “ Work stress and reduced health in young physicians: prospective evidence from Swiss residents”. International Archives of Occupational and Environmental Health, Vol. 82 No.(1): pp.31-38 38

Sang, Katherine J. C.; Dainty, Andrew R. J.; Ison, Stephen G. 29 In their research titled. “Gender: a risk factor for occupational stress in the architectural profession” (2007) jointly aimed to research gender differences in occupational health and well-being. In this study, the female respondents reported significantly lower overall job satisfaction and due to it, significantly higher levels of insomnia and constipation, work-life conflict and turnover intentions.

Upson, John W.; Ketchen Jr., David J.; Ireland, R. Duane 30 in their article titled “Managing Employee Stress: A Key to the Effectiveness of Strategic Supply Chain Management” (2007) focused their research on supply chain activities and studied the dangerous role of stress among supply chain members. They have also given measures to address this stress. The researchers concluded that by using the suggested initiatives, both employees' quality of life and the organization's performance can improve. The study by Mikolajczak, Moïra; Menil, Clémentine; Luminet, Olivier 31 in their article “Explaining the protective effect of trait emotional intelligence regarding occupational stress: Exploration of emotional labour processes” (2007) focused that, when confronted with emotional labour, high trait EI individuals experience lower levels of

29 Sang, Katherine J. C.; Dainty, Andrew R. J.; Ison, Stephen G.. “Gender: a risk factor for occupational stress in the architectural profession?”, Construction Management & Economics, Dec2007, Vol. 25 Issue 12, p1305-1317, 13p 30 Upson, John W.; Ketchen Jr., David J.; Ireland, R. Duane. “Managing Employee Stress: A Key to the Effectiveness of Strategic Supply Chain Management”, Organizational Dynamics, 2007, Vol. 36 Issue 1, p78-92, 15p. 31 Mikolajczak, Moïra; Menil, Clémentine; Luminet, Olivier. “Explaining the protective effect of trait emotional intelligence regarding occupational stress: Exploration of emotional labour processes”, Journal of Research in Personality, Oct2007, Vol. 41 Issue 5, p1107-1117, 11p. 39 burnout and somatic complaints, and this effect was found to be mediated by the choice of emotional labour strategies.

Wated, Guillermo; Sanchez, Juan I., 32 in their research titled “The Role of Accent as a Work Stressor on Attitudinal and Health-Related Work Outcomes”, (2006) has stated that, data collected from the employees who spoke English with a supported accent and prediction, by examining in their role in group, self-efficiency and perceived control in the process where none of the proposed coping mechanism had an impact of perceived discrimination on employees accent.

W. de Vente; J.H. Kamphuis; P.M.G. Emmelkamp 33 in their article. “Alexithymia, Risk Factor or Consequence of Work-Related Stress” (2006) they investigated the level and the type of alexithymia associated with occupational stress. Group differences in alexithymia were analyzed using ANOVAs. The type of alexithymia was investigated by (a) determining absolute and relative stability, (b) exploring state dependence by adjusting alexithymia for burnout and distress complaints and (c) associating recovery of complaints with change in alexithymia. According to them, Alexithymia was significantly elevated among the patients. In the patient group, absolute stability of two alexithymia dimensions (identifying feelings, describing feelings) and relative stability of one alexithymia dimension (identifying feelings) was lower than they were in the healthy group.

32 Wated, Guillermo; Sanchez, Juan I. “The Role of Accent as a Work Stressor on Attitudinal and Health-Related Work Outcomes”, International Journal of Stress Management, Aug2006, Vol. 13 Issue 3, p329-350, 22p. 33 W. de Vente; J.H. Kamphuis; P.M.G. Emmelkamp. “Alexithymia, Risk Factor or Consequence of Work-Related Stress?”, Psychotherapy & Psychosomatics, Aug2006, Vol. 75 Issue 5, p304-311, 8p. 40

Stetz, Thomas A.; Stetz, Melba C.; Bliese, Paul D. 34 In their article titled “The importance of self-efficacy in the moderating effects of social support on stressor–strain relationships” (2005) has explained that organizational constraints, co-workers support and self efficiency had significant interaction for predicting the job satisfaction and psychological well being. It had resulted that intervention aimed for reducing strains are expected through increased social support and considering self efficiency of individual.

Richards, David; Bee, Penny; Barkham, Michael; Gilbody, Simon; Cahill, Jane; Glanville, Julie. 35 In their research article “The prevalence of nursing staff stress on adult acute psychiatric in-patient wards” (2006) their study reviewed the prevalence of low staff morale, due to stress, burnout, job satisfaction and psychological well-being amongst staff working in in-patient psychiatric wards. It has resulted that particular mental health studies has specific and non specific samples, it explain that using of validating measures of stress together with personal and organisational variation requires the process influencing the stress over the staff.

Raidén, Ani Birgit; Dainty, Andrew R. J.; Neale, Richard H .36 in their study on “Balancing employee needs, project requirements and

34 Stetz, Thomas A.; Stetz, Melba C.; Bliese, Paul D.. “The importance of self-efficacy in the moderating effects of social support on stressor–strain relationships”, Work & Stress, Jan- Mar2006, Vol. 20 Issue 1, p49-59, 11p. 35 Richards, David; Bee, Penny; Barkham, Michael; Gilbody, Simon; Cahill, Jane; Glanville, Julie. “The prevalence of nursing staff stress on adult acute psychiatric in-patient wards”, Social Psychiatry & Psychiatric Epidemiology, Jan2006, Vol. 41 Issue 1, p34-43, 10p. 36 Raidén, Ani Birgit; Dainty, Andrew R. J.; Neale, Richard H. “Balancing employee needs, project requirements and organisational priorities in team deployment”, Construction Management & Economics, Aug2006, Vol. 24 Issue 8, p883-895, 13p. 41 organisational priorities in team deployment” (2006) the team deployment strategies of a large construction company with the view of establishing how a balance could be achieved between organizational strategic priorities, operational project requirements and individual employee needs and preferences, suggested that project priorities often took precedence over the delivery of the strategic intentions of the organisation in meeting employees’ individual needs.

Noblet, Andrew; LaMontagne, Anthony D. 37 conducted a study on “The role of workplace health promotion in addressing job stress” (2006) . The enormous human and economic costs associated with occupational stress suggested that initiatives designed to prevent and /or reduce employee stress should be high on the agenda of Workplace Health Promotion (WHP) program. The aim of the second part of this study is a detailed description of what the comprehensive approach to stress prevention/reduction looks like in practice and to examine the means by which WHP can help develop initiatives that address both the sources and the symptoms of job stress.

Kushnir, Talma; Melamed, and Samuel 38 in their study titled “Domestic Stress and Well-Being of Employed Women”. (2006) Respondents were 133 mothers employed in secretarial and managerial jobs. It is suggested that in families (as in teams), shared decision control may be a more potent coping resource than personal control.

37 Noblet, Andrew; LaMontagne, Anthony D. “The role of workplace health promotion in addressing job stress”, Health Promotion International, Dec2006, Vol. 21 Issue 4, p346-353, 8p. 38 Kushnir, Talma; Melamed, Samuel. “Domestic Stress and Well-Being of Employed Women: Interplay Between Demands and Decision Control at Home”, Sex Roles, May2006, Vol. 54 Issue 9/10, p687-694, 8p. 42

Keeva, and Steven 39 in their article titled “Depression Takes a Toll” (2006) deal with the high rates of mental depression among lawyers in the U.S. Studies which highlighted the depression problem among lawyers are cited. It discusses the suicide of Judge Mack Kidd of Austin, Texas. It explores the role of occupational stress in depression among lawyers.

Jackson, Leon; Rothmann, Sebastiaan 40 in their titled “Occupational stress, organisational commitment, and ill-health of educators in the North West Province” (2006) discussed to determine the differences between occupational stress and strain of educators in different biographical groups, and to assess the relationship between occupational stress, organizational commitment and ill-health. A sample of 1170 was selected and Organizational Stress Screening Tool and a biographical questionnaire were administered. The results show differences between the occupational stress, organizational commitment and ill-health of educators of different ages, qualifications and associated with different types of schools.

H., Azlihanis A.; L., Naing; D., Aziah B.; N., Rusli 41 in their titled “Socio-demographic, Occupational And Psychosocial Factors Associated With Job Strain Among Secondary School Teachers In Kota Bharu, Kelantan” (2006) they conducted a study to identify the factors associated with job strain among teachers working in secondary schools in

39 Keeva, Steven. “Depression Takes a Toll”, ABA Journal, Jan2006, Vol. 92 Issue 1, p37-38, 2p 40 Jackson, Leon; Rothmann, Sebastiaan. “Occupational stress, organisational commitment, and ill- health of educators in the North West Province”, South African Journal of Education, Feb2006, Vol. 26 Issue 1, p75-95, 21p, 8. 41 H., Azlihanis A.; L., Naing; D., Aziah B.; N., Rusli. “Socio-demographic, Occupational And Psychosocial Factors Associated With Job Strain Among Secondary School Teachers In Kota Bharu, Kelantan”. Malaysian Journal of Medical Sciences, Jan2006 Supplement, Vol. 13, p18-18, 1p. 43

Kota Bharu, Kelantan. A sample size of 580 teachers was taken. The result was significant. There was linear relationship between job strain and the duration of service in the present employment, duration of working hours, job insecurity and social support.

Coetzer, and W.J.; Rothmann, S .42 In their article titled

“Occupational stress of employees in an insurance company”, (2006) they identified occupational stressors for employees in an insurance company. The results showed that job insecurity as well as pay and benefits were the highest stressors in the insurance industry. They also assessed the relationships between occupational stress, ill health and organisational commitment.

Botha, Christo; Pienaar, and Jaco 43 in their titled “South African correctional official occupational stress: The role of psychological strengths” (2006) conducted a study to determine the dimensions of occupational stress of employees of the Department of Correctional Services in a management area of the Freestate Province of South Africa. The results indicated that an external locus of control and negative affect contributed to the experience of occupational stress.

44 Bernhart, and Molly in their article, “Work intensity showing up in stress, employee attrition”, (2006) focused the intensification of work by employers to increase productivity with fewer employees, where human

42 Coetzer, W. J.; Rothmann, S. “Occupational stress of employees in an insurance company”, South African Journal of Business Management, Sep2006, Vol. 37 Issue 3, p29-39, 11p 43 Botha, Christo; Pienaar, Jaco. “South African correctional official occupational stress: The role of psychological strengths”, Journal of Criminal Justice, Jan/Feb2006, Vol. 34 Issue 1, p73-84, 12p. 44 Bernhart, Molly. “Work intensity showing up in stress, employee attrition”, Employee Benefit News, Oct2006, Vol. 20 Issue 13, p26-26, 1p. 44 resource turnover are in large number due to shortage of skilled workers, retiring employees, stressed out workers, work-life option should be set up in such way to eliminate employee stress for filling the vacancy by bridging the gap between retiring employees and stress out workers.

Barzilai-Pesach, Vered; Sheiner, Einat K.; Sheiner, Eyal; 45 Potashnik, Gad; Shoham-Vardi, Ilana in their research work titled “The Effect of Women's Occupational Psychologic Stress on Outcome of Fertility Treatments”, (2006) examined the possible association between women's occupational stress and its outcome during pregnancy has made the women workers perceive that their job demanding more was less to achieved work load, by measuring full time with part time job it was found that woman who conceived are significantly associated less with full time job until successful completion of the pregnancy period.

Akerboom, and S.; Maes S.46 in their paper titled “Beyond demand and control: The contribution of organizational risk factors in assessing the psychological well-being of health care employees.”, (2006) examined that both the unique and the additional contribution of organizational characteristics and the organizational Risk Factors explain the importance part of their outcome and their training opportunities which gives importance to carriers and job satisfaction.

45 Barzilai-Pesach, Vered; Sheiner, Einat K.; Sheiner, Eyal; Potashnik, Gad; Shoham-Vardi, Ilana. The Effect of Women's Occupational Psychologic Stress on Outcome of Fertility Treatments”, Journal of Occupational & Environmental Medicine, Jan2006, Vol. 48 Issue 1, p56-62, 7p. 46 Akerboom, S.; Maes, S.. “Beyond demand and control: The contribution of organizational risk factors in assessing the psychological well-being of health care employees.”, Work & Stress, Jan- Mar2006, Vol. 20 Issue 1, p21-36, 16p. 45

Adriaenssens, Liesbeth; De Prins, Peggy; VloeberghS, and Daniël. 47 In their work titled “Work Experience, Work Stress and HRM at the

University”, (2006) investigated (1) the well-being of academic staff at the University of Antwerp, (2) the specific factors of the work environment that have an impact on employee well-being, and (3) the interaction between HR practices and employee well-being. They have concluded the work with suggestions of improvement of the work environment.

Adams, Richard E.; Boscarino, Joseph A.; Figley, and Charles R. 48 Conducted their study titled “Compassion Fatigue and Psychological Distress among Social Workers: A Validation Study”, (2006) the article highlights the factors analysed and indicated that the compassion fatigue (CF) scale measured multiple dimensions, which measures increasing ability of professionals meet the emotional needs of their clients which results in stressful environment without experiencing CF (compassion fatigue)

Yates, and Iva 49 in their research work titled “Reducing Occupational Stress”, (2005) the survey explains in detail that 40% of worker in a manufacturing company reported that their job was very stressful and another 25% expressed that this job was extremely increasing the stress towards their family life, this survey has identified various job conditions that can be adopted to maintain a stress less work life which leads to a stress less family life.

47 Adriaenssens, Liesbeth; De Prins, Peggy; VloeberghS, Daniël. “Work Experience, Work Stress and HRM at the University”, Management Revue, 2006, Vol. 17 Issue 3, p344-363, 20p. 48 Adams, Richard E.; Boscarino, Joseph A.; Figley, Charles R.. “Compassion Fatigue and Psychological Distress Among Social Workers: A Validation Study”, American Journal of Orthopsychiatry, Jan2006, Vol. 76 Issue 1, p103-108, 6p. 49 Yates, Iva. “Reducing Occupational Stress”, Caribbean Business, 2/24/2005, Vol. 33 Issue 7, p79- 79, 3/4p. 46

Wiesner, Margit; Windle, Michael; Freeman, Amy 50 in their research article titled “work stress, substance use, and Depression among young adult Workers (2005) they examined the main and moderated relationships between 5 job stressors using data from a community sample of 583 young adults (mean age = 23.68 years). Analyses revealed a few direct associations among the job stressors of high job boredom, low skill variety, low autonomy, depression measures and heavy alcohol use.

Van Vegchel, Natasja; de Jonge, Jan; Landsbergis, Paul A.51 In their article titled “Occupational stress in (inter)action: the interplay between job demands and job resources” (2005) they addressed theoretical issues involving different interaction effects between job demands and job resources in an analysis on 471employees. Results including cross-validation showed that only a multiplicative interaction term yielded consistent results for both the DC model and the ERI model. Theoretical as well as empirical results argue for a multiplicative interaction term to test the DC model and the ERI model.

Vakola, Maria; Nikolaou, Loannis 52 In their article titled, “Attitudes towards organizational change” (2005) they suggested that occupational stress and organizational change are now widely accepted as two major issues in organizational life. The study explored the linkage between employees' attitudes towards organizational change and two of the

50 Wiesner, Margit; Windle, Michael; Freeman, Amy., “Work Stress, Substance Use, and Depression Among Young Adult Workers: An Examination of Main and Moderator Effect Models”, Journal of Occupational Health Psychgy, Apr2005, Vol. 10 Issue 2, p83-96, 14p. 51 van Vegchel, Natasja; de Jonge, Jan; Landsbergis, Paul A., “Occupational stress in (inter)action: the interplay between job demands and job resources”, Journal of Organizational Behavior, August 2005, Vol. 26 Issue 5, p535-560, 26p. 52 Vakola, Maria; Nikolaou, Loannis. “Attitudes towards organizational change: What is the role of employees' stress and commitment?”, Employee Relations, 2005, Vol. 27 Issue 2, p160-174, 15p. 47 most significant constructs in organizational behaviour; occupational stress and organizational commitment. The results were in the expected direction showing negative correlations between occupational stressors and attitudes to change, indicating that highly stressed individuals demonstrate decreased commitment and increased reluctance to accept organizational change interventions.

Salmond, Susan; Ropis, Patricia E., 53 In their research work titled , “Job Stress and General Well-Being: A Comparative Study of Medical- Surgical and Home Care Nurses” (2005)they analysed the job stress among medical-surgical and home care nurses in the U.S. According to them, high stress leads to negative work environments that deprive nurses of their spirit and passion about their job. Key factors contributing to workplace stress include team conflict, unclear role expectations, heavy workload, and lack of autonomy.

Ryan, P.; Hill, R.; Anczewska, M.; Hardy, P.; Kurek, A.; Nielson, 54 K.; Turner, C. In their book titled, “occupational stress reduction” (2005) they have attempted to address the issue of work-related stress through whole team training programmes, on a background of largely ineffective stress reduction training programmes offered to individuals within the workplace. The findings show significant implications to the conceptual, methodological and everyday organizational practice levels of tackling this central issue to the health of the workplace.

53 Salmond, Susan; Ropis, Patricia E.. “Job Stress and General Well-Being: A Comparative Study of Medical-Surgical and Home Care Nurses”, MEDSURG Nursing, Oct2005, Vol. 14 Issue 5, p301- 309, 9p. 54 Ryan, P.; Hill, R.; Anczewska, M.; Hardy, P.; Kurek, A.; Nielson, K.; Turner, C. “Team-based occupational stress reduction: A European overview from the perspective of the OSCAR project” International Review of Psychiatry, Oct2005, Vol. 17 Issue 5, p401-408, 8p. 48

Oliver, A.; Tomás, J. M.. Ansiedad y Estrés 55 In their research work titled, “Consequences of Work Stress” (2005) empirically tested the two broad hypotheses of Warr's vitamin model: non-linear effects of working conditions on well-being, and moderator effects of personal characteristics on these relationships. The results did not support the non-linear hypothesis of Warr's model, and the support for the moderator effects of personal characteristics on the stressors-well being is weak.

56 Ogi ńska-Bulik, Nina In their article titled “Emotional Intelligence In The Workplace”, (2005) explored the relationship between emotional intelligence and perceived stress in the workplace and health-related consequences in human service workers. They selected 330 respondents as sample size. Three methods were used in the study, namely, the Emotional Intelligence Questionnaire with Polish modification, the Subjective Work Evaluation Questionnaire developed in Poland, and the General Health Questionnaire with Polish modification. The results confirmed an essential, but not very strong, role of emotional intelligence in perceiving occupational stress and preventing employees of human services from negative health outcomes.

Noblet, Andrew; Teo, Stephen T.T.; McWilliams, John; Rodwell, John J.57 In their research work titled, “work characteristics predict

55 Oliver, A.; Tomás, J. M. Ansiedad Y. Estrés, “Consequences of Work Stress: An application of Warr's Vitamin Model to predict Anxiety and Depression”, Dec2005, Vol. 11 Issue 2/3, p233-245, 13p. 56 Ogi ńska-Bulik, Nina, “Emotional Intelligence In The Workplace: Exploring Its Effects On Occupational Stress And Health Outcomes In Human Service Workers”, International Journal of Occupational Medicine & Environmental Health, Apr2005, Vol. 18 Issue 2, p167-175, 9p. 57 Noblet, Andrew; Teo, Stephen T. T.; McWilliams, John; Rodwell, John J. “Which work characteristics predict employee outcomes for the public-sector employee? An examination of generic and occupation-specific characteristics”, International Journal of Human Resource Management, Aug2005, Vol. 16 Issue 8, p1415-1430, 16p. 49 employee outcomes for the public-sector employee” (2005) indicted that the middle managers and HR managers can have positive impact on employees through the introduction of new public management which is caused be reducing the employee’s job strain. It is done through the useful tool “job strain model” which has increasing utility in public sector environment.

Michailidis, Maria; Georgiou, Yiota 58 In their article titled, “Employee occupational stress in banking”,(2005) have stated that occupational stress literature emphasized the importance of assessment and management of work related stress. The recognition of the harmful physical and psychological effects of stress on both individuals and organizations is widely studied in many parts of the world. A sample of 60 bank employees at different organizational levels and with different educational backgrounds was used. Data collection utilized the Occupational Stress Indicator (OSI). It implied that educational levels affect the degree of stress they experience in various ways finally, the drinking habits (alcohol) of the employees were found to play a significant role in determining the levels of occupational stress.

Marsella, Anthony; Wong, Paul T. P.; Wong, Lilian C. J.; Leong, 59 Frederick T. L.; Tolliver, Dwight In their article titled, “Towards an

Understanding of Occupational Stress Among Asian Americans”, (2005) explained how the stress literature on Asian Americans can help

58 Michailidis, Maria; Georgiou, Yiota., “Employee occupational stress in banking”, Work, 2005, Vol. 24 Issue 2, p123-137, 15p. 59 Marsella, Anthony; Wong, Paul T. P.; Wong, Lilian C. J.; Leong, Frederick T. L.; Tolliver, Dwight. “Towards an Understanding of Occupational Stress Among Asian Americans”, Handbook of Multicultural Perspectives on Stress & Coping, 2005, p535-553, 19p. 50 understand and conduct future research on occupational stress. In an attempt to stimulate more direct research on this topic, they used the theoretical framework of occupational stress developed by Osipow and Spokane (1987) to guide us in this review.

Härenstam, Annika 60 In their book titled, “working life and increasing occupational stress” (2005) discussed two types of objectives in their article. First, it provided an explanation for the increase in occupational stress and sick leaves in Sweden in terms of the structural and organizational conditions. Second, it discussed measures that address these issues. The results indicated that management technologies distribute risks between segments of the labour market,

Haraway, Dana L.; Haraway III, William M.61 In their book titled, “Analysis of the Effect of Conflict-Management and Resolution Training on Employee Stress at a Healthcare Organization”, (2005) conducted a study in which, 23 supervisors and managers in a local healthcare organization participated in for 3-hour sessions designed to teach practical conflict-management strategies immediately applicable to their workplace duties and responsibilities. A comparison of pre test and post test measures indicated statistically that there were differences in four areas and suggested a positive influence of the brief intervention. This is clearly explained in the article titled “Analysis of the Effect of Conflict-

60 Härenstam, Annika. “Different development trends in working life and increasing occupational stress require new work environment strategies”, Work, 2005, Vol. 24 Issue 3, p261-277, 17p. 61 Haraway, Dana L.; Haraway III, William M. “Analysis of the Effect of Conflict-Management and Resolution Training on Employee Stress at a Healthcare Organization”, Hospital Topics, Fall2005, Vol. 83 Issue 4, p11-17, 8p. 51

Management and Resolution Training on Employee Stress at a Healthcare Organization”,

Green, Rosemary; Lonne, Bob 62 In their article titled, “Great Lifestyle, Pity about the Job Stress” (2005) examined the rural practice and occupational stress. While employers and colleagues may attribute stress reactions to the individual practitioner's inability to cope with the demands of rural practice, strategies that are both systemic and structural, are required to address this significant occupational issue.

Gillen, Mark C.; Ed Chung 63 In their article titled, “An Initial Investigation of Employee Stress Related to Caring for Elderly and Dependent Relatives at Home”, (2005) examined that the problems confronting individuals who not only had employment obligations to their employers, but who also had responsibilities as caregivers to aging/sick parents or other family members at home. The modern organizational person has come to accept the importance of task interests--getting the job done--in exchange for ways to further their career interests and perhaps directly or indirectly their personal interests.

Demetri Kantarelis 64 In his article titled, “Occupational stress: some microeconomic issues”, (2005) found that the theoretical concepts are proposed to capture the substance of issues associated with occupational stress. Reduction below the profit maximizing stress level may be achieved

62 Green, Rosemary; Lonne, Bob. “Great Lifestyle, Pity about the Job Stress': Occupational Stress in Rural Human Service Practice”, Rural Society, 2005, Vol. 15 Issue 3, p252-266, 15p. 63 Gillen, Mark C.; Ed Chung. “An Initial Investigation of Employee Stress Related to Caring for Elderly and Dependent Relatives at Home”, International Journal of Sociology & Social Policy, 2005, Vol. 25 Issue 9, p78-93, 16p. 64 Demetri Kantarelis “Occupational stress: some microeconomic issues”, International Journal of Management Concepts & Philosophy, 2005, Vol. 1 Issue 3, pN.PAG, 00p. 52 only if a firm's increase in cost for stress relief in the work place guarantees productivity and profit improvement in exchange for a reduction in employee health damages due to stress.

Chen, W. Q.; Yu, I. T.-S.; Wong, T.W.65 In their article titled, “Impact of occupational stress and other psychosocial factors on musculoskeletal pain among Chinese offshore oil installation workers”, (2005) explored the relation between psychosocial factors and musculoskeletal pain in Chinese offshore oil installation workers. Significant associations were found between various psychosocial factors and musculoskeletal pain in different body regions after adjusting for potential confounding factors. Occupational stressors, in particular stress from safety, physical environment, and ergonomics, were important predictors of musculoskeletal pain.

Béjean, Sophie; Sultan-Taäeb, Hélène 66 In their article titled, “Modelling the economic burden of diseases imputable to stress at work”, (2005) have evaluated the costs of work-related stress in France. Three illnesses-cardiovascular diseases, musculoskeletal diseases and back pain-that may result from exposure to stress are identified and the proportions of cases attributable to the risk factor are calculated from epidemiological studies. Two methodological hypotheses allow us to provide complementary evaluations of the social cost of occupational stress and raise the ethical questions inherent in the choice of methodology. Work-

65 Chen, W. Q.; Yu, I. T.-S.; Wong, T. W, “Impact of occupational stress and other psychosocial factors on musculoskeletal pain among Chinese offshore oil installation workers”, Occupational & Environmental Medicine, Apr2005, Vol. 62 Issue 4, p251-256, 6p. 66 Béjean, Sophie; Sultan-Taäeb, Hélène, “Modeling the economic burden of diseases imputable to stress at work”, European Journal of Health Economics, Mar2005, Vol. 6 Issue 1, p16-23, 8p. 53 related stress costs society between €1,167 million and €1,975 million in France, or 14.4-24.2 percentage of the total spending of social security occupational illnesses and work injuries branch.

Arthur, Andrew R. 67 In their article titled, (2005) found that 86 per cent of employees who experience stress in the workplace sought help from their workplace counselling schemes. This study found that almost high levels of mental health problems existed (86 per cent) in employees who remained at their work. This finding was at variance with the usual co- morbid presentation of anxiety and depression found in community based on mental health services and suggests that depression may be an important differentiating factor between those who can remain at work and use counselling and those who cannot.

Alves, Steve L. 68 In their article titled, “anxiety and depression in employees who use occupational stress counselling schemes”, (2005) Data analyses revealed the compression between the CRNA (Collaboration in Nurse Anaesthetists) with hospital employees. It resulted as low stress level for CRNA over the hospital employees. And they suggested counselling as a stress resolution tool for the hospital employees.

Aldred, Carolyn. 69 In his research work titled, “lower claims standards in stress-related suits”, (2005) reported that recent Appeal Court

67 Arthur, Andrew R.. “When stress is mental illness: A study of anxiety and depression in employees who use occupational stress counselling schemes”, Stress & Health: Journal of the International Society for the Investigation of Stress, Oct2005, Vol. 21 Issue 4, p273-280, 8p. 68 Alves, Steve L.. AANA “A study of occupational stress, scope of practice, and collaboration in nurse anesthetists practicing in anesthesia care team settings”, Journal, Dec2005, Vol. 73 Issue 6, p443-452, 10p. 69 Aldred, Carolyn.” U.K. companies face lower claims standards in stress-related suits”, Business Insurance, 4/4/2005, Vol. 39 Issue 14, p13-14, 2p. 54 ruling lowers the standard for stress claims against Great Britain employers and allows companies to be held vicariously liable for the actions of workers' supervisors. The Court of Appeal in London ruled that an employee could sue his former employer under the Harassment Act of 1997 for allegedly harassed by his manager. The ruling marks for the first time the Harassment Act (which is a public-order statute) has been successfully used as a ground for an occupational stress claim.

Tyson, Paul D.; Pongruengphant, Rana 70 In their article titled, “Five-year follow-up study of stress among nurses in public and private hospitals in Thailand”, (2004) examined the sources of occupational stress, coping strategies, and job satisfaction. A sample of 200 nurses was compared to 147 nurses sampled from the same hospital wards after 5 years and revealed a significant increase in nurses’ workload, involvement with life and death situations, and pressure from being required to perform tasks outside of their competence. Although nurses working in public hospitals generally reported more stress than private hospitals, surprisingly nurses’ satisfaction with their job increased particularly in public hospitals, which may be attributable to age, improvements in monetary compensation, and organizational support.

71 Torkelson, Eva; Muhonen, Tuija In their article titled, “The role of gender and job level in coping with occupational stress” (2004) investigated that resulted the employees working at sugar factory were

70 Tyson, Paul D.; Pongruengphant, Rana., “Five-year follow-up study of stress among nurses in public and private hospitals in Thailand”, International Journal of Nursing Studies, Mar2004, Vol. 41 Issue 3, p247, 8p. 71 Torkelson, Eva; Muhonen, Tuija., “The role of gender and job level in coping with occupational stress”, Work & Stress, Jul2004, Vol. 18 Issue 3, p267-274, 8p. 55 studies through an investigation has resulted with more mental health problems due to insufficient emotional support from the management and also in times the disengagement of drug/alcoholic consumption also have resulted with the same symptoms.

Terluin, Berend; Van Rhenen, Willem; Schaufeli, Wilmar B.; De Haan, Marten 72 In their article titled, “The four-dimensional symptom questionnaire (4DSQ): measuring distress and other mental health problems in a working population”, (2004) expressed that valid instrument can be used in a working population to distinguish between stress-related symptoms and psychiatric illness.

Lords 73 In his article titled, “employers need to look for signs of stress.” (2004) revealed that the ruling made by the Great Britain House of Lords in the case of Barber versus Somerset County Council has made it clear that being unsympathetic to complaints of occupational stress or having autocratic or bullying leadership could count against an employer. The information on the case was based on the remarks from Cloister, the law firm which represented former school teacher Leon Barber.

74 Muhonen, Tuija; Torkelson, Eva In their article titled, “Work locus of control and its relationship to health and job satisfaction from a gender perspective”, (2004) suggested that the work locus of control was a

72 Terluin, Berend; Van Rhenen, Willem; Schaufeli, Wilmar B.; De Haan, Marten., “The four- dimensional symptom questionnaire (4DSQ): measuring distress and other mental health problems in a working population”, Work & Stress, Jul2004, Vol. 18 Issue 3, p187-207, 21p. 73 “Lords' ruling means employers need to look for signs of stress.” Occupational Health, May2004, Vol. 56 Issue 5, p5-5, 1/3p 74 Muhonen, Tuija; Torkelson, Eva. “Work locus of control and its relationship to health and job satisfaction from a gender perspective”, Stress & Health: Journal of the International Society for the Investigation of Stress, Feb2004, Vol. 20 Issue 1, p21-28, 8p. 56 significant predictor of both symptoms of ill-health and job satisfaction, but only for women. This indicates that separate analyses for women and men are needed in order to investigate potential gender differences that might otherwise go unnoticed.

75 Korn, Adam In his article titled, “Stressing the point the employee” (2005) identified the complexity of the causes of mental illness that depend upon the interaction between the patient's personality and a number of factors in the patient's life;

Gaumer, Carol J.; Shah, Amit J.; Ashley-Cotleur, Cathy 76 In their article titled, “Causes and Effects of Stress on Women”, (2005) have analysed that the organizations respond to stressors and the environment they create has the potential for enhancing its competitiveness in the market place. Several corporate cases are included to represent examples of corporate excellence and strategies that may be adopted by other organizations.

According to Aldred, Carolyn 77 In their work titled, “U.K. decision increases employer duty to closely manage employee stress claims”, (2004) the employers should ensure that they step in, investigate and actively manage employment-related stress. In addition, employers should apply management techniques that are more sympathetic to employee concerns about stress. The ruling will also allow more teachers to pursue compensation claims for stress.

75 Korn, Adam., “Stressing the point The employee” Lawyer. Vol. 18 Issue 24, 2005, p25-25, 1/2p 76 Gaumer, Carol J.; Shah, Amit J.; Ashley-Cotleur, Cathy.” Enhancing Organizational Competitiveness: Causes and Effects of Stress on Women”, Journal of Workplace Behavioral Health, 2005, Vol. 21 Issue 2, p31-43, 13p. 77 Aldred, Carolyn. “U.K. decision increases employer duty to closely manage employee stress claims”, Business Insurance, 4/12/2004, Vol. 38 Issue 15, p17-19, 2p. 57

78 Noblet, Andrew In his article titled, “Building health promoting work settings: identifying the relationship between work characteristics and occupational stress”, (2003) revealed that the work characteristics, viz, ‘social support’ and ‘job control’ accounted for large proportions of explained variance in job satisfaction and psychological health. In addition to these generic variables, several job-specific stressors were found to be predictive of the strain experienced by employees.

79 Lewig, K. A.; Dollard, M. F. In their article titled, “Emotional dissonance, emotional exhaustion and job satisfaction in call centre workers”, (2003) confirmed the central role of emotional labour variables in the experience of emotional exhaustion and satisfaction at work. Specifically the research confirmed the pre-eminence of emotional dissonance compared to a range of emotional demand variables in its potency to account for variance in emotional exhaustion and job satisfaction. Specifically, emotional dissonance mediated the effect of emotional labour (positive emotions) on emotional exhaustion. Furthermore, emotional dissonance was found to be equal in its capacity to explain variance in the outcomes compared to the most frequently researched demand measure in the work stress literature (psychosocial demands). Finally, emotional dissonance was found to exacerbate the level of emotional exhaustion at high levels of psychosocial demands, indicating jobs combining high levels of both kinds of demands are much more risky.

78 Noblet, Andrew, “Building health promoting work settings: identifying the relationship between work characteristics and occupational stress in Australia”, Health Promotion International, Dec2003, Vol. 18 Issue 4, p351-359, 9p. 79 Lewig, K. A.; Dollard, M. F., “Emotional dissonance, emotional exhaustion and job satisfaction in call centre workers”, European Journal of Work & Organizational Psychology, Dec2003, Vol. 12 Issue 4, p366-392, 27p. 58

Gardner, L.J.; Stough, C .80 In his research work titled, “Exploration of the relationships between workplace Emotional Intelligence, occupational stress and employee health”, (2003) examined the relationship between Emotional Intelligence, occupational stress and physical and psychological health, in 80 employees. They hypothesised that participants reporting higher levels of Emotional Intelligence would be better able to manage stress and would have better physical and psychological health than those reporting lower levels of Emotional Intelligence. The results of the study indicated that the ability to recognise and express emotions, to manage and control emotions measured by the Swinburne University Emotional Intelligence Test (SUEIT) were related to wellbeing.

Fevre, Mark Le; Matheny, Jonathan; Kolt, Gregory S .81 In their article titled, ‘Eustress, distress, and interpretation in occupational stress.”, (2003) discussed the meaning assigned to the word ‘stress’ that has shifted from Selye's original formulation, and that this shift, in conjunction with the use of the Yerkes Dodson Law, leads to inappropriate management of stress in organizations. The result revealed that some stress is good. Performance should be rejected in favour of more useful and accurate concepts.

80 Gardner, L.J.; Stough, C., “Exploration of the relationships between workplace Emotional Intelligence, occupational stress and employee health”, Australian Journal of Psychology, Aug2003 Supplement, Vol. 55, p181-181, 1/4p. 81 Fevre, Mark Le; Matheny, Jonathan; Kolt, Gregory S. ‘Eustress, distress, and interpretation in occupational stress.”, Journal of Managerial Psychology, 2003, Vol. 18 Issue 7, p726-744, 19p. 59

Edwards, D.; Barnard, P .82 In their review titled, “stress is a problem for mental health nurses but research on interventions is insufficient”, (2003) analysed the sources of stress for mental health included workload, poor resources, role conflict, job insecurity and client issues. They have concluded that research about stress management techniques is insufficient and cannot be generalized due to problems with the methods of existing research.

Nikolaou, Ioannis; Tsaousis, Ioannis 83 In their research article titled,

. “Emotional Intelligence In The Workplace: Exploring Its Effects On Occupational Stress And Organizational Commitment”, (2002) Found their results in the expected direction, showing a negative correlation between emotional intelligence and stress at work, indicating that high scorers in overall Emotional Intelligence suffered less stress related to occupational environment. A positive correlation was also found between emotional intelligence and organizational commitment.

Nicoll, Anne 84 In her research work titled , “employee stress claims are rising: what you can do about it”, (2002) discussed the importance of considering the impact of the September 11, 2001 terrorist attacks on employees in Canada, effect of increased layoffs on employees; discussion on incentive to be proactive in the workforce; management processes that have helped manage time loss.

82 Edwards, D.; Barnard, P. “Review: stress is a problem for mental health nurses but research on interventions is insufficient”, Evidence-Based Mental Health, Nov2003, Vol. 6 Issue 4, p126-126, 1p. 83 Nikolaou, Ioannis; Tsaousis, Ioannis. “Emotional Intelligence In The Workplace: Exploring Its Effects On Occupational Stress And Organizational Commitment”, International Journal of Organizational Analysis (1993 - 2002), 2002, Vol. 10 Issue 4, p327, 16p. 84 Nicoll, Anne. “employee stress claims are rising: what you can do about it”, HR Professional, Feb/Mar2002, Vol. 19 Issue 1, p23, 2p. 60

Morris, Jodi E.; Long, Bonita C. 85 In their article titled, “Female Clerical Workers' Occupational Stress: The Role of Person and Social Resources, Negative Affectivity, and Stress Appraisals”, (2002) tested main, moderating, and mediating effects of appraisals on the relationship between resources and change in depression and partially replicated on an independent sample, which controlled for negative affectivity (a pervasive tendency toward negative emotionality). Results were consistent with predictions that primary appraisals (i.e., threats to self-esteem) contribute to change in depression beyond the effects of person and social resources and negative affectivity. There was modest evidence that control appraisals moderate the effects of optimism and work support.

86 Rees, Christopher J.; Redfern, David In their article titled, “Recognising the perceived causes of stress--a training and development perspective”, (2000) aimed to provide examples of how different perspectives of occupational stress can be identified and highlighted. Training and development specialists can play an important role in ensuring that a balanced and eclectic approach to occupational stress is adopted in the workplace.

Lyne, Kenneth D.; Barrett, Paul T.; Williams, Christine; Coaley, Keith 87 In their review titled, “A psychometric evaluation of the

85 Morris, Jodi E.; Long, Bonita C. “Female Clerical Workers' Occupational Stress: The Role of Person and Social Resources, Negative Affectivity, and Stress Appraisals”, Journal of Counseling Psychology, Oct2002, Vol. 49 Issue 4, p395, 16p. 86 Rees, Christopher J.; Redfern, David “Recognising the perceived causes of stress--a training and development perspective”, Industrial & Commercial Training, 2000, Vol. 32 Issue 4, p120-127, 8p. 87 Lyne, Kenneth D.; Barrett, Paul T.; Williams, Christine; Coaley, Keith. “A psychometric evaluation of the Occupational Stress Indicator”, Journal of Occupational & Organizational Psychology, Jun2000, Vol. 73 Issue 2, p195-220, 26p. 61

Occupational Stress Indicator”, Journal of Occupational & Organizational Psychology,” (2000) examined the degree to which the psychometric structure of the test was reflected in the published score key. The three datasets were comprehensively analysed using item analysis and exploratory factor analysis. Their study concluded that the current norms for the test were of dubious validity and findings were replicated.

Hlen, Craig R.; Cluskey Jr., G. R.; Rivers, Richard A .88 In their research work titled, “Reducing Stress from Workload Compression: Coping Strategies That Work in CPA Firms”, (2000) conducted a study on accounting practitioners titled ‘reducing stress from work load comparison – coping strategies that work in CPA firms’ according to them the practising accountants experience greater stress in October (than in February) since during october they have high job demands of that work.

Zohar, Dov 89 In his review titled, “When things go wrong: The effect of daily work hassles on effort, exertion and negative mood”, (1999) discussed the effect of occupational hassles on negative mood and effort exertion. Using pooled-time series analysis on daily records of a sample of military jump masters (parachute trainers), it was shown that hassles severity predicted end-of-day mood, fatigue and subjective workload. Author indicated that, despite their transient nature, daily hassles at work constitute a significant factor whose effect has been overlooked by available methods of occupational stress.

88 Ehlen, Craig R.; Cluskey Jr., G. R.; Rivers, Richard A. “Reducing Stress from Workload Compression: Coping Strategies That Work in CPA Firms”, Journal of Applied Business Research, Winter2000, Vol. 16 Issue 1, p9, 7p. 89 Zohar, Dov. “When things go wrong: The effect of daily work hassles on effort, exertion and negative mood”, Journal of Occupational & Organizational Psychology, Sep99, Vol. 72 Issue 3, p265-283, 19p. 62

90 Savery, Lawson K . In his article titled, “The Influence of Social

Support on the Reaction of an Employee.” (1988) discussed the influence of social support groups on relieving occupational stress among employees resulting in an increase of job satisfaction and productivity. The study was conducted on the role of various social support agents on occupational performance and stress .

91 Garnitz, Rick In his article titled, “Managing the interrelationship of work, family and finances”, (1988) discussed the need for employers to address the interrelationship of work, family and finances. They emphasise on employee self-reliance and empowering employees through education and suggest evolving work-life benefit programs to relieve employee stress.

92 Struebing, Laura In their article titled, “Eight ways to reduce employee stress”, (1996) expressed that according to the American Society for Training and Development (ASTD). They have conducted survey in several manufacturing units in various states in United States, such as California, Peru, chille. They have found that many of the employees have stress related health problems hence they suggested to Teach people to negotiate alternatives; Setting realistic deadlines; Paying for overtime hours in time; Encouraging regular exercise, Offering nutritious snacks during breaks.

90 Savery, Lawson K., “The Influence of Social Support on the Reaction of an Employee.”, Journal of Managerial Psychology, 1988, Vol. 3 Issue 1, p27, 5p. 91 Garnitz, Rick. “Managing the interrelationship of work, family and finances”, Employee Benefits Journal, Mar1998, Vol. 23 Issue 1, p18, 2p. 92 Struebing, Laura. “Eight ways to reduce employee stress”, Quality Progress, Jul96, Vol. 29 Issue 7, p14, 2p. 63

Leong, C. S.; Furnham, Adrian; Cooper, Cary L.93 In their research article titled, “The Moderating Effect of Organizational Commitment on the Occupational Stress Outcome Relationship”, (1996) attempted to examine the effect of organizational commitment as a moderator of the stress-outcome of administrative officers from various departments of a public sector organization. Each completed a questioner with six scale measurement to identify the Occupational Stress Indicator. The questioner had six questions relating to stressors, six relating to coping strategies, three relating to type A behaviour, three to locus of control as well as three outcome measures.

Hurrell Jr., Joseph J . 94 In their article titled, “Police work, occupational stress and individual coping”, (1995) studied the selection of employees on the basis of their ability to cope with organizational stressors or training them to better tolerate. Indeed, altering the job or aspects of the organization as a means of reducing employee stress, represents a preferred approach because the focus is on changing the source of the problem (stressors), not the symptoms of stress.

Heaney, Catherine A.; Price, Richard H.; Rafferty, Jane 95 In their article titled, “Increasing coping resources at work: a field experiment to

93 Leong, C. S.; Furnham, Adrian; Cooper, Cary L. “The Moderating Effect of Organizational Commitment on the Occupational Stress Outcome Relationship”, Human Relations, Oct96, Vol. 49 Issue 10, p1345-1363, 19p. 94 Hurrell Jr., Joseph J. “Police work, occupational stress and individual coping”, Journal of Organizational Behavior, Jan95, Vol. 16 Issue 1, p27-28, 2p. 95 Heaney, Catherine A.; Price, Richard H.; Rafferty, Jane. “Increasing coping resources at work: a field experiment to increase social support, improve work team functioning, and enhance employee mental health”, Journal of Organizational Behavior, Jul95, Vol. 16 Issue 4, p335-352, 18p. 64 increase social support, improve work team functioning, and enhance employee mental health”, (1995) have indicated that the field experiment enhanced the work team climate and reduced depressive symptoms. Also according the experiment, though who are at high risk are willing for relieving their job. And dissatisfaction in those most at risk for leaving their jobs. The program was also effective in increasing the amount of supervisor support received on the job and strengthening perceptions of coping abilities in those workers most likely to participate in the program.

Bogg, Janet and Cooper, Cary 96 In their review titled, “Job Satisfaction, Mental Health, and Occupational Stress Among Senior Civil Servants”, (1995) have indicated that the main sources of stress among the senior civil servants were "factors intrinsic to the job" such as poor pay and working conditions, and a strong feeling of possessing little control over their job and their organization.

97 Savery, Lawson K. In their research work titled, “Effect of

Motivators on Job Satisfaction”, (1987) have pointed out the effect of motivators on job satisfaction. Perceptions of the enterprise’s concern with and the people's desire for, intrinsic and extrinsic motivators, role of immediate supervisors and their subordinates act as motivators for job satisfaction.

96 Bogg, Janet and Cooper, Cary “Job Satisfaction, Mental Health, and Occupational Stress Among Senior Civil Servants”, Human Relations; Mar95, Vol. 48 Issue 3, p327-341, 15p. 97 Savery, Lawson K., “Effect of Motivators on Job Satisfaction”, Journal of Managerial Psychology, 1987, Vol. 2 Issue 3, p28, 4p. 65

CONCLUSION

The above studies concentrated on various aspects of HRM practices on stress management followed by both government and private organisations including, telecom, hospital, school, bank, sugar mill, safety and health, colleges, universities, police, insurance, professionals like lawyer, doctor, home makers, IT, off shore operations, manufacturing, hotel, training and development sector, transport and others. Few of the above studies deal with physical and mental performance of employees and their stress management. The studies rarely highlighted the occupational stress and health of the employees. There was no comprehensive study to realise the job satisfaction and job stress among the employees of paper industry especially its factory workers whose jobs are stressful and risky. The studies failed to measure:

i. what was the level of attitude and perception of the employees towards Human Resource Management followed by paper industry in Tamilnadu ii. what was the level of job stress among employees in paper industry, and iii. what was the relationship between job stress and health of the employees

These issues have not been addressed by the earlier studies in paper industry. Having this fact in mind, the researcher has made an attempt to address the above social issues in the paper industry of Tamilnadu.

CHAPTER – III

PAPER INDUSTRY – AN OVERVIEW

3.1 INTRODUCTION TO PAPER INDUSTRY:

It is fact that paper is inevitable for the development of human race, and the economy of country. Hence the paper industry of any country plays vital role. In this chapter how the present material form of paper has come in to existence, how they worked paper industry is, the role of Indian paper industry and that of Tamilnadu are explained.

The origin of paper goes to the early Egyptian civilization. The Egyptians used the stalks of the papyrus plant to manufacture a material resembling paper. Several changes have been made and many new materials have been used in the paper making process, but base of most papers is still fiber form plant.

3.2 HISTRICAL DEVELOPMENT OF PAPER INDUSTRY IN THE WORLD

Paper making can be traced to about 105 AD, when T’Sai Lun, an official in the imperial court of China created a sheet of paper using mulberry and other bast fibres along with fishnets, old rags and hemp waste. 98 In its slow travel westward, the art of papermaking reached Samarkand, in central asia, in 751 AD and in 793 AD the first paper was made in Baghdad during the time of Harunat-Rashid, with the golden age of

98 http://great100persons.blogspot.com/2009/09/07tsai-lun.html. 67

Islamic culture that brought papermaking to the frontiers of Europe. In the 10 th century, Arabians substituted linen fibres and bamboo to create finer sheet of paper. By 12 th century, paper making reached Europe. Johannes Gutenberg invented printing machine in 1448 which led to rapid increase in demand of paper. The first successful paper machine was built by JLN Robert in 1798. Thereafter, papermaking underwent revolutionary changes, when several major pulping processes were gradually developed, which relieved paper industry of its crucial dependence upon cotton and linen rags. The origin and development of paper industry is segregated in five stages and presented in the following table:

TABLE NO.3.1

PAPER INDUSTRY – DEVELOPMENTAL PHASES Phase Period covered Development Process • Mechanization –rage preparation, use of First 1800-1860 filler, pulp beating and paper machine • Industrial scale rage substitute (ground Second 1840-1880 wood/chemical pulp) • Appropriate pulp mills were developed • Enlargement of web width - 85 to 770cm • Increase in production speed - 5 mpm to 500mpm Third 1860-1950 • Introduction of electric drive • Machines to produce particular type of paper • Further increase in web width and working speed, use of new materials Fourth 1950-1980 (TMP, dinked paper, new filler, chemicals and dyes), new sheet forming (twin wire formers) etc. • Leads into future Fifth 1980 onwards • Evolution of new sheet forming principles and chemical pulp processes

3.3 VARIOUS PAPER PRODUCTS:

3.3.1 TYPES OF PAPERS PRODUCED IN PAPER INDUSTRY

There are different types and grades of paper for different uses, which are often reflected in their names. Coated text and cover are used for the majority of four-color printing. Uncoated text and cover are also used regularly. Bond, book, offset, label, index, and news-print are some of the other grades used commercially. Paper choice can make a major difference in the appearance of the finished job. A dull or plain design can be perked up with an exciting color or texture. a) Coated Papers

It is best suited for higher-quality jobs. Coated papers may be gloss- coated, dull-coated, machine-coated, and cast-coated on one or both sides. Printing ink does not soak into a coated sheet as much as it does with an uncoated paper. So, coated papers can make halftones and color images look richer. Coated papers are associated with corporate capability brochures and annual reports. Since coated papers come in several grades and prices, user should not have to shy away from using them. Today, more and more coated papers are recycled, which also lowers their costs. b) Uncoated Papers

Uncoated papers are also known as text. These papers can be excellent sheets for printing. Some uncoated papers are so smooth that it's hard to tell that they're not coated. Uncoated papers are manufactured in

69 many textures and colors. Uncoated papers are used for halftones, when the designer is trying to achieve a certain effect or look. c) Bond

It is often used for stationery. It takes ink well from a laser printer or a pen. Part of this absorbency comes from the paper's rag content, which is the percentage of cotton fiber in a sheet of bond. Twenty five per cent or 50 percent is the usual amount added. d) Note Book Paper

It is used, for books and textbooks. These papers come in antique or smooth finishes. They also come in many weight so that a book can be bulked up or down. e) Offset Papers

It is similar to the coated and uncoated sheets. It resists the moisture that occurs in offset printing. f) Index Papers

It is stiff. It takes writing ink well. Index papers are less expensive than cover grades. Index papers are used for cards or tabs and are also used in place of the more expensive cover stocks. They come in a smooth or vellum finish.

g) Newsprint Papers

As their name suggests, they are used for newspapers. The sheets are not as white as other papers. Ink tends to soak into them. Being relatively inexpensive, newsprint is ideal for the large volumes of paper that modern newspapers need. h) Computer Paper

This is the general term used to describe paper used in a computer. It can also refer to paper used with a copier or for a laser printer. Although the “fan-fold” paper was probably the Copier Paper, or just plain bond paper. This is because of the move from the dot-matrix printer to the laser and inkjet printers. If so, take a look below for some valuable information that may help you in your search. i) Copier Paper

It is standard paper used for copies. It is 20 per grams square meter, thin and somewhat transparent. Copier Paper has many different properties that affect the quality of the copies. White Point - Contrast is a key element between the toner and the paper. The whiter the paper the better your copies, Texture- The smoother the paper, the better the toner transfers to it. Smoother paper gives sharper copies and better fills. Smooth paper, however, can sometimes be difficult to feed.

j) Coating

Coating paper needs some type of clay or dust coating to help the paper separate and feed it. Most copier paper will have some type of indicator to show which side should be copied on. k) Gloss Paper

It is ideal for photographic images, posters and printing of graphic designs. Matte Paper -is a high resolution bright white coated paper. Ideal is for everyday printing and it features superior drying properties. l) Picture Paper

It is water resistant. It dries spontaneously for easy handling. This inkjet paper, in the popular 4" x 6" format, is ideal for consumer use. m) Inkjet Paper

If the task is a printing of a document an email or memo, plain copier paper will work best. If color is important, then coated paper stock is preferred. Coated paper allows colors to be sharper than regular copier paper. A high level of coating allows for a high print resolution from 600 dpi -1440 dpi. There are many different types of paper available. But, only coated papers designed specifically for inkjet printers, will give the highest quality output.

The product segments in the paper industry can be broadly classified as newsprint, printing and writing paper, industrial paper and specialty papers. Based on the primary raw material used, the companies in the paper industry are categorizing in to wood based, agro based and waste paper based companies.

Some of the paper products are sheet paper, paper boxes, tissues, paper bags, stationery, envelopes, and printed-paper products such as books, periodicals, and newspapers. Specialty papers like sandpaper, blueprint paper, carbon paper are not a part of paper products industry. Stationery includes greeting cards, printing and writing papers, school and office papers. The toiletry products include paper towels, tissue paper, and bath tissue.

3.3.2. VARIOUS TYPES OF PAPER INDUSTRY:- a) Wood Based industry

Forest policy should be revised wish a view to raising plantation by industry/Cooperatives of farmers/State Government. b) Waste Paper based Industry

Introduction of ecolabeling system wherein products made from recycled fibre, are rated higher than the products made from virgin fibre.

c) Agro Based Industry

Funds are made available for technology up-gradation for handling and processing of agro residue fibre, in small and medium scale industries.

3.4 WORLD PAPER INDUSTRY

Although modern inventions and engineering have transformed an ancient craft into a highly technical industry, the basic operations in papermaking remain the same to this day. The steps in the process are as follows (1) suspension of cellulose fibre is prepared by beating it in water, so that the fibres are throughly separated and saturated with water; (2) the paper stock is filtered on a woven screen to form a matted sheet of fibre; (3) the wet sheet is pressed and compacted to squeeze out a large proportion of water; (4) the remaining water is removed by evaporation; and (5) depending upon the use and requirements, the dry paper sheet is further compressed, coated or impregnated. The differences among various grades and types of paper are determined by the type of fibre or pulp, the degree of beating, the addition of various materials to stock, formation conditions of the sheet, including basis weight, or substance per unit are, and the physical or chemical treatment applied to the paper after its formation.

Government has completely delicensed the paper industry with effect from 17 th July, 1997. The entrepreneurs are now required to file an Industrial Entrepreneur Memorandum with the Secretariat for Industrial Assistance for

74 setting up a new paper mill or substantial expansion of the existing mill in permissible locations. 99

The new millennium is going to be the millennium of knowledge. So demand for paper would go on increasing in times to come. In view of paper industry's strategic role for the society and also for the overall industrial growth, it is necessary that the paper industry performs well. The Paper industry is a priority sector for foreign collaboration and foreign equity participation up to 100 percent receives automatic approval by Reserve Bank of India. Several fiscal incentives have also been provided to the paper industry, particularly to those mills which are based on non-conventional raw material.

Global production of paper and paper board was around 350 million tons which contributes to about 3.5 percent of world‘s Industrial production and 2 percentage of world’s trade. India was ranked 15 th in the World in terms of paper and boards production capacity.

The world paper industry was growing at a CAGR (Compound Annual Growth Rate) of 2.8 percent with a per capita consumption of 45 Kilograms. The per capita consumption is 152 Kilograms in developed countries and 12 Kilograms in developing countries and in India it is around 6 Kilograms.

The per capita consumption of paper in Asian countries is shown in Table No.3.2.

99 Das Subir, “Future Prospects of Paper Industry”, Savvica Inc., Gurragon, India, 2011, http://nuvvo.com/lesson/15902-future-prospects-of-paper-industry 75

TABLE NO. 3.2 PER CAPITA CONSUMPTION OF PAPER IN VARIOUES COUNTRIES (as on march 2008)

Country Production Consumption Consumption (Million (million tons) per capita (kg) tons) Japan 31.828 31.736 250 China 30.900 36.277 28 Korea 9.308 7.385 156 Indonesia 6.935 3.911 19 Taiwan 4.500 5.110 229 India 5.260 5.220 5 Thailand 2.466 2.114 34 Malaysia 1.078 2.251 101 Philippines 0.750 0.828 11 Vietnam 0.389 0.570 7 Hong Kong 0.190 1.041 151 Singapore 0.052 0.577 160

Source : Metso paper 2008

The paper industry is estimated to contribute about from 2,000 to 2,500 crores to the national exchequer by way of excise duty and sales tax. Indian paper industry reported a volume growth of about 6 percentage in 2007-08 in line with GDP growth. Low domestic per capita consumption of paper is 6 Kilograms. The paper market in India is in a ‘catch up’ phase with growth rate more than twice the world’s average.

3.4.1 GLOBAL COMPETITIVENESS

With India becoming a member of World Trade Organization, it has become important for the Indian industry to develop a strategy to become globally competitive. During the phase of industrialization after independence, the immediate focus of this industry was essentially on growth and expansion. In a regulated market under a mixed economy, it had developed a feeling of complacence. For a long time, it often compromised quality, perhaps due to monopolistic conditions in a closed market scenario. Indeed, for several decades, a major part of the Indian paper industry never really came to attach significance to terms such as market forces, economy of scale, quality and customer satisfaction.

Demand of Paper has been around 15 per cent. During the years 2006-09. While newsprint registered a growth of 13 per cent, Writing and Printing paper, Container board, Carton board and others registered growth of 5 per cent, 11 per cent, 9 per cent and 1 per cent respectively. So far, the growth in paper industry has mirrored the growth in GDP and has grown on an average 6-7 per cent over the last few years. The futuristic view is that growth in paper consumption would be in multiples of GDP. Hence, an increase in consumption by one kg per capita would lead to an increase in demand of 1 million tons.

As per the estimation of industry, paper production is likely to grow at a CAGR (Compound Aggregate Growth Rate) of 8.4 per cent where as paper consumption will grow at a CAGR of 9 per cent till 2012-13. The import of pulp & paper products is likely to show a growing trend. During last few years, the Indian paper market witnessed a five-fold jump in the

77 import of coated paper. The total import of this paper rose to 10,000 tons in 2008. 100

3.5 PAPER INDUSTRY IN INDIA

In India, first machine-made paper was manufactured in 1812. During this time there were 15 mills with a total production of lakh tones. In India the soft wood is the principal raw material used for making paper especially newsprint and high class printing papers. With rise in population and broadening of education, the demand for paper has been constantly escalated. Owing to very narrow forest resources, wood pulp is in a shortage. As soft woods grow in temperate climate, India is in short supply of such woods. Thus, in such circumstances, the Bamboo became the major raw materials for the manufacture of paper in the country as it grows very quickly even after cutting

Paper industry primarily depends upon forest-based raw materials. The first paper mill in India was set up at Sreerampur, West Bengal, in the year 1812. It uses grasses and jute as raw material. Large scale mechanized technology of papermaking was introduced in India in early 1905. Since the raw material for the paper industry underwent a number of changes over a period of time, wood , bamboo, and other non-conventional raw materials have been developed for use in the papermaking. The Indian pulp and paper industry at present is very well developed and established. Now, the paper industry is categorized as forest-based, agro-based and others (waste paper, secondary fibre, bast fibres and market pulp).

100 http://www.ipma.co.in/paper_industry_overview.asp 78

In 1951, there were 17 paper mills but, today there are about 400 units engaged in the manufacture of paper, paperboards and newsprint in India. The pulp and paper industries in India have been categorized into large-scale and small-scale. Those paper industries, which have the capacity of above 24,000 tonnes per annum, are designated as large-scale paper industries. India is self-sufficient in manufacture of most varieties of paper and paperboards. Import is confined only to certain specialty papers. To meet part of its raw material needs, the industry has to rely on the imported wood pulp and waste paper. 101

Growth of paper industry in India has been constrained due to high cost of production caused by inadequate availability and high cost of raw materials, power cost and concentration of mills in one particular area. Government has taken several policy measures to remove the bottlenecks of availability of raw materials and infrastructure development.

India is facing era of profound economical change. Economic liberalization and reduced import duties for paper as well as paper product has triggered a significant restructuring in the India pulp and paper industry. The domestic supplier’s ability to meet the rapidly growing demand of printing industry of paper product is limited by the high quality fiber shortage and also technology gap prevailing in India. Securing the fiber supply is an important precondition for the growth of the domestic pulp and paper industry. Surging environmental awareness and concern with mounting economic limitation has forced many mills not available in the dynamic market environment. The shift from small to medium and large

101 http://www.cpcb.nic.in/oldwebsite/News%20Letters/Archives/Cleaner%20Production %20Options%20for%20Pulp%20&%20Paper%20Industry/ch2-CLEANPRO.html 79 scale operation has become important due to the erosion of important tariff barriers and consequent supply pressures from abroad. The changing market scenario made paper manufacturers to rethink and plan the strategies to sustain future markets. The industry has to respond with a challenge to the change in situation prevailing in paper market.

3.5.1. POSITION OF INDIAN PAPER INDUSTRY:

Paper industry in India is the 15 th largest paper industry in the world. It provides employment to nearly 1.3 million people and contributes Rs.25 billion to the government's kitty. The government regards the paper industry as one of the 35 high priority industries of the country.

India’s population is forecast to grow from 923 million in 1994 to 1.23 billion by 2010, corresponding to an average long term growth rate of 1.8 per cent the literacy rate in India has been sturdily growing (52 per cent) in 1995 to at least 70 to 75 per cent during next ten years. The average GDP growth is expected to remind at beyond 8 to 9 per cent per annum in the next 5 to 10 years and for every increase of one per cent in GDP paper demand increases by one lakhs tones annually. The Indian paper industry is highly fragmented with the capacity of paper mills ranging from 3300 tons per annum to 2 lakhs tons per annum

It is estimated that 400 paper mills are in India with total capacity about 51 lakhs tpa (1999-2000). Of the total effective capacity of 51 lakhs tons per annum 39 per cent is accounted for wood based units. And 32 per cent by agro residual based mills. The total supply in the country including all grades from organized sector was about 28.3 lakhs tones in 1994-95 and 38.8 lakhs during 1999-2000. 80

Generally speaking, per capita consumption of paper is a measure of standard of living. Business activity, personal sending power and advertising are the main engine behind paper consumption in the earth requirements for packaging boards, business papers and advertising media. With the increasing literacy levels and per capita income, the demand for all grades of paper will have a growth rate of 7 per cent. If the demand continues, they should reach at 51 lakhs tones by 2010-2011 as shown below:

TABLE NO. 3.3

DETAILS OF PAPER DEMAND AND PRODUCTION IN INDIA

(in thousand tones)

Variety Demand by 2010-2011 Production 2008-2009 Printing and writing 1688 1530 Industrial packaging 2093 1577 News print 1094 613 Others 172 130 Total 5047 3850

Source: Indian Pulp & Paper Technical Association Industrial Directory - 2010

There are many conjectures about the arrival of paper industry in India. The general view often expressed is that Muslims came into eastern India from china via. Nepal. One has to examine critically whether former view is not due to the preponderance of Muslim sources and lack of tradition for documentation in others in the east the manuscript evidence begins from

81 the 12 th century onwards and these are non-Muslims libraries. in both eastern and western India, Hindu, Buddhist and Jain manuscript libraries made extensive use of papers. But only after Muslim conquest of India, records of invention, use and manufacture of paper are scant in non-Muslim sources.

Indian Paper Industry accounts for about 1.6 per cent of the world’s production of paper and paperboard. The estimated turnover of the industry is Rs 25,000 crore, and its contribution to the exchequer is around Rs. 2918 crore.

Demand of paper has been around 15 per cent. During 2006-09, newsprint registered a growth of 13 per cent. Newsprint and publication paper consumption account for 2 million tonnes, of which 1.2 million tonnes of newsprint paper is manufactured in India and the remaining 0.8 million tonnes is imported.

The industry provides employment to more than 3 million people directly and another 1 million people indirectly.

TABLE NO. 3.4 DETAILS OF PAPER MILLS IN INDIA NUMBER OF SL.NO NAME OF THE STATE PAPER MILLS 1. Andra Pradesh 25 2. Assam 1 3. Bihar 3 4. Chandigarh 7 5. Delhi 1 6. Gujrat 52 7. Haryana 14 8. Himachal Pradesh 2 9. Jammu 1 10. Karnataka 19 11. Kerala 10 12. Maharashtra 59 13. Nagaland 3 14. Orissa 5 15. Pondichery 6 16. Punjab 35 17. Rajastan 6 18. Tamil Nadu 27 19. Ujjaini 1 20. Utradinakpur 1 21. Utranchal 3 22. Uttar Pradesh 57 23. Uttarkand 9 24. West Bengal 14

Source: Indian Pulp & Paper Technical Association Industrial Directory - 2007

3.5.2 PAPER INDUSTRY AFTER ECONOMIC REFORMS

With liberalization, the industry is thrown open to competition from mills abroad without providing a level field. Shortage of fiber supply, high cost of energy and old technology has plagued the industry. The three years ending with the financial year 2005-2006 has been extremely difficult for the paper industry. In the domestic market, the supply outstripped the demand. Improved newsprint was available at rock bottom prices. Domestic newsprint prices have been rolled back by 30 per cent. As the prices in the international market were ruling low, export of printing and writing from the country also dwindled down. Even now the industry is under the grip of several recessions.

Now, with the global economic slowdown, the demand for newsprint has started declining from January 2001. Consequently, the prices in the international have become soft since January 2001. This has begun to affect the price in the domestic market. Over supplying Asia has also affected the printing and writing papers segment since January 2001. Unlike in the past when a market downturn would seriously impact its profitability, the mills can do reasonably well by cost reduction of imported pulp and flexibility in product mix.

The last decade of the twentieth century will certainly be characterized as one of accelerating globalization. Although individual countries and regions of the globe experience change and react to it in unique ways, it is clear that they are becoming increasingly interdependent. Corporations are becoming more and more multinational through expansion, mergers, and acquisitions. Trade barriers are falling away. Public policy issues, notably

84 those concerning environment, are having worldwide impact, democratization is changing social and political patterns in the direction of increased co-operation and accord. The pulp and paper industry worldwide is dearly a participant and is profoundly affected by these changes. An international perspective is essential today, both in developing longer term strategy and in making shorter term business decisions.

The Indian paper industry presents a unique picture, with a mix of large and small paper mills, having capacities ranging from 5 to 600 tonnes per day, with an average size of 11,500 tonnes per year. There are more than 400 pulp and paper mills produce nearly 6.2 million tonnes per year of paper and board as against its installed capacity of 8.6 million tonnes. The industry has a turnover of more than Rs.25000 Crore, employing nearly 3,00,000 people directly and another one million indirectly.

But in the wake of the economic liberalization, triggered by the new economic policy of the government in 1991, the Indian paper industry found itself confronted with international competition. Almost overnight, the industry was exposed to the difficult task of integrating into the global economy. This also had an evolutionary effect on the traditional Indian management style, triggering a serious redesign of strategies to ensure survival. Today, the concept of globalization, eco-cycle compatibility and other environmental issues are being integrated at the planning level by the major domestic players.

Among the above three segments of the Indian paper industry, the forest-based pulp and paper industry is slowly moving towards competitiveness through adequate modernization. However, a significant

85 proportion of this segment has yet to undertake modernization programs. Areas identified for technological improvement in these mills include the installation of oxygen delignification for low kappa pulp and improved online control of stock preparation and paper machines.

In the agro-residue-based segment, there are a few mills complying with quality and environmental requirements. Furthermore, the majority of units do not have the proper technology to produce good quality products at a competitive price. This segment is also having serious environmental problems due to the lack of chemical recovery systems.

Major portions of this segment require modernization to become competitive. Upgrading pulp washing systems to reduce the organic carryover to the bleach plant, extracting the maximum amount of chemicals (addition of extra rotary drum washer) and building a common chemical recovery plant for a cluster of mills have been identified as the main technological initiatives needed.

The third segment, recycled fibre, also has a number of small pulp and paper mills that are based on obsolete technology. One of the major concerns of these mills is a lack of adequate equipment for processing recycled fibre. As a consequence, the quality of paper products produced from these mills does not conform to international standards. The competitiveness of this segment without modernization would be poor. Among the areas identified for improvement in this sector are upgrades of secondary fibre processing systems and the installation of a common effluent treatment plant for a cluster of mills.

In a vibrant, growth-oriented economy, the demand for paper is expected to be increasing, which in turn is expected to foster growth in the Indian paper industry. Pressure for technological improvements is also closely tied to demands for greater environmental responsibility in the country. The industry has to comply with the Charter on Corporate Responsibility for Environmental Protection (CREP) wherein the emission limits have already been fixed for the future.

3.5.3. PROBLEMS AND ISSUES OF INDIAN PAPER INDUSTRY

The Indian paper industry faces the following problems

(1) Non-availability of good quality of raw materials:

It is obvious that a right combination of pulp and paper markets and wood raw materials is a prerequisite for developing new industries and establishes a basis for selecting the type and size of the development. While domestic or regional markets in the tropical countries are often relatively limited and can support a type and size of plant which would not be internationally competitive, these markets are often protected and can in some cases accept products which are not of the best quality. To be competitive on international markets, pulp and paper development normally needs large quantities of wood at relatively low cost. The type and quality of wood which a pulp and paper mill can use from the technical point of view and the price the mill can afford to pay for the wood vary widely depending on the market. The three basic and most important questions regarding the feasibility of using wood for pulp and paper production are thus:

1. Markets for products, 2. Type and quality of wood, 3. Quantity and cost of wood.

Forecasting future markets is a well-established and relatively simple procedure which needs no further discussion within the scope of this paper. Classifying the wood to be either coniferous or broad-leaved type is sufficient to indicate the broad pulp and paper categories for which it can be used. Regarding quality, an extremely important factor is uniformity of wood in terms of uniform density and uniform fibre dimensions. Other factors affecting quality are hemi-cellulose, extractive and parenchymatic and vessel cell contents in the wood. It should be noted that, while the softwood species have a wider and more versatile use for pulp and paper products than hardwood species, long-fibred softwood cannot be said to be of better quality than short-fibred hardwood without specifying for what product the wood is used and without considering product quality requirements and economics of operation.

(2) Lack of modernization and basic infrastructure:

This point explains the investments in modernization and innovation on productivity in a sample of firms in the global pulp and paper industry. This industry is important because it has traditionally accounted for significant amounts of employment and capital investment. In contrast to much of the existing literature which focuses on the impact of R&D and patents on firms’ performance and productivity, actual investment transactions in four main areas of operations such as mechanicals, chemicals, monitoring devices and Information technology.

We find that firms which made decisions to implement a greater number of investment transactions in modernization achieved higher productivity, and these estimated quantitative effects are greater than the impact of standard innovation variables such as patents and R&D.

3. Increased emerging environmental issues a) Deforestation

Worldwide consumption of paper has risen by 400% in the past 40 years, with 35% of harvested trees being used for paper manufacture. Logging of old growth forests accounts for less than 10% of wood pulp, but is one of the most controversial issues. Plantation forest, from where the majority of wood for pulping is obtained, is generally a monoculture and this raises concerns over the ecological effects of the practice. Wood chipping to produce paper pulp is a contentious environmental issue in the world. b) Air pollution

Nitrogen dioxide (NO 2) sulfur dioxide (SO 2) and carbon dioxide

(CO 2) are all emitted during paper manufacturing. Nitrogen dioxide and sulfur dioxide are major contributors of acid rain, where as CO 2 is a greenhouse gas responsible for climate change. c) Water pollution

Waste water discharges for a pulp and paper mill contains solids, nutrients and dissolved organic matter, and unless at low levels these are classed as pollutants. Organic matter dissolved in fresh water, measured

89 by Biological Oxygen Demand (BOD), changes ecological characteristics, and in worse case scenarios leads to death of all higher living organisms..

(3) Resource Development

The problem of practice described in this paper is a resource allocation problem in innovation. And how make resource allocation decisions in Research and Development. More specifically, the paper will investigate contextual patterns as to when organizations rely on markets versus hierarchies in technological innovation. Based on the taxonomy of the decision making process, this paper will describe trajectories along which economic entities make resource allocation decisions and suggest a framework linking decision making variables with strategic considerations. Currently companies face pressures not only from the customers and competitors but also from other agents of the distribution channel such a retailers and wholesalers. In this situation, companies are trying to differentiate themselves from domestic and international competition through innovation, branding and product marketing. However, decisions in innovation are becoming more complex since new technologies involve high risk and uncertainty. Moreover, consumer expectations have continuously risen and continue to challenge manufacturers in the area of product cost, speed to market, and innovative feature sets. The question that professionals like how to innovate in an environment that is shaped by high uncertainty and volatility, where suppliers and collaborators can become competitors and vice versa. Moreover, these situations are subject to the opportunistic behavior of the economic agents. Moreover, companies talk about core competencies in a competitive world.

3.5.4 PAPER MANUFACTURE CENTRES IN INDIA

With the rapid demand of writing materials, the paper making centres were established in different parts of the country like in Sialkot (Punjab); Zafarabad in district Jaunpur (Oudh); Bihar Sharif in district Azimabad (Patna) and Arwal in district Gaya (Bihar); Murshidabad and Hooghly (Bengal) ; Ahmedabad, Khambat and Patan (Gujarat) ; and Aurangabad and Mysore in the south.

• Out of these, the Punjab was the leading centre. Sialkot paper was white in colour and very thick. It was used throughout Punjab.

• In Uttar Pradesh, Zafarabad is a famous town in Jaunpur district. It was known as Kaghdi Shahar (paper city) in olden times. It produced a very fine, glossy and strong variety of bamboo paper. Generally, two varieties of paper were produced here. The first was the polished paper, which was exceedingly glossy, and the second was unpolished paper.

• Bihar had two major papermaking centers in medieval times. The first was Arwal town in district Gaya, and the second was Bihar Sharif in district Azimabad (Patna).

• In Bengal, Murshidabad and Hooghly were the major papermaking centers in the medieval times. At a later period, Dinajpur also started manufacturing paper.

• After some time, Gujarat developed as the largest producer of paper. It supplied paper to the rest of India and also exported it to the West, other Asian countries and Turkey also. In Gujarat, Ahmedabad was the largest papermaking centre. It produced white and glossy paper.

• During the Mughal period, Daulatabad, having Aurangabad as its capital, emerged as an important papermaking center. The most remarkable feature of Daulatabadi paper was its durability and glossiness. Daulatabad was the chief supply centre of paper to south India.

• Tipu Sultan developed papermaking centres in Mysore. The paper produced by Mysore was a high quality paper, which was employed only for royal use.

• Other big paper making centres of medieval India were: Sanganer (in Jaipur, Rajasthan), Kotah (Rajasthan), Tijarah (in Alwar, Rajasthan), Kannauj (in Farrukhabad, Uttar Pradesh), Kalpi and Pukharayan in Kanpur (Uttar Pradesh), Maler-Kotlal (Punjab), Hariharganj(in district Shahabad, Bihar), Kalita (in district Pabna, now in Bangladesh), Panchamnagar (in district Damoh, Madhya Pradesh), Dharangaon and Erandel town (in district East Khandesh, Maharashtra) and Poona.

Generally Indian papermaking centres produced glazed paper. Rahman has categorized ancient paper into seven categories: Kashmiri, Ahmedabadi, Hyderabadi, Faizabadi, Khasah-i-Jahangiri, Kanpuri and Aurangabadi.

• Ahmedabadi paper was a little thick and was of two qualities: fine and superfine. The paper had extra whiteness and glossiness.

• Kashmiri paper was thick and glazed. Some Kashmiri centres produced superfine paper called silken paper.

• Khasah-i-Jahangiri paper was made at Sialkot. The paper was glossy, thin, polished and bluish white.

• Hyderabadi paper was well glazed; some was polished and of brown colour with very fine shades.

• Faizabadi paper had three varieties: i) unpolished paper (medium quality); ii) pale yellow; and iii) polished dark yellow.

• Kanpuri paper was prepared from bamboo and was greyish in colour.

• Aurangabadi paper was glossy and thick. It had a few varieties like, Bahadur Khani (medium quality paper, thick, stout and durable), Sahib Khani paper (medium quality, thick), Murad Shahi paper (fine quality), Sharbati paper (thick and fine), Qasim Begi paper (thick), Ruba-Kari paper (This variety was made in to four or five different grades) and Balapuri paper (four or five varieties of different colures).

3.5.5 ECONOMIC ASPECTS OF PAPER INDUSTRY

There are, at present, about 400 units engaged in the manufacture of paper, paperboards and newsprint in India. The country is almost self- sufficient in manufacture of most varieties of paper and paperboards. Import, however, is confined only to certain specialty papers. To meet part of its raw material needs, the industry has to rely on the imported wood pulp and waste paper. Production of paper and paperboard during the year 2007-08 was 24.52 lakhs tonnes. At present, about 60.8 per cent of the total production is based on non-wood raw material and 39.2 per cent is based on wood.

Performance of the industry is constrained due to high cost of production caused by inadequate availability, high cost of raw materials, power cost and concentration of mills in one particular area. Several policy measures are initiated in recent years to remove the bottlenecks of availability of raw materials and infrastructure development. The capacity

93 utilization of the industry is low at 60 percentage. About 125 paper mills, particularly small mills, are sick and are lying closed. Several policy measures have been initiated in recent years.

The import of paper and paper products has been growing over the years. However, it increased during 2009-10 after a fall in 2008-09. About 70,000 tons of paper was exported in 2009-10 mainly to the neighbour countries. India's per capita consumption of paper is around 6.00 kg, which is one of the lowest in the world. With an expected increase in literacy rate and growth of the economy, an increase in the per capita consumption of paper is expected.

3.6 PAPER INDUSTRY IN TAMIL NADU

Tamil Nadu is one of the well developed states in terms of industrial development. It has enjoyed a significant position in India’s geopolitical space and economic progress. Logistical advantages due to presence of three major seaports, an international airport and several domestic airports, quality of human resources, a peaceful industrial climate and a positive work culture have strengthened Tamil Nadu’s standing in the industrial world. The State’s business-friendly policies and proactive initiatives have played a key role in this resurgence.

Tamil Nadu continues to be one of the forerunners in the production of paper and paper products. There are 28 paper mills in operation in Tamil Nadu. The total paper production was 3.7 lakh tons in 2005 - 06, which accounts for 17.30 per cent share of the national production, next only to Andhra Pradesh. As the country’s forest cover is much below the desired

94 level, the Government of Tamil Nadu established Tamilnadu news print limited in 1979 to manufacture newsprint and paper using bagasse (sugarcane waste) as the primary raw material. This is the largest paper mill in India with an installed capacity of 2,30,000 TPA (tons per annum). In 2005-2006, the company produced 230079 MTs of newsprint and printing and writing paper.

TABLE NO.3.5 TOTAL PAPER PRODUCTION IN TAMIL NADU Total Paper Production in Tamil Nadu Year (lakh tonnes) 2005 - 2006 3.7 2006 - 2007 4.0 2007 - 2008 4.4 2008 - 2009 4.8 2009 - 2010 5.3 Source: Indian Pulp & Paper Technical Association Industrial Directory - 2010

Tamil Nadu is engaged in the manufacturing of writing and printing paper (WPP) and news print. It is the 2 nd largest producer of WPP in southern India and has the largest paper plant of the country in terms of capacity.

Tamil Nadu is the largest producer of bagasse-based paper in the world especially at ‘Tamilnadu news print limited’.

Some more factors which would add up to benefit the paper sector are: The targeted rise in Exports which anticipates them to go up to 0.7 per

95 cent of global trade, Increased agriculture export which would also benefit the sector in terms of increased demand for packaging material, similar would be the effect of a booming Indian Retail Market & Robust FMCG players.

3.6.1 MAJOR PLAYERS IN TAMILNDAU

The following are the of the paper units are major player in Tamilnadu

A) Tamil Nadu Newsprint and Papers Ltd. B) Seshasayee Paper and Boards Ltd., C) Sun Paper Mill Ltd. D) Subburaj Papers Ltd.

The particulars of operational efficiency and other details of such units are given in Annexure part of this report.

3.6.2 ROLE OF PAPER INDUSTRY IN ECONOMIC DEVELOPMENT

Paper industry is the second largest sector providing employment to 0.3 million directly and about 1 million people indirectly. Industry turnover is 120 billion rupees and contributes about 2.3 percentage of overall Indian industry’s output. Generally, the composition of Indian paper industry is wood-based (35-40 percent) and non-wood based (60-65 percent). The wood based industries are functioning under imported/indigenous hardwood/ softwood, bamboo and the non wood based industries are classified as agro- residue based (functions under baggase and sabai grass, Jute/rag, wheat straw) and waste paper based (imported/ indigenous waste paper,

96 corrugated/kraft waste paper, waste cuttings). The end products of paper industry are classified under

(i) Cultural paper accounts for 44 percentage of total domestic demand. It consists of writing and printing paper, office stationery, communication paper and specialty paper such as cheques and currency papers. The demand is a function of the GDP, the population, the literacy levels, and the standard of living.

(ii) Industrial paper accounts for 43 percentage the total demand in India. It consists of kraft paper, pulp board and duplex board, and is used in packaging applications. Demand depends on growth in industrial production, consumer durables, processed food, and other kind of packaging. This segment is relatively price inelastic.

(iii) Newsprint accounts for 80 percentage of the output. It depends on the number of newspapers, the size of the paper and the circulation. It has been placed under the OGL which means that newspaper companies are free to import any quantity of newsprint.

Large size mills (above 50,000 tpa) are reasonably modern and efficient but design capacities of world paper machines are about 20- 30 times the capacity of the best Indian paper machines. Smaller size machines result in higher energy consumption besides quality constraints. Quality benchmarking with international standards improved technology are being used for cleaner, brighter and stronger paper. High speed machines of more than 1000 mpm are not many in India.

Paper industry represents an important segment of the Indian economy. The Industry has witnessed. A steady increase in installed capacity and production over the decades. The paper industry in India is primarily tree-free as 62 per cent of the market is catered by paper products from non-conventional raw material like agro-waste, agro-resides and recycled papers. The demand is estimated to be around 84.80 lakh tons in 2012-2014 on the basis of growth rate of 6.5 per cent for the period 2007-08 to 2012-2014.

At present, there are about 400 mills in the country with an annual installed capacity of about 51 lakh tons. They account for more than 5 per cent of the total installed capacity and production. At present, the capacity utilization in the paper industry is about 67 percent, as 125 paper mills particularly small mills are sick and are lying closed. Several fiscal incentives have also been provided to the paper industry, particularly to those mills which are based on non-conventional raw material. Import was 2.20 lakhs tons in 2009-10 and 3.05 lakhs tons in 2010-11. It is estimated to be almost 4.20 lakh tons in 2011-12. About 70,000 tons of paper is exported per annum mainly to the neigh bouring countries.

India is the 10th largest industrialized sector in the world and it accounts for Asia’s 4 th largest economy. The GDP growth rate is around 7 percent, one of the highest in the world and the GNP per capita is Rs.21,9576 or GNP 22,834 billion rupees. The economy size contributed to US $ 600 billion, growing @ 6 percent for the last five years. The value of exports (2007-08) is Rs.28,3605 crore and the values of Imports (2007-08) is Rs 34,6475.

3.6.3 NEWSPAPER DEVELOPMENT COMMISSION:

Newspaper Development Commission was started in 1st September 1982. The commission proposed the establishment of a Newspaper Development Commission (NDC) funded by a newsprint cess (ie specific tax) and an advertisement tax to help the growth of Indian-language, local and other small and medium newspapers. As well as owning large swathes of Pondicherry, the ashram also employs half its citizens in cottage industries producing goods ranging from perfumes to paper it even runs a number of guesthouses including the Seaside Guest house.

The State, once a pioneer in the industry, has been virtually wiped out from the country's paper production map, Andhra Pradesh, Tamil Nadu, Gujarat, Punjab, Uttar Pradesh, and Orissa were playing an important role for the continuous growth and development of the domestic paper industry. And The Calcutta Paper Traders Association (2008) CPTA has urged the West Bengal Government to take a fresh initiative to revive the State's paper industry. Tamil nadu, Punjab, Uttar Pradesh and Orissa were playing an important role for the continuous growth and development of the domestic paper industry.

Industries and Finance Secretaries (2004) considered it wiser to spend the money meant for Tamil Nadu News Print Ltd TNPL on ten mini paper mills to which they have not polluted the rivers. The paper industry is one example, before 2003, there was no excise duty on the first clearance of paper up to 2500 tonnes. Thereafter, the rate of duty was 16 per cent. The sales tax levied on paper was about 10 per cent in Tamil Nadu.

In order to improve the strength of the paper, spray starches were developed. Modified starches were also used in food industries as a thickener. It acted as a binding agent to improve consistency and shelf life of the product. In 22 colleges in Karnataka, Tamil Nadu, Andhra Pradesh and Kerala the smart card has been introduced and the benefits The benefits of the system are many. The lecturers and students have become tech-savvy. There is saving in terms of usage of paper.

State Industries Department has recently carried out an exercise to assess the requirements of technically trained manpower in sectors like mainly Paper, Engineering & Auto, Textiles and Chemicals. A company has launched a Rs 66-crore project for life cycle extension of the first paper machine. This was completed by March. Mr.Farooqui, who is the Tamil Nadu Secretary for Industries, said that the company has also embarked on a backward integration.

Selection is based on Tamil Nadu Common Admissions (TANCA) Test. During this period, newsprint, writing & printing, container board, carton board and others registered growth of 13 per cent, 5 per cent, 11 per cent, 9 per cent and 1 per cent respectively. The Indian Paper Industry accounts for about 1.6 per cent of the world's production of paper and paperboard.

With complete Implementation of the Mill Development plan in all respects, the company has moved from conventional bleaching to Elemental Chlorine Free process. The Paper industry is expected to grow to10 million tonnes by 2010 and to 15 million tonnes by 2015.

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3.7 CONCLUSION

The paper industry has been providing noble mobility services to the public more than hundred years. It has a vast fleet strength catering the paper needs of our state with the aim of extending economical and efficient service facility. Though it adhered to strict rules and procedures formulated by the state government, in resolving the grievances of employees and in understanding their attitude. Streamlining the Human Resource practices would be very essential to implement the best practices and enable the detailed study of the occupational stress of the employees.

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CHAPTER – IV

AN OVERVIEW OF OCCUPATIONAL STRESS

4.1 INTRODUCTION

Stress is an inherent factor in any type of vocation or career. At its best, the presence of stress can be a motivator that urges the individual to strive for excellence. However, excess amounts of stress can lead to a lack of productivity, a loss of confidence, and the inability to perform routine tasks. As a result, quality employees lose their enthusiasm for their work and eventually withdraw from the company.

Occupational Stress is defined in terms of its psychological and physiological effects on a person (or thing). Stress is mental, physical or emotional strain or tension or it is a situation or factor that can cause this. Occupational stress occurs, when there is a discrepancy between the demands of the environment/workplace and an individual’s ability to carry out and complete these demands .Often a stressor can lead the body to have a physiological effect, which, in turn, will result in strain on a person physically as well as mentally. One of the main causes of occupational stress is work overload. Occupational stress is often caused by an increased workload without the addition of employees to take on that additional work. Instead, the increased amount of work is given to the current employees to finish it in the same time span that they would be asked to finish their regular or standard workload.

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During the middle of the 20th century, employers began to initiate programs to help corporate cultures in an effort to minimize the amount of productive stress found in the workplace. For many companies, With the working definition in place, employers began to utilize resources such as confidential reporting methods, professional counselling, and employee committees to identify areas, where the corporate climate could be enhanced and reduce stress levels at the same time.

The human body has a natural chemical response to a threat or demand, commonly known as the “flight or fight” reaction, which includes the release of adrenalin. Once the threat or demand is over, the body can return to its natural state. A stressor is an event or set of conditions that causes a stress response. Stress is the body’s physiological response to the stressor, and strain is the body’s longer-term reaction to chronic stress. Occupational stress can affect one’s health, when the stressors of the workplace exceed the employee’s ability to have some control over their situation. 102

This has led to stressful working conditions for employees who might have to face problems due to with:

• Downsizing/Privatization • Hiring freezes • Contingent work • Shift work/Rotating schedules • Quality Programs/Worker Participation schemes

102 Baker, D.B. (1985). The study of stress at work. Annual Review of Public Health, 6, 367-381. 103

4.2 SOURCES OF STRESS:

The following are the important sources of stress. • Little autonomy or control over one’s job • Non-existent career ladders • Inadequate resources to do the job • High demands, workload, time pressures • Lack of job security • Understaffing • Mandatory overtime • Violence/Harassment 103

4.3 CAUSES FOR STRESS IN PAPER INDUSTRY

Some scholars note that an increase in workload, a hostile work environment, downsizing and shift work can result in occupational stress. Often workloads remain immense, although the employee does his or her best to complete them. The high demand and time pressures contribute to the stress. There is privatizing of a company downsizing might occur. When downsizing occurs, employees are laid off or fired. Those who still have their jobs have to worry about whether they will be next on the list of employees to be laid off. Those who have been laid off, have to deal with the stressful situation of finding another job. If superiors aren’t supportive, discriminate towards certain employees while favouring others, do not offer encouragement or create a hostile work environment, this can cause stress

103 Ashkanasy, N., Hartel, C., & Zerbe, W. (2000). Emotions in the workplace: research, theory, and practice . London: Quorum Books. 104 for an employee. Interpersonal conflicts within the workplace, uncertainty about the stability of job security and underutilized job abilities are also causes for occupational stress.

4.4 EFFECTS OF STRESS ON EMPLOYEES

Physical symptoms due to occupational stress are fatigue, headache, stomach problems, muscles aches and pains, chronic mild illness, sleep disturbances and eating disorders. Psychological and behavioural problems of stress are anxiety, irritability, alcohol and drug use, feeling powerless and low morale. If exposure to stressors in the workplace is prolonged, then chronic health problems can occur including stroke. The studies among the Japanese population specifically showed. That there is a more than 2-fold increase in the risk of total stroke among men with job strain (combination of high job demand and low job) control. Along with the risk of stroke, high blood pressure comes. and immune system dysfunctions. Prolonged occupational stress can lead to occupational burnout. 104

4.5 STRESS MODELS

Over the years, the tools are used to identify and effectively deal with occupational stress. Today, there is a standard occupational stress index that is used in many stress management programs to assess the potential for negative stress to undermine one or more employees. There are also various incarnations of an occupational stress indicator listing that can help individuals determine if general conditions have the potential to lead to unhealthy stress levels.

104 Beehr, T. (1998). An organizational psychology meta-model of occupational stress. In C. L. Cooper (Ed.), Theories of Organizational Stress. (pp. 6-27). Oxford: Oxford University Press 105

In response to tools such as the occupational stress scale, counselling and employee training programs often include individual and group counselling opportunities. These programs seek to teach employers and employees how to look at the workplace objectively, then take steps to contain or eliminate factors that are likely to undermine the confidence and function of employees. As a result, the company enjoys a higher level of productivity and the employee enjoys a more positive work environment within a company that is more likely to provide employment for many years.

The Demand Control model and the Effort Reward Imbalance model are two work stress models that help to identify particular job characteristics for employee’s well being. The Demand Control model predicts that the most adverse health effects of psychological strain occur, when job demands are high and decision latitude is low. The Effort Reward Imbalance model assumes that emotional distress and adverse health effects occur, when there is an imbalance between efforts and occupational rewards. These models are able to help employees and managers understand the correlation between job demand and high emotional and physiological distress. If so, more preventive actions can be taken.

4.5.1 OCCUPATIONAL BURNOUT PREVENTION

Occupational burnout is characterized by exhaustion, cynicism, and reduced professional efficacy within the workplace. More accurately defined, exhaustion refers to the depletion or draining of emotional resources. Cynicism refers to the indifference or distant attitude of work, and reduced professional efficacy refers to the lack of satisfaction with past/present expectations. Occupational burnout is typically and particularly

106 found within the human service professions. Such jobs that naturally experience high amounts of occupational burnout include: social workers, nurses, teachers, lawyers, physicians, and police officers. The reason why burnout is so prevalent in the human service professions is due in part to the high stress environment, emotional investment.

In order to quell occupational burnout, it is important to reduce or remove the negative aspects of the three main components that make up occupational burnout. However, it is difficult to treat all three components as the three burnout symptoms. It reacts differently to the same preventive or treatment activities. Exhaustion is more easily treated than cynicism and professional efficacy, which tend to be more resistant to treatment.

Burnout prevention programs in the past, focused on cognitive- behavior, cognitive restructuring, didactic stress management, and relaxation. These types of prevention programs rely on reducing the exhaustion component of occupational burnout. However, recent research indicates that, at the individual level, cognitive-behavioral strategies have the best potential for success. It is more complicated at the organizational level, where reducing or removing job stressors have been shown to decrease burnout. Burnout experts believe that a strategy of combining both organizational and individual level activities may be the most beneficial approach to reduce the three main symptoms in order to reduce occupational burnout. Improving upon job-person fit by focusing attention on the relationship between the person and the job situation appears to be a promising way to deal with burnout.

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The individuals, who are most vulnerable to occupational burnout are ones who are strongly motivated, dedicated, and involved in the work in which they partake. As work for these individuals is a source of importance in which they derive meaning in life, it is significant that they find meaning by achieving their goals and expectations. Therefore, the process of burning out is the realization and reflection of the failure to find meaning and growth in life.

Occupational burnout is associated with increased work experience, increased workload, absenteeism and time missed from work, impaired empathy and cynical attitudes toward clientele, and thoughts of quitting. 105

4.5.2 Employee Rehabilitation

Employee rehabilitation is defined as a tertiary preventive intervention which means the strategies used to alleviate, as well as prevent, burnout symptoms. Such rehabilitation of the working population includes multidisciplinary activities with the intent of maintaining and improving employees’ working ability and ensuring a supply of skilled and capable labour in society.

4.5.3 Insulation from Burnout

Several studies suggest that social-cognitive processes such as commitment to work, self-efficacy, learned resourcefulness, and hope may insulate individuals from experiencing occupational burnout.

105 Blonna R., ‘Coping with stress in a changing world’ Tata McGraw Hill Edition, New Delhi (2000). 108

4.6 STRESS MANAGEMENT IN PAPER INDUSTY

Stress management is the amelioration of stress and especially chronic stress often for the purpose of improving everyday functioning. Stress produces numerous symptoms which vary according to persons, situations, and severity. These can include physical health decline as well as depression.

4.6.1 Transactional model

Richard Lazarus and Susan Folk man suggested in 1984 that stress can be thought of as resulting from an “imbalance between demands and resources” or as occurring when “pressure exceeds one's perceived ability to cope”. Stress management was developed and premised on the idea that stress is not a direct response to a stressor but rather one’s resources and ability to cope with and mediate the stress response and are amenable to change, thus allowing stress to be controllable.

In order to develop an effective stress management programme it is first necessary to identify the factors that are central to a person controlling his/her stress, and to identify the intervention methods which effectively target these factors. Lazarus and Folk man’s interpretation of stress focuses on the transaction between people and their external environment (known as the Transactional Model). The model conceptualizes stress as a result of how a stressor is appraised and how a person appraises his/her resources to cope with the stressor. The model breaks the stressor deficient coping strategies, stress may not necessarily follow the presence of a potential stressor.

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The model proposes that stress can be reduced by helping stressed people change their perceptions of stressors, providing them with strategies to help them cope and improving their confidence in their ability to do so. 106

4.6.2 Health realization health model

The health realization/innate health model of stress is also founded on the idea that stress does not necessarily follow the presence of a potential stressor. Instead of focusing on the individual's appraisal of so-called stressors in relation to his or her own coping skills, the health realization model focuses on the nature of thought, stating that it is ultimately a person's thought processes that determine the response to potentially stressful external circumstances. In this model, stress results from appraising oneself and one's circumstances through a mental filter of insecurity and negativity, whereas a feeling of well-being results from approaching the world with a "quiet mind," "inner wisdom," and "common sense".

This model proposes that helping stressed individuals to understand the nature of thought-especially providing them with the ability to recognize when they are in the grip of insecure thinking, disengage from it, and access natural positive feelings-will reduce their stress.

4.6.3 Measuring stress in paper industry

Levels of stress can be measured. The use of the Holmes and Rahe Stress Scale is be one way to rate stressful life events. Changes in blood pressure and galvanic skin response can also be measured to test stress

106 Cartwright, S., & Cooper, C.L. (1997). Managing Workplace Stress. Thousand Oaks, California: Sage Publications. 110 levels, and changes in stress levels. A digital thermometer can be used to evaluate changes in skin temperature, which can indicate the activation of the fight-or-flight response drawing blood away from the extremities.

4.6.4 Effectiveness of stress management in paper industry

Positive outcomes are observed using a combination of non-drug interventions.

• treatment of anger or hostility,

• autogenic training

• talking therapy (around relationship or existential issues)

• biofeedback

• cognitive therapy for anxiety or clinical depression

Work-life balance is a broad concept including proper prioritizing between "work" (career and ambition) on one hand and "life" (pleasure, leisure, family and spiritual development) on the other.

4.6.5 Work statistics

According to a survey conducted by the National Life Insurance Company, four out of ten employees state that their jobs are "very" or "extremely" stressful. Those in high stress jobs are three times more likely than others to suffer from stress-related medical conditions and are twice as likely to quit. The study states that women, in particular, report stress, related to the conflict between work and family.

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4.7 STRESS AND WORK LIFE BALANCE IN PAPER INDUSTRY

The number of stress-related disability claimed by American employees has doubled according to the Employee Assistance Professionals Association in Arlington, Virginia. Seventy-five to ninety percent of physician visits are related to stress. According to the American Institute of Stress, the cost to industry has been estimated at $200 billion-$300 billion a year.

Steven L. Sauter, Chief of the Applied Psychology and Ergonomics Branch of the National Institute for Occupational Safety and Health in Cincinnati, Ohio, states that recent studies show that "the workplace has become the single greatest source of stress". Michael Feuerstein, Professor of clinical psychology at the Uniformed Services University of the Health Sciences at Bethesda Naval Hospital states, "We're seeing a greater increase in work-related neuroskeletal disorders from a combination of stress and ergonomic stressors".

It is clear that problems caused by stress have become a major concern to both employers and employees. Symptoms of stress are manifested both physiologically and psychologically. Persistent stress can result in cardiovascular disease, sexual health problems, a weaker immune system and frequent headaches, stiff muscles, or backache. It can also result in poor coping skills, irritability, jumpiness, insecurity, exhaustion, and difficulty in concentrating. Stress may also perpetuate or lead to binge eating, smoking, and alcohol consumption.

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According to James Campbell Quick, a professor of organizational behavior at the University of Texas-Arlington, “The average tenure of presidents at land-grant universities in the past ten years has dropped from approximately seven to three-and-a-half years”.

“To get ahead, a seventy-hour work week is the new standard. What little time is left is often divided up among relationships, kids, and sleep.” This increase in work hours over the past two decades means that less time will be spent with family, friends, and community as well as pursuing activities that one enjoys and taking the time to grow personally and spiritually.

Texas Quick, an expert witness at trials of companies who were accused of overworking their employees, states that “when people get worked beyond their capacity, companies pay the price.” Although some employers believe that workers should reduce their own stress by simplifying their lives and making a better effort to care for their health, more experts feel that the chief responsibility for reducing stress should be management.

According to Esther M. Orioli, President of Essi Systems, a stress management consulting firm, “Traditional stress-management programs placed the responsibility of reducing stress on the individual rather than on the organization-where it belongs. No matter how healthy individual employees are when they start out, if they work in a dysfunctional system, they’ll burn out”.

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4.7.1 Responsibilities of the employer

Companies have begun to realize how important the work-life balance is to the productivity and creativity of their employees. Research by Kenexa Research Institute in 2007 shows that those employees who were more favorable toward their organization’s efforts to support work-life balance also indicated a much lower intent to leave the organization.

Employers can offer a range of different programs and initiatives, such as flexible working arrangements in the form of part time, casual and telecommuting work. More proactive employers can provide compulsory leave, strict maximum hours and foster an environment that encourages employees not to continue working after hours.

4.7.2 Changes in Workplace to Reduce Stress

This handout assumes a working knowledge of the relationship between occupational stress and both psychological and physical strain, including cardiovascular disease. It is assured that some of the organizational costs of high stress levels to your workplace and employees have been identified. Another key assumption is that you are interested in a change strategy that includes structural, or organizational change. The approach discussed in this handout views individual approaches as augmenting, not replacing organizational change. Finally, it is assumed that the employee has the opportunity to improve the quality of work in their working organization.

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If these assumptions are correct, health and possibly the productivity of your employees. This handout will detail this process of healthy organizational change. Basically, this handout has two goals: 1. Identifying the major features of healthy organizational change. 2. Developing organizational and individual change strategies.

This handout will not review various theoretical models of change. It is intended to be a concrete and practical guide for healthy organizational change. For a review of theoretical models and references for additional examples, one can refer to Interventions to Reduce Job Strain. A serious organizational change effort has two important levels to it. The first is the content of the change and the second is the process of the change. In common terms, the content of change is what you want to do and the process is how you are going to do it. In practical terms, the process of the change effort is the more crucial aspect. The primary goal of any change process needs to reflect that overarching goal. 107

4.7.3 Real Commitment to Stress Reduction

Probably, the most important step in healthy organizational change is to make a serious and sustained commitment to it. In non-unionized workplaces, this commitment should be made by top management. In unionized workplaces, both top management and union representatives need to be involved. Healthy organizational change takes lot of time. No serious change effort should be initiated with a time frame limited to weeks or a few months. Healthy organizational change includes employee health and

107 Dwivedi R.S. ‘Human Relations and organizational Behaviour’ Macmillan India Ltd., New Delhi (2001). 115 satisfaction as an explicit and independent outcome measure. These outcomes should be the key goals of the change effort, not potential by products.

4.8 OCCUPATIONAL STRESS WORKSHOP

An occupational safety and health training agency in Massachusetts offered a stress reduction workshop to a diverse group of workers. They expected that the workshop would be of utmost interest to human service workers as well as other public sector workers. However, a number of workers from the manufacturing sector also came to the workshop and were active participants. One concrete benefit from the initial workshop was that both the training agency and the manufacturing workers realized the extent to which stress on the job was negatively impacting on the workers' home lives. This led to additional training on coping skills and family dynamics. Workers participating in this second round of training found it to be extremely useful. A serious problem was identified, and employees were motivated to address it during the initial occupational stress workshop. 108

4.8.1 Occupational Stress Committee

A reasonable next step might be the formation of an occupational stress committee. This group could meet on an ongoing basis and formulate a strategy for improving the work environment in your organization. This group should have a unique identity and focus. Group membership should include both labor and management. If employees are represented by a union

108 Epstein Robert, ‘the Big Book of stress relief Games: Quick fun. McGraw-Hill Professional, New Delhi (2000).

116 or bargaining unit, they should be included in the committee. Potential conflicts with the collective bargaining process need to be avoided. If no bargaining unit exists, then a representative group of employees and administrators should attend the meetings. Since this committee is examining issues of the work environment, everyone involved in that work environment including clerical, support and maintenance staff should be involved.

Employees from various departments, divisions, shifts, and work groups should be included. Management representatives should include persons with real authority in the organization. It is also essential that employee representatives should be protected from discrimination for their participation in the committee. The committee should be provided with adequate resources to make a serious and sustained effort. These resources might include access to relevant consultants, training materials, relevant records, and release time.

Social scientists have written many volumes on what good group process is, but here are a few, Brief common sense guidelines to start with:

Every member of the group should be valued and have a chance to speak. There should be no negative consequences to opinions expressed in the meetings. The groups should be given a clear mandate and the authority to make specific recommendations. This includes a clear understanding of what issues they may not address because of collective bargaining restraints. (As one example, discussing salary levels and job

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categories would not be allowed outside of a collective bargaining process). Meetings should have a clear starting and ending time. Participants should understand that their time is valuable. The chairperson of the committee should be rotated between management and employees. The committee needs to be distinguished from other ongoing committees. This is not a training committee, or a productivity committee. This is an occupational stress committee and reducing stress levels and enhancing coping strategies should be its focus.

4.8.2 STRESS MANAGEMENT IN WORK PLACE

The key point here is to increase real control and participation; not the illusion of control. Possible workplace strategies. Using staff meetings more effectively to encourage participation and input.

A state law had been passed in California, insisting the requirement of more frequent staff meeting in hospitals. In one hospital, an organizational psychologist is appointed to work with employees and management to measure the effects of participation in decision-making on job stress, job satisfaction, absenteeism and turnover. Units where the intervention was carried out, reported greater influence, less role conflict and ambiguity, less emotional strain, and greater job satisfaction, at 3-month and 6-month follow-up.

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4.8.3 Develop autonomous work groups

Blue-Collar employees in a British confectionary company reported low scores on three job characteristics (autonomy, task identity and feedback), low work motivation, low job satisfaction and high levels of emotional distress. Increases in group autonomy were attempted by shifting responsibility and control to work teams and away from the supervisor. Teams had control over the work place, organization of rest breaks, and allocation of overtime and assignments. Six months and 18-month follow up revealed the reduced emotional distress and lasting increases in autonomy.

4.8.4 Increasing the Skill Levels of Employees

Healthy work is skillful work. It allows for the ongoing development of new skills and the opportunity to use them. There has been a great deal of discussion at the national level concerning to the importance of high skill, high wage work in increasing the productivity of U.S. companies. Unfortunately, many of the jobs being added to the economy are extremely low skill ones.

4.8.5 Increased skill based training.

A public sector child welfare agency initiated a competency based training program that targeted core practice skills. The trainings were designed to improve the professional skills of the staff in handling difficult client situations. Participants in the training showed a significant decrease in psychological strain symptoms compared with a control group. Skill

119 development from this perspective should benefit the employee as well as the organization.

1) Use of career ladders to reward skill development. 2) Use of job rotation to expand skills. 3) Use of job redesign to increase range of skill needed. 4) Healthy use of computers for skill development.

An intervention designed to improve the case practice skills of child protective workers utilized interactive, multimedia computer-based training to both provide information, and to encourage further development of computer skills. This project also had extensive input from the staff regarding the design and implementation of software utilized by the agency.

4.8.6 Increasing Levels of Social Support

Key components to social support in the workplace are supervisory support and coworker support. Possible workplace strategies: The supervisory approach emphasizes positive feedback, employee growth and development, open lines of communication, and strong levels of support.

1) Training in conflict resolution and team building. 2) Appropriate use of staff retreats.

4.8.7 Changes that Improve Physical Working Conditions

There is extensive evidence that poor physical working conditions contribute not only to physical hazards, but also stress levels as well. Possible workplace strategies:

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1) Improving indoor air quality. 2) Reducing levels of physical hazards such as noise, toxins, chemicals, etc. 3) Job redesign to reduce incidence of repetitive strain injuries (that is, reducing repetitive work, awkward work postures and/or heavy lifting.

4.9 HEALTHY PRACTICES

More and more of our working time is spent in front of machines. It can also increase stress levels if the machine work is poorly designed. Cumulative trauma disorders can be a particular physical hazard of increased machine use.

Good ergonomics is a key to healthy machine use. State health departments usually have someone who is an expert in this area. They can help you with proper equipment, lighting and pace of work issues. They can also help you reduce the risk of repetitive strain injuries among the staff. 109

4.9.1 Staff involvement in choosing new equipment:

This is a common sense strategy that is often overlooked. This can have payoffs for both job satisfaction and productivity.

A large state human service agency was planning to buy new machine work stations for its 3000 employees. This represented a tremendous expenditure for the agency. Instead of making a unilateral decision, they put three different work stations in one office and left them there for two months. At the end of that time, they asked the staffs which work station

109 Gardner, H. (1993). Frames of Mind: The Theory of Multiple Intelligences. New York: Basic Books. 121 they preferred, and the overwhelming favorite turned out to be the least expensive, and was purchased state wide.

For lots of us, the job we do is often one of the largest causes of stress in our lives - this is known as ‘Job Related Stress’ or ‘occupational stress’. Being unable to cope with the day to day needs of the employees, job can easily lead to acute stress levels building up. Equally (and maybe surprisingly) identifying the causes of employees stress is the first and foremost important step in self stress management. Without identifying where the stress in employees’ life is stemming from, the industry never is able to take the proper steps to control it. So, read through this list of possible causes of occupational stress.

4.9.2 PRESENT CONDITIONS OF EMPLOYEE WORKING:

Technology was supposed to shorten our working week and give us more leisure time, but the reverse seems to be happening. We’re all working longer hours and spending less time on family and leisure activities. Rapid changes in your working environment and working practices often lead to increased job-related stress levels. Many people in many different types of jobs and occupations are finding themselves struggling to keep up with the pace of change of modern technology.

Now-a-days, workers often feel that they are a part of the machine, rather than individuals. More people than ever before work alone or in isolation from their colleagues.

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4.9.3 Shift Work

This is a prime source of occupational stress. It upsets your normal body clock and can interrupt the employees sleep patterns - this in turn will make you tired, irritable and eventually lead to stress.

4.9.4 Deadlines

Jobs with constant deadlines are another potential source of occupational stress. Time pressures and urgent deadlines always lead to job stress. This effect is doubled if the employees are prone to setting yourself unrealistic goals and deadlines.

4.9.5 Longer Working Hours

If the employees work too many hours in a week, he/she become unproductive and tired and stress set in. Not getting enough proper sleep is a major cause of stress; a good night’s sleep is essential. Managing time at work efficiently is one of the most important parts of controlling job related stress. Try not to work long hours and ask whether flexible working hours are available.

4.9.6 Commuting to Work

We tend to work farther away from home and to travel too much. It leads to stress in congested roads and railways. This also greatly extends to working day, lessening the time available for non work activities. Commuting is often one of the most stressful parts of the working day, causing employee to arrive at work with the wrong frame of mind and

123 stopping you from concentrating properly. If the daily commute to work is a main cause of the employees’ job related stress, then try to do something practical about the problem, this may not be easy to achieve.

4.9.7 Working Conditions

Working in unhealthy conditions will contribute to increased stress levels. Noisy or overly hot, cramped or cluttered, excessively busy places or air conditioned windowless offices - all contribute to occupational stress.

4.9.8 Interest on job

Working in a job just for the money, this leads to a lack of self value and lack of fulfillment. Most people failed to realize how stressful this can be and they underestimate the long term effects on their health.

4.9.9 Work Colleagues

Working with people that one does not like and does not get on with' can be a huge source of job related stress. Spending many hours each day with people may be very bad for the employees. It may affect their health over long run as they may get angry or resentful frequently.

4.9.10 Job Security

Gone are the days of a 'job for life'. The threat of losing a job makes life generally very stressful. Worker also put up with more hassles just to keep a job. Changing occupations is far more common now days - this can be one of the most stressful times in a person’s life.

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4.9.11 Being a Boss

All very stressful. Being in charge of people is often one of the most stressful types of jobs. Whatever the main reasons for the stress in employees working life, the first step in effective stress management is to identify the main causes. After that, the thing would be to find practical, workable solutions to lower long term dangerous stress.

4.10 TECHNIQUES OF MANAGING STRESS

There are several ways of coping with stress. Some techniques of time management may help a person to control stress. In the face of high demands, effective stress management involves learning to set limits and to say “No” to some demands that others make. The following techniques have been recently dubbed “Destressitizers” by The Journal of the Canadian Medical Association. A destressitizer is any process by which an individual can relieve stress. Techniques of stress management will vary according to the theoretical paradigm adhered to, but may include some of the following:

• Autogenic training

• Cognitive therapy

• Conflict resolution

• Exercise

• Getting a hobby

• Meditation

• Relaxation techniques

• Artistic Expression

• Spas

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• Spending time in nature

• Stress balls

• Natural medicine

• Time management

• Listening to certain types of relaxing music, particularly: o New Age music o Classical music o Psychedelic music o Sleep Music. a). Autogenic Training :

Autogenic Training has been developed by Dr. Schultz who published the first book on the subject in 1932. Dr. Schultz recognized that during hypnosis the subject experiences various feelings such as warmth and heaviness. He went on to teach practices to self induce these feelings and, consequently, hypnotic states. From this, self induction practice is named as, Autogenic Training. Auto-genic means self created. Autogenic Training has more in common with Yoga. b). Cognitive therapy

Cognitive therapy helps the patient to overcome difficulties by identifying and changing dysfunctional thinking, behavior, and emotional responses. This involves helping patients to develop skills for modifying beliefs, identifying distorted thinking, relating to others in different ways, and changing behaviors

126 c). Conflict resolution

Conflict resolution is a wide range of methods of addressing sources of conflict - whether at the inter-personal level or between states - and of finding means of resolving a given conflict or of continuing it in less destructive forms than, say, armed conflict. Processes of conflict resolution generally include negotiation, mediation, diplomacy and creative peace building. The term "conflict resolution" is sometimes used interchangeably with the terms ‘dispute resolution’ or ‘alternative dispute resolution’. d). Exercise

Exercise increases overall health and sense of well-being, which puts more pep in step every day. But, exercise also has some direct stress-busting benefits.

It pumps up endorphins. Physical activity helps to bump up the production of one brain's feel-good neurotransmitters, called endorphins. Although this function is often referred to as a runner's high, a rousing game of tennis or a nature hike also can contribute to this same feeling.

It's meditation in motion. After a fast-paced game of racquetball or several laps in the pool, he / she shall often find that they have forgotten the day's irritations and concentrated only on their body's movements. As they begin to shed their daily tensions through movement and physical activity, they may find that this focus on a single task, and the resulting energy and optimism, can help them remain calm and clear in everything that they do.

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It improves mood. Regular exercise can increase self-confidence and lower the symptoms associated with mild depression and anxiety. Exercise also can improve one’s sleep, which is often disrupted by stress, depression and anxiety. All this can ease their stress levels and give them a sense of command over their body and life. e). Getting a hobby

With today's stressful lifestyles, it's important to have time that takes to do something just for the fun of it. While there are many great hobbies to choose from. Here is a list of hobbies that are particularly useful in relieving stress. Some of the major hobbies are gardening, Explore Photography, Scrapbooking, Maintain a Saltwater Aquarium, Puzzles, Drawing, Painting, knitting, Playing The Piano and writing. Learn about the benefits of each, and find resources to get started on a new great hobby for stress relief. f). Meditation

Meditation is a group of mental training techniques. One can use meditation to improve not only mental health and capacities, but also the physical health. Some of these techniques are very simple, so one can learn from a book or an article; and others may require guidance from a qualified meditation teacher. Meditation may sometimes give problems for people suffering from mental diseases, epilepsy, serious heart problems or neurological diseases. On the other hand, meditation is helpful for the treatment of these ailments.

128 g). Relaxation Techniques

Relaxation is a skill. With frequent practice, he/she will improve these kills to control employees’ emotions and improve their physical well being. These techniques can be practiced either day or night to assist the employees to relax and feel in control. It is really important to practice regularly.

Slow Breathing Technique: This is useful for the employees start to over breath and when they are feeling the first signs of anxiety or stress.

Muscle Relaxation Technique: This technique involves the employees using their slow breathing technique in conjunction with muscle relaxation. This can be practiced any time. The more you practice the easier it will be to achieve total relaxation and also the duration of feeling relaxed and being stress free will last longer. h). Artistic Expression

Expressing oneself through the arts can be a natural stress buster. The arts include visual arts, playing or creating musical arrangements, creative writing or poetry, as well as different forms of dance. He / she does not need to be a professional artist in any of these arts. i). SPAS

It's a steam bath, followed by a great massage, which is a great way to relieve stress. Stress is one of the major causes of diseases like cancer and many other sicknesses. It has been proven that the benefits of this experience are very effective in reducing stress.

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j). Spending time in nature

Spending time in nature reduces anxiety. It calms minds, soothes soul, and lifts spirits. Just looking at the colour green can give us health benefits. If he / she are feeling sad, fearful, or anxious, perhaps they just need to get outside and interact with Mother Nature a bit. Just a few minutes can do wonders. If they are not able to get outside, there are still ways to incorporate nature and the outdoors into their day. k). Stress balls

A stress ball is a malleable toy, usually not more than 7 cm in diameter. It is squeezed in the hand and manipulated by the fingers, ostensibly to either relieve stress and muscle tension or to exercise the muscles of the hand. Stress balls are being used by many people for stress relief. l). Natural medicine

Naturopathy or Natural Medicine is a form of alternative medicine based on a belief in vitalism, which posits that a special energy called vital energy or vital force guides bodily processes such as metabolism, reproduction, growth, and adaptation. some of the herbals can reduce stress, support emotional wellness and health, lessen common feelings of the blues, support the nervous system, support a healthy motivated attitude, support a positive mental attitude, address common menstrual moodiness, maintain a well-adjusted outlook and positive temperament, support healthy sleep patterns and a healthy balanced appetite and etc.

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J). Time management

Time management is essential if one is to handle a heavy workload without excessive stress. By using time management skills effectively, they can reduce work stress by being more in control of their time, and by being more productive. This ensures that they have time to relax outside work.

Effective time management will help a person to get more done each day. It has important health benefits too. By managing time more wisely, they can minimize stress and improve their quality of life.

4.11 STRESS AFFECTS THE BRAIN AND EMPLOYEE PERFORMANCE

To appreciate truly how seriously stress affects employee safety, it’s helpful to understand how stress affects the human brain. The bottom line is this: stress interferes with brain functioning because our brain’s ability to function is directly related to our emotional state. When we’re in appositive emotional state, our brain works best, enabling us to perform at our best. When we’re in a negative emotional state, such as feeling nervous, angry, depressed, or stressed out in any way, our brain works less effectively. This process was labeled ‘Downshifting’ by Dr. Leslie Hart, an educator who studied employees performance under varying emotional states. Dr. Hart’s interest in how stress affects the brain arose from his observation that employees’ ability to think and learn decreased as their stress level increased. Just as a car’s speed and performance decrease if the driver downshifts from high gear to low gear, the brain’s performance decreases when it downshifts. Dr. Hart’s research, along with a great deal of other

131 scientific research, shows that when people downshift, their intellectual, psychological, and behavioural responses deteriorate. Because downshifting plays such an important role in how stress affects employee performance and vulnerability to accidents and injuries. It’s important to understand how it gets acted out in the workplace. To make sense of this concept, we will break downshifting down into its component parts and give descriptions and examples of each.

4.11.1 Intellectual Downshifting

When we downshift intellectually, our thinking becomes less creative, our problem-solving ability diminishes, and our overall ability to process information deteriorates. One symptom of intellectual downshifting is the “deer in the headlights” when they experience information overload. In this overloaded state, their ability to think literally shuts down. A common example of the combination of high stress and information overload leading to intellectual downshifting is the dreaded computer crash, followed by the even more dreaded call to a tech support hotline. In this stressed state, we have great difficulty understanding directions and processing information. If we’re peppered with questions, and those questions include terms and jargon we know nothing about, our brain will likely shut down. In this downshifted state, nothing the other person says registers; it’s almost like they are speaking a foreign language. Another example of intellectual downshifting is when we are nervous and blurt out we ask a nonsensical question. Yet another example of the information overload aspect of downshifting is when you’re driving with the radio. Many people will shut off the radio at this point or ask their passengers to stop talking. So, they can focus their attention on their driving. In this overloaded, stressed-out state, their brain

132 can’t handle all the information coming in and perform its job effectively. Intellectual downshifting can cause serious safety problems. If an employee isn’t thinking clearly or sharply, they are likely to make poor decisions, including those involving taking appropriate safety precautions. In such an overloaded, downshifted state, they are less likely to think clearly about potential consequences or dangers.

4.11.2 Psychological Downshifting

Not only does a person’s emotional state affect their intellectual functioning, it also affects their psychological functioning. When we downshift psychologically, we become immature. We’ve all seen that adults have temper tantrums or behave in childish ways, when they were stressed out. Other examples of psychological downshifting are throwing or slamming things around, becoming defensive, acting rebelliously, and interacting with people in childish ways such as mocking, mimicking, and pouting. Sometimes a whole workforce can be psychologically downshifted if the organization has a negative emotional climate of fear or resentment. One of the most common causes of such a situation is managers who are disrespectful and/or over controlling. When they act in this way, their workers tend to act more like rebellious teenagers than adults. This creates many problems for the company. Psychologically downshifted employees are harder to manage. They don’t perform well. They are more likely to have accidents and injuries. Psychologically downshifted employees are at higher risk of accidents and injuries because, being in an adolescent mind- set, they are less likely to listen to safety precautions. They are also likely to do the opposite of what they are told, to prove that no one can tell them what to do just like teenagers do.

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4.11.3 Behavioural Downshifting

When we downshift behaviorally, we become rigid and inflexible in our responses to problems and challenges. We also become more awkward and clumsy in our movements. One common example of increased behavioral rigidity due to downshifting occurs when we’re running late and can’t find our car keys. In this frantic, stressed-out state, we often look for our car keys several times in the same location. We might reach into our pockets or peek under the same pile of papers several times, as if our keys will materialize on the next attempt. When we downshift, we tend to repeat behaviors, even though they are not working. This makes workers more apt to break equipment, because they are more likely to continue to try to force a piece of equipment to move a certain way or do something it wasn’t made to do. Rather than switching gears and doing something else, the downshifted worker is likely to continue trying to make the piece of equipment do what he wants it to do by using more force. The increased behavioral rigidity caused by downshifting also increases the chances that employees will continue to engage in behaviors that will injure them. The downshifted employee is less likely to stop engaging in a physical activity that is causing them pain and start doing something else or seek help. Instead, they will likely doggedly continue the activity, despite harmful signals. Physical downshifting also increases one’s risk of injury because it makes people more clumsy. When people are feeling rushed or pressured, they are more prone to bang into things. When nervous, people are more liable to drop or fumble objects. One way to understand how downshifting causes these problems is to think of stress as overloading the brain’s circuits. Because the brain is so busy processing whatever is causing the person stress, it doesn’t

134 have that processing power available to deal with all the information required to produce effective hand and eye coordination or graceful body movements. Thus, if a person is stressed out and their brain circuits overloaded, they become clumsy and awkward in their movements, making them vulnerable to accidents and injuries.

4.11.4 Other Consequences of Downshifting

Downshifting impact on employee performance and the bottom line goes far beyond its impact on safety. Without going into detail, the following list indicates how costly a problem downshifting is in terms of its overall effects and influences on other than safety-related issues.

When people downshift, they are more likely to become:

• fearful of, and resistant to, change • over reactive to minor hassles, inconveniences, and frustrations • immature • aggressive • defensive and paranoid • territorial • distrustful of anybody who is different from themselves- seeing the world in an “us versus them” way • “control freaks” • “power hungry” • simplistic in their thinking • self-centered, interpersonally dense, and unable to empathize with others 135

The preceding list of characteristics is obviously not a formula for the ideal employee. Unfortunately, many organizations have some - if not the majority- of their employees who display these characteristics. Because their employees are stressed out and downshifted, the company gets the worst out of them, rather than the best. When people become stressed, their brain downshifts. When in a downshifted state, their ability to function intellectually, psychologically, and behaviorally is all compromised. This makes them more vulnerable to accidents and injuries. Downshifting also causes a large number of other undesirable qualities and behaviors that lead to performance problems.

4.12 CONCLUSION

Most organisations have realised that living ethical would be of no good industrial practice but would pay in the long run. An organization that would be interested in growth and profits must establish relationship with the employees based on trust. Improvement of the employer – employee relationship would be vital for both parties giving to several reasons. First the productivity of employees would increase, when employees treated humanely rather than mechanically. Second, the employees could feel that increased ethical power on their part actually resulted in higher compensations. Third even if there was no material gain ethically, appropriate behaviors are provided on intrinsic sense of self satisfaction. Therefore, it would be advantageous for every organization to maintain high ethical standard to provide stress free work and to view impartially the organization and its employees.

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CHAPTER – V

DATA ANALYSIS AND INTERPRETATION

5.1 INTRODUCTION

The relationship between man and occupation has always been attracted the attention of the researchers, scientists and novalties. A major part of man’s life would be spent in work. Work not only provides status to an individual but also bound him to the society. By working on a job men could gravity many of their needs, but not financial needs alone. If men worked for money alone, there would be no way of explaining the fact that some men who had plenty of money still continued work. Work in this regard would be a potent some of need gratification of all types such as physical, security, Social and ego needs (Pestonjee 1991, p.70). People do work because getting on the job would enable them to achieve whatever they wanted to achieve off the fob. The job would remain the means to achieve the desired needs.

The word occupation would refer to a specific task, where as occupational satisfaction derived from being engaged in work to in any pursuit of a higher order. If would be essentially related to human needs and their fulfilment through work. It would be generated by the individual’s perception of how well his occupational satisfaction his various needs. Occupational dissatisfaction would be the pleasurable conditional state resulting from the appraisal of one’s occupation as achieving facilitating

137 the achievement of one’s occupational values. Occupational dissatisfaction would be the un pleasurable emotional state resulting from the appraisal of one’s occupation as frustrating or blocking the attainment of one’s occupational values or as blocking the attainment of one’s occupational values or as entailing disvalues. Occupational satisfaction and dissatisfaction would remain the function of the perceived relationship between what are want from one’s occupation and what one’s perceived it as offering or entailing. Therefore occupational happiness would be regarded as an important factor in positive behaviour like productive efficiency, employee on male, mental health of a worker and the relationship between employer and employee and also in negative job behaviour like accidents, absenteeism and turn over.

Therefore the chapter explained the result of analyse of employee perception an occupation and occupation stress. The analysis made under the heads viz, (1) analysis perception above occupation on the basis of democratic factors and (2) on the basis of democratic factor we analyse the stress of the employees in paper industry

5.2 OCCUPATIONAL PERCEPTION OF THE EMPLOYEE

The study of occupational perception and satisfaction became popular with the famous how throne studies in 1930’s. Historically speaking, interest in occupational satisfaction starts when the central condition of modern organization appeared about 175 years ago (Davis keith: 1961, pp 176-193)

In early preliterate days, work has been man’s total way of life of was not separated from other spheres of life. The incentive for work was

138 immediate satisfaction of need. But as society changed magic and aesthetic considerations were stripped off from work. Even when it formed the most important activity of man in ancient days, manual work was thought to be avoided by elites. For better or worse the modern employees have to spend many of their working hours at work. In addition to working in assigned tasks, they would typically interact with other persons (supervisor, fellow employees) and would get exposed to organizational policies and practices. All these in turn would influence employees, feelings about their job; and organization that employed them. These feelings would broadly labelled as job attitudes.

An occupation would become satisfying when there was a match between the expectation of the occupation and the needs of the employee or individual. When an employee was expected to perform well on a particular occupation, he, in term would also expect that the management or organization should full fill his expectations various occupational factors such as promotion, transfer, salary and benefit.

According to Peling (1990, p.143) the best predictor of occupational stress would be when the employees personal values matched with the occupational factors. Wild and Dawsan (1972, p.150) examined that the influence of certain biological variables like age marital status and length of service on the relationship between specific job attitude and over all occupational satisfaction. The results indicated that age and marital status had significant impact on the relationship of specific occupational attitude to over all occupational perception. Length of service also appeared as a significant variable. Therefore in order to find out the level of perception of

139 employees, the following analyses were taken place. Therefore level of perception of employees towards their occupation are analyzed by using chi- square test,

Chi-square association test is a non parametric test useful to establish an associated between to categorical variables. The frequency dumping in each cell of the cross tabs of heterogeneous groups and also the nature of cases in that particular cell. It also exhibits linear by linear relationship, and crammer’s phi statistics to study the relationship.

5.2.1 AGE AND LEVEL OF PERCEPTION TOWARDS JOB

Age has been an important demographical variable and it net only determined individual’s physical and mental attitude but also deputed his or her like experience. It determined whether one was economically active or dependent upon others. It decided the active participation of the individual in the attains of the organization (Ravichandran and Revathibala; 2008, p.109). Age has also been an important consideration in determining a man’s promotion of his failure to receive it. In terms of HRM dimensions and Hantman (2000, p .5) found that age influenced employees attitudes towards affirmative action.

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TABLE NO. 5.2.1 AGE AND LEVEL OF PERCEPTION TOWARDS JOB

Age No. of Percen- Range S.No Average S.D (in years) Respondents tage Min Max 1 Below 20 52 5.2 59.3 46 77 5.8 2 21 to 25 102 10.2 61.8 45 84 6.9 3 26 to 30 140 14.0 62.2 46 83 7.5 4 31 to 35 203 20.3 60.7 45 88 6.2 5 36 & above 503 50.3 60.2 33 86 6.6 Total 1000 100.0 Source : Primary Data

It is inferred from the above table 5.2.1 that the level of perception towards job the respondents were ranged between 46 and 77 with an average of 59.3 among below 20 years of age group age group between 21-25 years were ranged from 45 and a maximum of 84 with an average of 61.8.

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CHART NO. 5.2.1 5.2.1 CHARTNO. AGE OF THE RESPONDENTS AGETHE OF

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The age of the respondents from 26-30 years were ranged between a minimum of 46 and the maximum range of 83 with an average of 62.2. But the respondents who are the above the age of36 years were ranged between 33 and 86 with an average of 60.2. From the above analysis it is formed that the maximum level of perceptions towards the job were placed among the age group of 36 and above.

Null Hypothesis (H 0): There is no significant relationship between age and level of perception towards job.

Alternative Hypothesis (H 1): There is significant relationship between age and level of perception towards job.

Two -way table

With a view to find out the degree of association between the age of the respondents and their level of perception towards job, a two-way table was constructed as shown in Table No.5.2.2.

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TABLE NO. 5.2.2 AGE AND LEVEL OF PERCEPTION TOWARDS JOB (TWO-WAY TABLE) Level of Perception towards job S.No. Age Total Low Medium High 14 28 10 52 1 Below 20 (26.9) (53.8) (19.2) (100) 17 56 29 102 2 21 to 25 (16.7) (54.9) (28.4) (100) 23 61 56 140 3 26 to 30 (16.4) (43.6) (40.0) (100) 39 117 47 203 4 31 to 35 (19.2) (57.6) (23.2) (100) 127 253 123 503 5 Above 35 (25.2) (50.3) (24.5) (100) Total 220 515 265 1000 Source: Primary data Note : Figures in Parenthesis are percentage

It was observed that 26.5 percentage of employees in all the age group where in high level perception. Highest percentage (51.5) of the employees in medium level, and 22 percentage if employee’s perception level towards the job is low.

Chi – square test

In order to find out the relationship between the age of the respondents and their level of perception towards job, a chi-square test was employed and the result of the test is shown in the following table no.5.2.3.

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TABLE NO. 5.2.3 AGE AND LEVEL OF PERCEPTION TOWARDS JOB (CHI-SQUARE TEST) Calculated Factor Table Value D.F Remarks χχχ2 Value Significant at Age 23.078 15.507 8 5percentage level

The result of chi-square test indicated that there was significant relationship between the age of the employees and their level of perception

5.2.2 GENDER AND LEVEL OF PERCEPTION TOWARDS JOB

Once the significant universally accepted criteria of development has been gender. There has been a clear distinction made in development literature between sex and gender. Sex related to the biological differences between male and female. Whereas gender related to the role assigned to male and female in the society. Thus gender has been a social economic variable involving rules, responsibilities, constraints, opportunities and the needs of the females in an economy Sharma: (1988.p.126). Where HRM policies and practices hence been formed to promote equality in the work place, such as, equal employment opportunities (EEO), research finding demonstrated that women were more likely than men to hold favourable attitude towards them. Kenmard and lrincehan : (1995,p.409). However, a commitment to equity and fairness in employment would not remain limited to an overall EEO policy. It should also be reflected in impartial recruitment and selection practices and the impartial provision of training and

145 development opportunities to all employees including women (the Hindu 2007 p-5 ). Thus, three areas of HRM viz., training and development, EEO, Recruitment and selection have been perceived as more important them men (Kerton and Grecrce : 2000, p.37). Therefore the details of gender and level of perception depicted in table 5.2.4.

TABLE NO. 5.2.4 GENDER AND LEVEL OF PERCEPTION TOWARDS JOB Ave Range S. No. of Percent Gender Rag S.D No. Respondents age e Min Max 1 Male 936 93.6 60.7 33 88 6.8 2 Female 64 6.4 60.2 52 84 6.0 Total 1000 100.0 Source: Primary data

It is inferred from the above table that the level of perception towards job of the male respondents ranged between 33 and 88 with an average of 60.7 and the level of perception of the female respondents were ranged between 52 and 84 with an average of 60.2. From the above analysis it is concluded that the maximum level of perception towards job perceived by the male respondents were more than female respondents.

Null Hypothesis (H 0): There is no significant relationship between gender and level of perception towards job.

Alternative Hypothesis (H 1): There is significant relationship between gender and level of perception towards job.

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CHART NO. 5.2.2 5.2.2 CHARTNO. GENDER OF THE RESPONDENTS THEGENDER OF

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Two – way table

With a view to find the degree of association between gender of the respondents and their level of perception towards job, a two-way table was prepared and is exhibited in table no.5.2.5.

TABLE NO. 5.2.5 GENDER AND LEVEL OF PERCEPTION TOWARDS JOB (TWO-WAY TABLE)

S. Level of Perception towards job Gender Total No. Low Medium High 20 4 481 251 1 Male 936 (21.8) (51.4) (26.8) 16 34 14 2 Female 64 (25.0) (53.1) (21.9) Total 220 515 265 1000 Source : As in table 5.2.4 Note : Figures in Parenthesis are percentage

In the total sample interviewed, majority of (51.4 percent) male employees and the female employees (53.1 percent) were in the medium level of perception 21.8 percentage of the male employees were in the low perception only 21.9 percentage of the female employees were highly perceived with their occupation.

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TABLE NO. 5.2.6 GENDER AND LEVEL OF PERCEPTION TOWARDS JOB (CHI-SQUARE TEST) Calculated Factor Table Value D.F Remarks χχχ2 Value Not Gender 0.867 5.991 2 Significant

The result of chi square test indicated that there was no significant relationship found between gender and their level of perception on job.

5.2.3 MARITAL STATUS AND LEVEL OF PERCEPTION TOWARDS JOB

In Indian society marriage has been supported to be a religious obligation. In the social context, it has been the prelude to family formulation, expansion or even bifurcations. After marriage there would be transitions in the status of men and women with attendant rights and obligations. Marital status related of measuring the level of occupational happiness as indicated by (bowenet.al; 1994). He formed that the married employees were more satisfied with their jobs than those who were single (Fetsch and Kennington; 1997) also found a relationship between marital status and job satisfaction levels. They fund both divorced and marred employees to be more perceived with their jobs them employees who were never married. Marriage has been an important event in life it would influence the style of living and also the attitude, disposition and commitment towards work.

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TABLE NO. 5.2.7 MARITAL STATUS AND LEVEL OF PERCEPTION TOWARDS JOB

S. No. of Ave Range Marital Status percentage S.D No. Respondents Rage Min Max 1 Married 793 79.3 60.6 33 88 6.7 2 Unmarried 129 12.9 62.5 50 84 7.0 3. Widow 48 4.8 57.7 45 68 4.2 4. Widower 30 3.0 59.7 52 75 5.9 Total 1000 100.0 Source : Primary Data

The above table reveals that the levels of perceptions towards job of the married respondents were ranged from a minimum of 33 and the maximum of 88 with an average of 60.6. But the levels of perception between unmarried respondents were ranged between the minimum of 50 and with the maximum range of 84 with an average of 62.5. The level of perception among widows and widowers were ranged from 45, 52 and the maximum of 68, 75 with an average of 57.7 and 59.7 respectively. From the analysis it is concluded that the married respondents were perceived maximum level of perception compare with the other respondents

Null Hypothesis (H 0): There is no significant relationship between marital status and level of perception towards job.

Alternative Hypothesis (H 1): There is significant relationship between marital status and level of perception towards job.

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CHART NO. 5.2.3 5.2.3 CHARTNO. MARITAL STATUS OF THE RESPONDENTS THERESPONDENTS OF MARITALSTATUS

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Two – way table

With a view to find the degree of association between marital status of the respondents and their level of perception towards job, a two-way table was prepared and is exhibited in table no.5.2.8.

TABLE NO. 5.2.8 MARITAL STATUS AND LEVEL OF PERCEPTION TOWARDS JOB (TWO-WAY TABLE)

S. Level of Perception towards job Marital Status Total No. Low Medium High 178 406 209 793 1 Married (22.4) (51.2) (26.4) (100) 18 67 44 129 2 Unmarried (14.0) (51.9) (34.1) (100) 15 27 6 48 3. Widow (31.3) (56.3) (12.5) (100) 9 15 6 30 4. Widower (30.0) (50.0) (20.0) (100) Total 220 515 265 1000 Source: As in table 5.2.7 Note : Figures in Parenthesis are percentage

It was inferred that 14 percentage unmarried employees, 22.4 percentage of married employees are having low level perception except widow employees all others having medium level of perception, and 34 percentage of unmarried employees are having high of perception towards their job.

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Chi – square test

In order to find the relationship between the marital status of the respondents and their level of perception towards job, a chi-square test was employed and the result of the test is shown in the following table no. 5.2.9.

TABLE NO.5.2.9 MARITAL STATUS AND LEVEL OF PERCEPTION TOWARDS JOB (CHI-SQUARE TEST) Calculated Level of Factor Table Value D.F χχχ2 Value significance Marital Significant at 5 13.703 12.592 6 Status percentage level

It is identified from the above table that the calculated chi-square value is greater than the table value and the result is significant at 5 percentage level. Hence, the hypothesis, “Marital status of the respondent and their level of perception towards job are not associated”, does not hold good. The result of chi-square test indicated that there was significant association between marital status and their level of perception on job.

5.2.4 EDUCATIONAL QUALIFICATION AND LEVEL OF PERCEPTION TOWARDS JOB

Education would not only widen the knowledge but also help person to make use of rational and sequential approach to solve problems. Educational has positive impact on survival life, quality of life and the other career development and vice-verse on illiteracy and inadequate skills in job workers would like their occupation when their interest and abilities are commensurate with occupational demands many students have painted art

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that the level of education was significantly related to job satisfaction (Sharma: 1980, p.85; Anand and schal : 1981, p.11).

The details of educational qualification and the level of perception on their job is depicted in table 5.2.10.

TABLE NO. 5.2.10 EDUCATIONAL QUALIFICATION AND LEVEL OF PERCEPTION TOWARDS JOB

S. Educational No. of perce Ave Range S.D No. Qualification Respondents ntage rage Min Max 1 School education 168 16.8 62.4 44 85 6.9 2 ITI holders 257 25.7 60.0 49 88 6.4 3 Diploma holders 193 19.3 61.0 47 84 7.1 4 Graduates 194 19.4 60.7 33 84 7.4 5 Post Graduates 188 18.8 59.8 46 80 5.5 Total 1000 100.0 Source : Primary Data

It is evident from the above table 5.2.10 that the levels of perception towards job of the respondents were ranged between 44 and 85 with an average of 62.4. And the levels of perception among ITI holders were ranged between 49 and 88 with an average of 60.0. The level of perception among graduates ranged between 33 and 84 with an average of 60.7. On the other hand the perception among post graduates ranged between 46 and 80 with an average of 59.8. From their analysis, it is identified that there was maximum level of perception towards job.

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CHART NO. 5.2.4 5.2.4 CHARTNO. EDUCATIONAL QUALIFICATION OF THERESPONDENTS OF QUALIFICATION EDUCATIONAL

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Null Hypothesis (H 0): There is no significant relationship between educational qualification and level of perception towards job.

Alternative Hypothesis (H 1): There is significant relationship between educational qualification and level of perception towards job.

Two way table

With a view to find the degree of association between educational qualification of the respondents and their level of perception towards job, a two-way table was prepared and is exhibited in table no. 5.2.11.

TABLE NO. 5.2.11 EDUCATIONAL QUALIFICATION AND LEVEL OF PERCEPTION TOWARDS JOB (TWO-WAY TABLE) Level of Perception Educational S.No. towards job Total Qualification Low Medium High 26 87 55 168 1 School education (15.5) (51.8) (32.7) (100) 62 137 58 257 2 ITI holders (24.1) (53.3) (22.6) (100) 51 79 63 193 3. Diploma holders (26.4) (40.9) (32.6) (100) 45 100 49 194 4. Graduate (23.2) (51.5) (25.3) (100) 36 112 40 188 5. Post Graduate (19.1) (59.6) (21.3) (100) Total 220 515 265 1000 Source: As in table 5.2.10 Note : Figures in Parenthesis are percentage

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It was found that 26 employees of school level education are having low level perception. 100 employees having graduate qualification having medium level perception and 63 employees of diploma holders having high level perception towards their occupation.

Chi – square test

In order to find the relationship between the educational qualification of the respondents and their level of perception towards job, a chi-square test was employed and the result of the test is shown in table no.5.2.12.

TABLE NO.5.2.12 EDUCATIONAL QUALIFICATION AND LEVEL OF PERCEPTION TOWARDS JOB (CHI-SQUARE TEST) Calculated Level of Factor Table Value D.F χχχ2 Value significant Educational Significant at 21.809 15.507 8 Qualification 5percentage level Source : as in table 5.2.11

It could be observed that the calculated value is greater than the table value and the result is significant at 5 percent level. Hence, the null hypothesis, “Educational qualification of the respondents and their level of perception towards job are not associated”, is rejected. From the analysis, it is concluded that there is a close relationship between the educational qualification of the respondent and their level of perception towards job of the respondents.

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5.2.5 SPAN OF SERVICE AND LEVEL OF PERCEPTION TOWARDS JOB

The span of service would denote the year of the perception of the employees of paper industries in Tamil Nadu. It reflected the efficiency, risk facing ability and the physical and mental fitness of the employees to serve for the betterment of the organization that they belonged to. On the other hand it determined the scale of pay and the promotion of the employees

TABLE NO. 5.2.13 EXPERIENCE AND LEVEL OF PERCEPTION TOWARDS JOB S. No. of Percen- Ave Range Experience S.D No. Respondents tage rage Min Max 1 Below 10 years 439 43.9 59.7 43 84 6.8 2 11 to 15 years 293 29.3 60.9 44 88 6.2 3 16 to 20 years 77 7.7 62.0 45 80 5.4 4 21 to 25 years 54 5.4 62.4 52 72 4.9 5 Above 25 years 137 13.7 61.9 33 85 8.2 Total 1000 100.0 Source: Primary Data

The employees having below 10 years experience were ranged between 43 and 84 with an average of 59.7 and 11 to 15 years of experience were ranged between 44 and 48 with an average of 60.9. 7.7% of the employees having 16 to 20 years of experience were ranged between 45 and 80 with an average of 62.0 about 5.4 percent of the employees were gained experience between 21 to 25 years ranged between 52 and 72 with an average of 62.4. There were 13.7 percent of the respondents having more than 25 years of experience and they ranged between 33 and 85 with an average of 61.9.

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CHART NO. 5.2.5 5.2.5 CHARTNO. EXPERIENCE OF THE RESPONDENTS THERESPONDENTS EXPERIENCE OF

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Null Hypothesis (H 0): There is no significant relationship between working experience and level of perception towards job.

Alternative Hypothesis (H 1): There is close significant relationship between working experience and level of perception towards job.

Two way table

With a view to find the degree of association between working experience of the respondents and their level of perception towards job, a two-way table was prepared and is exhibited in table 5.2.14.

TABLE NO.5.2.14 EXPERIENCE AND LEVEL OF PERCEPTION TOWARDS JOB (TWO-WAY TABLE) Level of Perception S.No. Experience towards job Total Low Medium High 120 230 89 439 1 Below 10 years (27.3) (52.4) (20.3) (100) 54 156 83 293 2 11 to 15 years (18.4) (53.2) (28.3) (100) 8 43 26 77 3 16 to 20 years (10.4) (55.8) (33.8) (100) 6 27 21 54 4 21 to 25 years (11.1) (50.0) (38.9) (100) 32 59 46 137 5 Above 25 years (23.4) (43.1) (33.6) (100) Total 220 515 265 1000 Source: As in table 5.2.13 Note : Figures in Parenthesis are percentage

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It was found that the 11.1 percent employees of experience between 21-25 are having low level of perception, 20.3 percent employees of below 10 years of experience are having high level of perception towards their job.

Chi – square test

In order to find the relationship between working experience of the respondents and their level of perception towards job, a chi-square test was employed and the results of the test is shown in the following table no.5.2.15.

TABLE NO. 5.2.15 EXPERIENCE AND LEVEL OF PERCEPTION TOWARDS JOB (CHI-SQUARE TEST) Calculated Factor Table Value D.F Remarks χχχ2 Value Significant at Experience 31.601 15.507 8 5percentage level Source: As in table 5.2.14

The results of chi – square test indicated that there was significant relationship between span of service and the level of perception.

5.2.6 NO. OF EARNING PERSONS IN THE FAMILY AND LEVEL OF PERCEPTION TOWARDS JOB

Family income has been the major sources for satisfying the basic needs. It included the earnings of the respondents and their family members from various service including agriculture and business etc..,

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The details earning persons in family and the level of perception towards job is depicted in table 5.2.16

TABLE NO. 5.2.16 NO. OF EARNING PERSONS IN THE FAMILY AND LEVEL OF PERCEPTION TOWARDS JOB

No. of Percent Ave Range S.No No. of Persons S.D Respondents -tage rage Min Max 1 Only one 457 45.7 62.0 45 85 6.4 2 Two 394 39.4 59.5 43 86 6.2 3 Three 98 9.8 61.2 33 83 8.4 4 More than three 51 5.1 56.5 44 88 5.8 Total 1000 100.0 Source: Primary Data

It was found that the number of earning persons in the family significantly varied with the level of perception. 5.1 percent or the respondents having more than three persons in their family were ranged between 44 and 88 which an average of 56.5 and 9.8 percent employees having 3 earning persons they ranged between 33 and 83 with an average 61.2. there were 39.4 percent of employees having 2 earning persons in their family and that earning persons were ranged between 43 and 86 with an average of 59.5 But 45.7 percent of the employees having only one earning person in their family and they were ranged between 45 and 85 with an average of 62.0 Therefore the analysis concluded that the employees who had only one earning person in their family they perceived maximum level of stress among the employees.

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PONDENTS PONDENTS CHART NO. 5.2.6 5.2.6 CHARTNO.

NUMBER OF EARNING PERSONS IN THE FAMILY OF THERES OF INTHE FAMILY PERSONS NUMBEREARNING OF

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Null Hypothesis (H 0): There is no significant relationship between number of earning members in the family and level of perception towards job.

Alternative Hypothesis (H 1): There is close significant relationship between number of earning members in the family and level of perception towards job.

Two way table

With a view to find the degree of association between the number of earning persons in the family respondents and level of perception towards job, a two-way table was prepared and is exhibited in table no.5.2.17.

TABLE NO.5.2.17 NO. OF EARNING PERSONS IN THE FAMILY AND LEVEL OF PERCEPTION TOWARDS JOB (TWO-WAY TABLE) Level of Perception S.No. No. of Persons towards job Total Low Medium High 64 246 147 457 1 Only one (14.0) (53.8) (32.2) (100) 108 204 82 394 2 Two (27.4) (51.8) (20.8) (100) 22 46 30 98 3 Three (22.4) (46.9) (30.6) (100) 26 19 6 51 4 More than three (51.0) (37.3) (11.8) (100) Total 220 515 265 1000 Source: As is table 5.2.16 Note : Figures in Parenthesis are percentage

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It was found that 22.4 percent of employees are having low level of perception who have three member earning in their family, other than that 32.2 percent of employees who have only one person earning in their family have a high level of perception. Whereas 51.8 percent of employees in two earning person in the family have medium level of stress.

Chi – square test

In order to find the relationship between the number of earning persons in their family and level of perception towards job, a chi-square test was employed and the result of the test is shown in the following table no.5.2.18. TABLE NO.5.2.18 NO. OF EARNING PERSONS IN THE FAMILY AND LEVEL OF PERCEPTION TOWARDS JOB (CHI-SQUARE TEST) Calculated Factor Table Value D.F Remarks χχχ2 Value No. of Significant at 56.046 12.592 6 persons 5percentage level Source: As in table 5.2.17

The result of chi – square test indicated that the calculated chi – square value is greater than the table value at 5 percent level of significant. Hence the formulated hypothesis was rejected. Hence it is concluded that there is a close relationship between the number of earning person and their level of perception and stress.

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5.2.7 MONTHLY INCOME AND LEVEL OF PERCEPTION TOWARDS JOB

The family incomes of the employees have been directly to job stress. Ahmad, Bharadvaj and Norula (1980.pp.47-50): Sundararajan (2007, p.78) found that high income group were faced low stress then other income categories. The details of monthly income and the level of stress of employees depicted in table 5.2.19.

TABLE NO. 5.2.19 MONTHLY INCOME AND LEVEL OF PERCEPTION TOWARDS JOB

No. of Percen- Ave Range S. S.No Monthly Income Respondents tage rage Min Max D 1 Below Rs.5000 134 13.4 60.5 48 84 5.9 2 Rs.5001-10000 416 41.6 61.4 43 88 7.1 3. Rs.10001-15000 240 24.0 61.1 45 86 6.2 4. Rs.15001-20000 102 10.2 61.0 33 83 7.4 5. Rs.20001 & above 108 10.8 56.9 46 75 5.1 Total 1000 100.0 Source: Primary Data

It was found that the majority of the employee earnings below Rs.5000 were ranged between 48 and 84 with an average of 60.5.41.6 percent of the employees falling the income range between Rs.5001 – 10000 and were ranged in between 43 and 88 with an average of 61.4 and 24 percent of the employees were included under the income level between 10001 – 15000 ranged between 45 and 86 with an average of 61.1.

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CHART NO. 5.2.7 5.2.7 CHARTNO. MONTHLY INCOME OF THE RESPONDENTS THERESPONDENTS OF INCOME MONTHLY

167

Whereas 10.2 and 10.8 percent of the employees falling under the income group of 15001 – 20000 and more than 20000 with an average of 61.0 and 56.9.

Null Hypothesis (H 0): There is no significant relationship between monthly income and level of perception towards job.

Alternative Hypothesis (H 1): There is close significant relationship between monthly income and level of perception towards job.

Two way table

With a view to find the degree of association between monthly income of the respondents and their level of perception towards job, a two- way table was prepared and is exhibited in Table No.5.2.20.

TABLE NO. 5.2.20 MONTHLY INCOME AND LEVEL OF PERCEPTION TOWARDS JOB (TWO-WAY TABLE) Level of Perception towards job S.No. Monthly Income Total Low Medium High 25 83 26 134 1 Below Rs.5000 (18.7) (61.9) (19.4) (100) 81 207 128 416 2 Rs.5001-10000 (19.5) (49.8) (30.8) (100) 46 122 72 240 3 Rs.10001-15000 (19.2) (50.8) (30.0) (100) 19 54 29 102 4 Rs.15001-20000 (18.6) (52.9) (28.4) (100) 49 49 10 108 5 Above Rs.20001 (45.4) (45.4) (9.3) (100) Total 220 515 265 1000 Source: As in table 5.2.19 Note : Figures in Parenthesis are percentage

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The above table indicates that the 30.8 percent of the respondents earning between Rs.5001 – 10000 were in the high level perception and 9.3 percent of the employees getting more than Rs.20000 also were in the high level perception. But in the same case 61.9 percent of the employees earning below Rs.5000 were in the medium level of perception and 45.4 percent of the employees earning more than Rs.20000 were in the middle level perception.

In case of low level perception among the employees were 45.4 even their monthly income was more than 20000 and at the same time 18.6 percent of the employees falling in the income range between Rs.15001 – 20000 were in low level perception

TABLE NO. 5.2.21 MONTHLY INCOME AND LEVEL OF PERCEPTION TOWARDS JOB (CHI-SQUARE TEST) Calculated Level of Factor Table Value D.F χχχ2 Value significance Monthly 5percentage 52.811 15.507 8 Income level Source : As in table 5.2.20

It was found from the above table that the calculated value is greater than the table value and the result is significant at 5percentage level. Hence, the null hypothesis, “Monthly income of the respondents and their level of perception towards job are not associated”, is rejected. From the analysis, it is concluded that there is a significant relationship between the monthly income of the respondents and their level of perception towards job.

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5.3 OCCUPATIONAL STRESS

Occupation stress can be defined as the harmful physical and emotional response that occurred when the requirements of the job did not match the capabilities, resources or need of the workers. Job stress worked lead to poor health problems ranging from cardio vascular disease to cancer. Stressful working conditions would also interfere with an employee’s ability to work safely, contributing to work injuries and illness. In the work place of the 1900s, the mostly highly ranked and frequently reported job stresses were potential job loss, technological advances and ineffective top management. At the work unit level work load, poor supervision and inadequate training have been the top ranking stress (www.sedr.net). Relationship demand physical as well as mental health problems, pressure at work places, meeting and deadlines, growing up tension. All these conditions and situations have been valid causes of stress. (www.lifepositive.com)

Measurement of job stress prevailing among the employees of paper industries in Tamil Nadu:

To find out the level of job stress of the employees, the statement relation to job stress have been quantified which were responded through range and ANOVA tests.

ANOVA allows for the study of a single factor or several factors but will only measure on variable ( Bray and Monwall 1985 Towncend 2002). An ANOVA works by measuring the variance of population in two different

170 ways, the first is by noting the values within the same, the second is by the spread out of the same means of the samples are from identical population these methods will give identical results. The basic assumption of ANOVA are random sampling independent measurement, normal distribution and equal variance. (Towncend, 2002)

5.3.1 Age and occupational stress

There would be no age at which exempts stress. The significent relationship was found jib stress and chronological age of employees (Bilman :1999; Ahmad, Bharadwaj and Narula :1985, pp. 47 - 50). Therefore the details of age and occupational stress of the employees depicted in table 5.3.1

TABLE NO. 5.3.1 AGE AND LEVEL OF OCCUPATIONAL STRESS

No. of Percen Ave Range S.No. Age S.D Respondents -tage rage Min Max 1 Below 20 52 5.2 30.5 23 36 3.3 2 21 to 25 102 10.2 30.0 19 45 5.5 3 26 to 30 140 14.0 30.0 17 44 4.9 4 31 to 35 203 20.3 29.8 19 40 3.8 5 Above 35 503 50.3 30.3 12 45 4.0 Total 1000 100.0 Source: Primary Data

It is inferred from the above table that the level of occupational stress by the below 20 years age respondents ranged between 23 and 36 with an average of 30.5. The level of occupational stress by the 21-25 years age

171 respondents ranged between 19 and 45 with an average of 30.0. The level of perception by the 26-30 years age respondents ranged between 17 and 44 with an average of 30.0 and 31 to 35 years age respondents ranged between 19 and 40 with an average of 29.8. On the other hand the level of occupational stress by the above 35 years age respondents ranged between 12 and 45 with an average of 30.3. From the analysis it is identified that the maximum level of occupational stress perceived by the respondents is among the below 20 years age category.

Null Hypothesis (H 0): There is no significant difference between age and level of perception towards occupational stress.

Alternative Hypothesis (H 1): There is close significant difference between age and level of perception towards occupational stress.

Two way table

With a view to find the degree of association between age of the respondents and their level of occupational stress, a two-way table was prepared and is exhibited in Table No.5.3.2

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TABLE NO. 5.3.2 AGE AND LEVEL OF OCCUPATIONAL STRESS (TWO-WAY TABLE) Level of Occupational Stress S.No. Age Total Low Medium High 5 28 19 52 1 Below 20 (9.6) (53.8) (36.5) (100) 29 42 31 102 2 21 to 25 (28.4) (41.2) (30.4) (100) 41 59 40 140 3 26 to 30 (29.3) (42.1) (28.6) (100) 37 125 41 203 4 31 to 35 (18.2) (61.6) (20.2) (100) 72 289 142 503 5 Above 35 (14.3) (57.5) (28.2) (100) Total 184 543 273 1000 Source: Primary data Note: Figures in Parenthesis are percentage

It was observed that more than 50 percent of the employees faced middle level stress. 28 .2 percent of the employees were in high level stress in the group of 35 and above years. But only 9.6percent of the employees were in the low level stress between the age group below 20 years. The same result reported by Dua(1994, p 64). Thus younger employees faced less than older employees.

ANOVA TEST

In order to find the relationship between the age of the respondents and their level of occupational stress, ANOVA test was employed and the result of the test is shown in the following table.

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TABLE NO. 5.3.4 AGE AND LEVEL OF OCCUPATIONAL STRESS (ANOVA TEST) Source SS DF MS F S Between 17.716 2 8.858 Groups Significant Within at 5 1501.275 997 1.506 5.883 Groups percentage level Total 1518.991 999 Source: As in table 5.3.1

From the above table indicates that the calculated ‘F’ value is greater than the table value and the result is significant at 5percentage level. Hence, the null hypothesis, “there is no significant difference between age of the respondents and their level of occupational stress”, is rejected. From the analysis it is identified that there exists significant difference between the age of the respondents and their level of occupational stress .

5.3.2 GENDER AND LEVEL OF OCCUPATIONAL STRESS

A general tendency existed in the literature according to which female employees supervised higher level job stress regarding gender specific stresses and have different ways of interpreting and leading with problems related to their whole environment (offerman and Armitage : 1993, p.688). Murply (1995, pp. 41 - 50); Shapleyetal (1996, p.78); Cooper and Marchall (1996, pp. 11 - 28) found that made employees have statistically significant lower job stress. But Madan Mohan Tripathy (2002 pp. 88 - 110) found that made employees faced move stress than female employees.

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TABLE NO. 5.3.5 GENDER AND LEVEL OF OCCUPATIONAL STRESS

No. of Ave Range S.No. Gender Percentage S.D Respondents rage Min Max 1 Male 936 93.6 30.2 12 45 4.3 2 Female 64 6.4 29.7 24 37 3.5 Total 1000 100 Source : Primary Data

It is inferred from the above table that the level of occupational stress by the male respondents ranged between 12 and 45 with an average of 30.2 and female respondents ranged between 24 and 37 with an average of 29.7. From the analysis it is identified that the maximum level of occupational stress perceived by the male respondents than female respondents.

Null Hypothesis (H 0): There is no significant difference between gender and level of perception towards occupational stress.

Alternative Hypothesis (H 1): There is close significant difference between gender and level of perception towardsoccupational stress.

Two way table

With a view to find the degree of association between gender of the respondents and their level of occupational stress, a two-way table is exhibited in table no.5.3.6.

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TABLE NO. 5.3.6 GENDER AND LEVEL OF OCCUPATIONAL STRESS (TWO-WAY TABLE)

S. Level of Occupational Stress Gender Total No. Low Medium High 171 509 256 936 1 Male (18.3) (54.4) (27.4) (100) 13 34 17 64 2 Female (20.3) (53.1) (26.6) (100) Total 184 543 273 1000 Source: As chi – square test 5.3.5 Note : Figures in Parenthesis are percentage

It was portrayed that 54.4 percent of the male employees were in medium level stress, 18.3 percent of male employees are having low level of occupational stress and the same 27.4 percent of the male employees were in high level stress. 53.1 percent of the female employees were in medium level stress, 20.3 percent of female employees are having low level of occupational stress and 26.6 percent of female employees only were in high level stress.

ANOVA TEST

In order to find the relationship between the gender of the respondents and their level of occupational stress, ANOVA test was employed and the result of the test is shown in the following table.

176

TABLE NO. 5.3.7 GENDER AND LEVEL OF OCCUPATIONAL STRESS (ANOVA TEST) Source SS DF MS F S Between 1.000E-02 2 5.000E-03 Groups Within Not 59.894 997 6.007E-02 0.083 Groups significant Total 59.904 999 Source: As in table 5.3.5

It is inferred from the above table that the calculated ‘F’ value is less than the table value and the result is not significant. Hence, the null hypothesis, “there is no significant difference between gender of the respondents and their level of occupational stress”, is accepted. From the analysis it is identified that there is no significant difference between the gender of the respondents and their level of occupational stress.

5.3.3 MARITAL STATUS AND LEVEL OF OCCUPATIONAL STRESS

It was observed that marital status of the employees play significant role in generating stress Ahamad, Bharadwaj and Norula: 1980, pp 47-50; Zagreb, Croatia: 2005, p – 13) Further Madan Mohan Tripathi (2002, pp 89 – 110) found that married employees faced more stress than unmarried employees.

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TABLE NO. 5.3.8 MARITAL STATUS AND LEVEL OF OCCUPATIONAL STRESS

S. Marital No. of Percen- Ave Range S.D No. Status Respondents tage rage Min Max 1 Married 793 79.3 30.2 12 45 4.2 2 Unmarried 129 12.9 29.8 17 45 4.9 3. Widow 48 4.8 30.3 23 36 2.8 4. Widower 30 3.0 30.3 25 39 3.6 Total 1000 100.0 Source: Primary Data

It could be noted from the above table that the level of occupational stress by the respondents who got married ranged between 12 and 45 with an average of 30.2. The level of occupational stress by the respondents who are not married ranged between 17 and 45 with an average of 29.8. On the other hand the level of occupational stress by the respondents who are widowed ranged between 23 and 36 with an average of 30.3 and the respondents who are widower ranged between 25 and 39 with an average of 30.3. From the analysis it is found that the maximum level of occupational stress is perceived by the respondents who are not married.

Null Hypothesis (H 0): There is no significant difference between marital status and level of perception towards occupational stress.

Alternative Hypothesis (H 1): There is close significant difference between marital status and level of perception towards occupational stress.

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Two way table:

With a view to find the degree of association between marital status of the respondents and their level of occupational stress, a two-way table was prepared and is exhibited in table no.5.3.9.

TABLE NO. 5.3.9 MARITAL STATUS AND LEVEL OF OCCUPATIONAL STRESS (TWO-WAY TABLE)

S. Level of Occupational Stress Marital Status Total No. Low Medium High 139 435 219 793 1 Married (17.5) (54.9) (27.6) (100) 33 62 34 129 2 Unmarried (25.6) (48.1) (26.4) (100) 6 30 12 48 3. Widow (12.5) (62.5) (25.0) (100) 6 16 8 30 4. Widower (20.0) (53.3) (26.7) (100) Total 184 543 273 1000 Source: As in table 5.3.8 Note: Figures in Parenthesis are percentage

The present study showed that 27.6 percent of the married employees were in the higher level of stress and 54.9percent of the married employees were in Moderate level of stress. But 25.6percent of unmarried employees were in low level stress. Whereas more than 25 percent of the widow and widower employees were in high level stress.

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ANOVA test

In order to find the relationship between the marital status of the respondents and their level of occupational stress, ANOVA test was employed and the result of the test is shown in the following table.

TABLE NO. 5.3.10 MARITAL STATUS AND LEVEL OF OCCUPATIONAL STRESS (ANOVA TEST) Source SS DF MS F S Between .195 2 9.758E-02 Groups Within Not 491.580 997 .493 0.198 Groups Significant Total 491.775 999 Source: As in table 5.3.8

It was identified from the above table that the calculated ‘F’ value is less than the table value and the result is not significant. Hence, the null hypothesis, “there is significant difference between marital status of the respondents and their level of occupational stress”, is accepted. From the analysis it is identified that there is no significant difference between marital status of the respondents and their level of occupational stress.

5.3.4 EDUCATIONAL QUALIFICATION AND LEVEL OF OCCUPATIONAL STRESS

Concerning relationship between educational qualification and job stress there was significant relevance found Ahamad, Bharadwaj and Norula: 1985, pp 47-50). But Sundararajan (2007, p 76) found that there was

180 no significant relationship between job, stress and educational qualifications. The detail of educational qualification and occupational stress is depicted in table 5.3.11. TABLE NO. 5.3.11 EDUCATIONAL QUALIFICATION AND LEVEL OF OCCUPATIONAL STRESS

Educational No. of Percen- Aver Range S.No. S.D Qualification Respondents tage age Min Max School 1 168 16.8 30.1 20 45 4.9 education 2 ITI 257 25.7 30.1 17 39 3.9 3 Diploma 193 19.3 30.0 19 44 4.2 4 Graduate 194 19.4 29.8 12 40 4.6 5 Post Graduate 188 18.8 30.7 24 45 3.5 Total 1000 100.0 Source: Primary Data

The employees (graduates) were ranged between 12 and 40 with an average of 29.8 But the post graduate employees were ranged between 24 and 45 with an average of 30.7 It is perceived that the employees who educated having more stress than other employees.

Null Hypothesis (H 0): There is no significant difference between educational qualification and level of perception towards occupational stress.

Alternative Hypothesis (H 1): There is close significant difference between educational qualification and level of perception towards occupational stress.

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Two way table:

With a view to find the degree of association between educational qualification of the respondents and their level of occupational stress, a two- way table is exhibited in table no. 5.3.12.

TABLE NO. 5.3.12 EDUCATIONAL QUALIFICATION AND LEVEL OF OCCUPATIONAL STRESS (TWO-WAY TABLE)

Educational Level of Occupational Stress S.No. Total Qualification Low Medium High 40 80 48 168 1 School education (23.8) (47.6) (28.6) 44 144 69 257 2 ITI (17.1) (56.0) (26.8) 43 102 48 193 3. Diploma (22.3) (52.8) (24.9) 38 106 50 194 4. Graduate (19.6) (54.6) (25.8) 19 111 58 188 5. Post Graduate (10.1) (59.0) (30.9) Total 184 543 273 1000 Source: As in table 5.3.11 Note : Figures in Parenthesis are percentage

It was observed that more than 27.3percent of the employees in paper industry irrespective of their educational qualification were sever level stress than others. Except the employees having qualification in Diploma. But at the same time more than 54.3percent of the employees having middle level stress irrespective of their educational qualification except the employees

182 having school level education and only 18.4 percent of employees in paper industry are having low level of occupational stress.

ANOVA TEST

In order to find the relationship between the educational qualification of the respondents and their level of occupational stress, ANOVA test was employed and the result of the test is shown in the following table.

TABLE NO. 5.3.13 EDUCATIONAL QUALIFICATION AND LEVEL OF OCCUPATIONAL STRESS (ANOVA TEST) Source SS DF MS F S Between 13.057 2 6.529 Groups Significant Within 1861.414 997 1.867 3.497 5percentage Groups level Total 1874.471 999 Source: As in table 5.3.12

The result of ANOVA test indicated that there was significant association found between educational qualification of the employees and occupational stress.

5.3.5 SPAN OF SERVICE OCCUPATIONAL STRESS

Studies on occupational stress proved that number of years in service in the present occupation was found to have direct relationship with the stress. The employees who are in less than 10 years of service faced more stress than others (Madan Mohan Tripathy: 2002, pp 89-110). Therefore the details of span of service and occupational stress is presented in table 5.34 183

TABLE NO. 5.3.14 EXPERIENCE AND LEVEL OF OCCUPATIONAL STRESS

No. of Percen- Range S.No. Experience Average S.D Respondents tage Min Max 1 Below 10 years 439 43.9 29.9 17 45 4.0 2 11 to 15 years 293 29.3 31.1 21 44 4.0 3 16 to 20 years 77 7.7 30.7 22 45 4.7 4 21 to 25 years 54 5.4 30.6 19 39 4.4 5 Above 25 years 137 13.7 28.2 12 40 4.4 Total 1000 100.0 Source : Primary Data

It could be identified from the above table that the level of occupational stress by the respondents who had below 10 years of working experience ranged between 17 and 45 with an average of 29.9. The employees who were 11 to 15 years of span of service ranged between 21 and 44 with an average of 31.1. The level of occupational stress by the respondents who had 16 to 20 years of work experience ranged between 22 and 45 with an average of 30.7.and the respondents between 21 to 25 years of work experience ranged between 19 and 39 with an average of 30.6. The employees who were above 25 years of service were ranged between 12 and 40 with an average of 28.2 Through the above analysis it was found that the employees who had 11 to 15 years of work experience were in high level stress.

Null Hypothesis (H 0): There is no significant difference between working experience and level of perception towards occupational stress.

Alternative Hypothesis (H 1): There is close significant difference between working experience and level of perception towards occupational stress.

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TWO WAY TABLE:

With a view to find the degree of association between working experience of the respondents and their level of occupational stress, a two- way table is exhibited in table no. 5.35.

TABLE NO. 5.3.15 EXPERIENCE AND LEVEL OF OCCUPATIONAL STRESS (TWO-WAY TABLE) Level of Occupational Stress S.No. Experience Total Low Medium High 83 250 106 439 1 Below 10 years (18.9) (56.9) (24.1) (100) 34 160 99 293 2 11 to 15 years (11.6) (54.6) (33.8) (100) 20 27 30 77 3 16 to 20 years (26.0) (35.1) (39.0) (100) 6 27 21 54 4 21 to 25 years (11.1) (50.0) (38.9) (100) 41 79 17 137 5 Above 25 years (29.9) (57.7) (12.4) (100) Total 184 543 273 1000 Source: As in table 5.3.14 Note : Figures in Parenthesis are percentage

The above table found that the percentage of high level of occupational stress was the highest (39.0percentage) among the respondents who have 16 to 20 years of working experience and the same was the lowest (11.1percentage) among the respondents above 21 - 25 years of working experience. The percentage of medium level of occupational stress was the

185 highest (57.7percentage) among the respondents above 25 years of working experience and the same was the lowest (35.1percentage) among the respondents who have 16 to 20 years of working experience. On the other hand, the percentage of low level of occupational stress was the highest (29.9percentage) among the respondents who have above 25 years of working experience and the same was the lowest (11.1percentage) among the respondents of 21 to 25 years of working experience.

ANOVA TEST

In order to find the relationship between the experience of the respondents and their level of occupational stress, ANOVA test was employed and the result of the test is shown in the following table.

TABLE NO. 5.3.16 EXPERIENCE AND LEVEL OF OCCUPATIONAL STRESS (ANOVA TEST) Source SS DF MS F S Between 13.099 2 6.550 Groups Significant Within at 5 1927.252 997 1.933 3.388 Groups percentage level Total 1940.351 999 Source: As in table 5.3.15

It is divulged from the above table that the calculated ‘F’ value is greater than the table value and the result is significant at 5percentage level. Hence, the null hypothesis, “there is no significant difference between experience of the respondents and their level of occupational stress”, is rejected. From the analysis it was observed that there exists significant

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difference between the experience of the respondents and their level of occupational stress.

5.3.6 NUMBER OF EARNING MEMBERS AND LEVEL OF OCCUPATIONAL STRESS

Family income has been the major sources for satisfying the basic needs. It includes the earnings and the employees and their family members from various sources like employment, business and agriculture etc. Therefore the details of the earning persons of the employee and the level of occupational stress is depicted in table 5.3.17

TABLE NO. 5.3.17 NO. OF EARNING PERSONS IN THE FAMILY AND LEVEL OF OCCUPATIONAL STRESS Range No. of Percen- S.No. No. of Persons Average S.D Respondents tage Min Max 1 Only one 457 45.7 30.4 12 45 4.7 2 Two 394 39.4 30.3 19 41 3.6 3 Three 98 9.8 29.4 12 39 4.3 4 More than three 51 5.1 27.8 22 36 2.9 Total 1000 1000 Source: Primary Data

45 percent of employees who had only one earning person in their family ranged between 12 and 45 with an average of 30.4 But 39.4 percent of the employees who had two earning person were ranged between 19 and 41 with an average of 30.3. This analysis revealed that majority of the employees (45.7 percent)

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Null Hypothesis (H 0): There is no significant difference between number of earning members in the family and level of perception towards occupational stress.

Alternative Hypothesis (H 1): There is close significant difference between number of earning members in the family and level of perception towards occupational stress.

Two way table

With a view to find the degree of association between no. of earning persons in the family respondents and level of occupational stress, a two- way table was prepared and is exhibited in table no. 5.3.18.

TABLE NO. 5.3.18 NO. OF EARNING PERSONS IN THE FAMILY AND LEVEL OF OCCUPATIONAL STRESS (TWO-WAY TABLE) Level of Occupational Stress S.No. No. of Persons Total Low Medium High 90 223 144 457 1 Only one (19.7) (48.8) (31.5) (100) 57 234 103 394 2 Two (14.5) (59.4) (26.1) (100) 24 56 18 98 3 Three (24.5) (57.1) (18.4) (100) 13 30 8 51 4 More than three (25.5) (58.8) (15.7) (100) Total 184 543 273 1000 Source: as in table 5.3.18 Note : Figures in Parenthesis are percentage

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It was realized that majority (31.5 percent) of the employees having only one earning person were in sever level of stress. Around 59 percent of the employees having two earning persons had moderate level of stress.

ANOVA TEST

In order to find the relationship between the no. of earning persons in the family and level of occupational stress, ANOVA test was employed and the result of the test is shown in the following table.

TABLE NO. 5.3.19 NO. OF EARNING PERSONS IN THE FAMILY AND LEVEL OF OCCUPATIONAL STRESS (ANOVA TEST) Source SS DF MS F S Between 13.787 2 6.894 Groups Significant Within at 5 679.164 997 .681 10.120 Groups percentage level Total 692.951 999 Source: As in table 5.3.18

From the above table indicates that that the calculated ‘F’ value is greater than the table value and the result is significant at 5percentage level. Hence, the null hypothesis, “there is no significant difference between no. of earning persons and their level of occupational stress”, is rejected. From the analysis it is identified that there is a significant difference between the number of earning persons and their level of occupational stress .

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5.3.6 MONTHLY INCOME LEVEL AND LEVEL OF OCCUPATIONAL STRESS

The family income of the employees has been directly linked to occupational stress. Ahamad, Bharadwaj and Norula (1980, pp 47-50); Soundarajan (2007, p 78) found that high income group were faced low stress than other income categories.

The distribution of the sample respondents according to monthly income level of the respondents and their occupational stress is discussed in the following table. TABLE NO. 5.3.20 MONTHLY INCOME AND LEVEL OF OCCUPATIONAL STRESS No. of Percen- Ave Range S.No. Monthly Income S.D Respondents tage rage Min Max 1 Below Rs.5000 134 13.4 30.3 21 45 4.1 2 Rs.5001-10000 416 41.6 30.2 17 44 4.5 3. Rs.10001-15000 240 24.0 30.7 19 40 4.0 4. Rs.15001-20001 102 10.2 30.1 12 39 4.5 5. Above Rs.20001 108 10.8 28.4 20 36 2.8 Total 1000 1000 Source : Primary Data

41.6 percent of the employees whose income was Rs.5001-10000 ranged between 17 and 44 with an average of 30.2.24 percent of the employees falling under the income group of Rs.10001-15000 were ranged between 19 and 40 with an average of 30.7. Around 10 percent of the employees earning above the income of Rs. 15000 were ranged between 12 and 39 with an average of 30 percent. This analysis portrayed that the

190 employees falling under income categories of Rs 10001 – 15000 were in maximum level of stress.

Null Hypothesis (H 0): There is no significant difference between monthly income and level of perception towards occupational stress.

Alternative Hypothesis (H 1): There is close significant difference between monthly income and level of perception towards occupational stress.

Two way table:

With a view to find the degree of association between monthly of the respondents and their level of occupational stress, a two-way table was prepared and is exhibited in table no.5.3.21.

TABLE NO. 5.3.21 MONTHLY INCOME AND LEVEL OF OCCUPATIONAL STRESS (TWO-WAY TABLE) Level of Occupational Stress S.No. Monthly Income Total Low Medium High 21 75 38 134 1 Below Rs.5000 (15.7) (56.0) (28.4) (100) 94 198 124 416 2 Rs.5001-10000 (22.6) (47.6) (29.8) (100) 34 128 78 240 3 Rs.10001-15000 (14.2) (53.3) (32.5) (100) 16 60 26 102 4 Rs.15001-20001 (15.7) (58.8) (25.5) (100) 19 82 7 108 5 Rs.20001 & above (17.6) (75.9) (6.5) (100) Total 184 543 273 1000 Source: As in table 5.3.20 Note : Figures in Parenthesis are percentage

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Around 32 percent of the employees falling under the income categories of Rs.10001-15000 were in high level stress. More than 50 percent of the employees were in middle level stress in respective of their income level other than the employee having age group between 5001- 10000.

ANOVA TEST

In order to find the relationship between the monthly income of the respondents and their level of occupational stress, ANOVA test was employed and the result of the test is shown in the following table.

TABLE NO. 5.3.22 MONTHLY INCOME AND LEVEL OF OCCUPATIONAL STRESS (ANOVA TEST) Source SS DF MS F S Between 24.677 2 12.339 Groups Significant Within at 5 1327.367 997 1.331 9.268 Groups percentage level Total 1352.044 999 Source: As in table 5.3.21

From the above table indicates that that the calculated ‘F’ value is greater than the table value and the result is significant at 5percentage level. Hence, the null hypothesis, “there is no significant difference between monthly income of the respondents and their level of occupational stress”, is rejected. From the analysis it is identified that there is a significant difference between the monthly income of the respondents and their level of occupational stress.

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5.3.6 ANALYSIS OF OCCUPATIONAL STRESS THROUGH PERCENTAGE ANALYSIS:

Occupational stress occurs when there is a discrepancy between the demands of the environment / workplace and an individual’s ability to carry out and complete these demands. Often a stressor can lead the body to have a physiological effect which in turn will result in a strain on a person physically as well as mentally. To evaluate the perception of respondents towards occupational stress, the following four statements have been taken and their opinions are furnished in the following table.

TABLE NO. 5.3.23 PERCEPTION OF RESPONDENTS ON OCCUPATIONAL STRESS Total S.No. Statements Agree Neutral Disagree 544 233 223 1000 1 Job is stressful (54.4) (23.3) (22.3) (100) 461 286 253 1000 2 Feel stress very often (46.1) (28.6) (25.3) (100) Occupational Stress has a 382 282 336 1000 3 negative impact on their (38.2) (28.2) (33.6) (100) performance Occupational stress does not 316 301 383 1000 4 have any impact on their (31.6) (30.1) (38.3) (100) performance at work Source: Primary data Note : Figures in Parenthesis are percentage

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The above table shows that around (54 percentage) of the respondents agreed that their job is stressful whereas 22.3 percentage of the employees were felt that the job is not stress full. Whereas 25.3Percent of employees where felt that the stress is not very often. 46.1 percent of the employees were felt that the stress was very often and 38.2 percent of employees were agreed that the negative impact on their performance. But only 31.6 percent of the employees were felt that there was no impact on their performance at work and the work environment. Finally the above analysis concluded that majority of the employees felt that their occupation is stressful.

5.4.1 PERSONALITY TRAITS OF THE RESPONDENT

Traits are distinguishing qualities or characteristics of a person. Traits are a readiness to think or act in a similar fashion in response to a variety of different situations. 110 In general, trait theory assumes that people differ on variables or dimensions that are continuous. People are seen to differ in the amounts or quantities of a characteristic rather than differ in the quality of their characteristics. To find out the personality traits of the respondents it is discussed with ten statements which are given in the following table.

110 http://wilderdom.com/personality/traits/PersonalityTraitsDefinitions.html. 194

TABLE NO. 5.4.1 PERSONALITY TRAITS OF THE RESPONDENT

S.No. Statements Yes No 942 58 1 Having self-confidence (94.2) (5.8) 596 404 2 Able to adapt to changes (59.6) (40.4) 447 553 3 Aggressive (44.7) (55.3) 718 282 4 Competitive (71.8) (28.2) 622 378 5 Have positive image of self (62.2) (37.8) 639 361 6 Have patience (63.9) (36.1) 675 325 7 Have Mild mannered (67.5) (32.5) 647 353 8 Have high self-esteem (64.7) (35.3) 425 575 9 Suspicious of others (42.5) (57.5) 548 452 10 Have tolerance (54.8) (45.2) Source: Primary data Note : Figures in Parenthesis are percentage

The above table implied that most of the employees are having self- confidence. But only least of employees were not aggressive and suspicious of others of the respondents are not aggressive and suspicious and others.

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5.4.1 PERCEPTION ABOUT JOB

Conflicting job perceptions can hinder career decisions, work performance and job satisfaction. It identifies the behavior requirements of the job. Perception, as used here, is something conscious that is deliberate and intentional, such as the instantaneous flash of insight that can come when the employees intentionally look at something in a new way. To examine the perception of the job, eighteen statements have been selected and opinion collected from the sample respondents and which is analyzed by using five point scaling technique.

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TABLE NO. 5.4.2 PERCEPTION ABOUT JOB

S.No. Statements SA A N D SD 501 296 88 78 37 1 On the whole, get well along with others at work (50.1) (29.6) (8.8) (7.8) (3.7) 327 170 152 176 175 2 There is conflict within team (32.7) (17.0) (15.2) (17.6) (17.5) 351 216 199 156 78 3 Able to share their feelings with boss/colleagues (35.1) (21.6) (19.9) (1.56) (7.8) 420 176 151 184 69 4 Confidence that will succeed in their job (42.0) (17.6) (15.1) (18.4) (6.9) 192 140 213 265 190 5 The shift work creates stress (19.2) (14.0) (21.3) (26.5) (19.0) Intellectual / Technical demands of a job are the 300 147 193 218 142 6 source of stress for them (30.0) (14.7) (19.3) (21.8) (14.2) 246 86 170 278 220 7 The work assigned to them is monotonous (24.6) (8.6) (17.0) (27.8) (22.0) Interruption makes it difficult to complete all 273 187 189 210 141 8 their work (27.3) (18.7) (18.9) (21.0) (14.1) They are satisfied by the corrective measures 304 187 166 229 114 9 given by the organization (30.4) (18.7) (16.6) (22.9) (11.4) The employees feel that the leadership style in 363 200 152 149 136 10 their organization is appropriate (36.3) (20.0) (15.2) (14.9) (13.6) They are able to complete the work assigned to 328 199 157 197 119 11 them (32.8) (19.9) (15.7) (19.7) (11.9) 353 179 180 168 120 12 The things they need to know they are informed (35.3) (17.9) (18.0) (16.8) (12.0) They have too many work demands at the same 416 250 171 100 63 13 time (41.0) (25.0) (17.1) (10.0) (6.3) They do feel anxious and apprehensive when 288 165 152 197 198 14 they are at work (28.8) (16.5) (15.2) (19.7) (19.8) For all new tasks, they are receiving adequate 307 176 235 187 95 15 training (30.7) (17.6) (23.5) (18.7) (9.5) Their opinion is not sought in solving 275 168 174 254 129 16 organization problems (27.5) (16.8) (17.4) (25.4) (12.9) The levels of physical effort required in job 274 163 183 222 158 17 cause stress for them (27.4) (16.3) (18.3) (22.2) (1.58) Job stress leads to physical as well as mental 279 150 185 245 141 18 health problems (27.9) (1.50) (1.85) (24.5) (1.41) Source: Primary data Note : Figures in Parenthesis are percentage 197

Employees Perception on Occupation

It was portrayed that around 50 percent of the employees were strongly perceived about their job. 42 percent of the employees were strongly agreed that their self confidence directed them to perform the work. Whereas 35.1 percent of the employee were opined that they able to share the feeling with their boss and colleagues. 41 percent of the employees were perceived that they have assigned more of work at the work place. But 24.6 percent to 35.3 percent of the employees were felt that job stress leads to physical as well as health problem, inadequate training reduced the job involvement and they felt that the management should implement the proper leadership style in their organisation and the management should analyse each every activities of organisation and the employees problem to overcome the stress.

5.4.3 PERCEPTION ABOUT FAMILY

Perception about the family creates stress in their work among the employees. To examine the perception in their family life is studied with ten statements and discussed in the following table.

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TABLE NO. 5.4.3 PERCEPTION ABOUT FAMILY

S.No. Statements SA A N D SD

340 122 142 166 230 1 Drugs becoming part of their life (34.0) (12.2) (14.2) (16.6) (23.0) Their work is cutting into their 247 127 123 247 256 2 family life (24.7) (12.7) (12.3) (24.7) (25.6) 256 152 215 235 142 3 Problems in family gives stress (25.6) (15.2) (21.5) (23.5) (14.2) 286 166 181 234 133 4 Financial problems give stress (28.6) (16.6) (18.1) (23.4) (13.3) 275 145 196 236 148 5 Low social support leads to stress (27.5) (14.5) (19.6) (23.6) (14.8) They feel uncomfortable to adjust 294 169 177 227 133 6 with the society when they are in (29.4) (16.9) (17.7) (22.7) (13.3) stress Their qualification is more for 279 154 155 271 141 7 their present job (27.9) (15.4) (15.5) (27.1) (14.1) They have a close and warm 394 193 175 167 71 8 relationship with family and (39.4) (19.3) (17.5) (16.7) (7.1) friends They are satisfied with their 452 167 113 136 132 9 family members co-operation in (45.2) (16.7) (11.3) (13.6) (13.2) their work life Their journey to work place is 192 129 203 286 190 10 stressful (19.2) (12.9) (20.3) (28.6) (19.0) Source: Primary data Note : Figures in Parenthesis are percentage

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Employee’s perception about Family:

It was analysed that around 45 percent of the employees were satisfied with their occupation and their family relation. 19.2 percent to 34 percent of the employees were felt that their job was more stress in different angles like travelling, educational qualification, financial problem, low social support, lack of interest with their work and family, drugs was being a part of their life. Whereas around 12 percent to 19.3 percent of the employees were agreed that the 10 factors which were influenced occupational stress apart from the family life. On the other hand 13percent to 28.6 percent of the employees were disagreed that there was no relationship between their job and their family.

This analysis concluded that the employees perception were closely related with the attitude and emerging financial needs and other basis needs of the employees of paper industry.

5.4.4 IMPACT OF OCCUPATIONAL STRESS

No doubt, occupational stress changes every one’s life. The impact of occupational stress was studied with the help of nine selected statements and the results are furnished in the following table.

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TABLE NO. 5.4.4 IMPACT OF OCCUPATIONAL STRESS

S.No. Statements SA A N D SD

I feel completely exhausted at 456 180 154 97 113 1 the end of the day at the work place (45.6) (18.0) (15.4) (9.7) (11.3)

I look irritated, nervous, angry 218 148 184 238 212 and tensed while performing my job (21.8) (14.8) (18.4) (23.8) (21.2) 311 130 234 177 148 3 I feel dissatisfied with my job (31.1) (13.0) (23.4) (17.7) (14.8) 235 143 225 215 182 4 I often think of quitting my job (23.5) (14.3) (22.5) (21.5) (18.2) 288 179 229 177 127 5 I feel calm and relaxed at work (28.8) (17.9) (22.9) (17.7) (12.7) I have taken a number of days 261 122 236 212 169 6 of leave due to severe stress (26.1) (12.2) (23.6) (21.2) (16.9) I am able to complete my work 376 210 182 133 99 7 in the stipulated time (37.6) (21.0) (18.2) (13.3) (9.9) I feel that I am doing work in 332 214 179 163 112 8 the best way. (33.2) (21.4) (17.9) (16.3) (11.2) I feel that my official assignments are more 320 223 216 146 95 9 important than my personal (32.0) (22.3) (21.6) (14.6) (9.5) interests.

Source: Primary data Note : Figures in Parenthesis are percentage

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Impact on Occupational Stress:

It was found that out of sample respondent around 45 percent of the employees were strongly agreed that there job was completely exhausted at the end of day. Whereas 21.8 percent to 37.6 percent of the employees opined that their work environment was stressful in different aspects. But 13-22 percent of the employees were agreed that their occupation was stressful. Whereas 13-23.8 percent of the employees were felt that there was no stress and around 10-18 percent of the employees where felt that, there was stress free environment. This analysis concluded that the employees were working in stressful environment. But impact of stress was varied person to person based on their nature of work.

5.4.5. WORK RELATED CAUSES

Sometimes work causes difficulties that can affect other aspects of our life. At some point in their career, respondents will experience burnout. It would be far less aversive than facing their boss, co-workers, clients, and desk. Almost one third of employees in a company feel overworked, or overwhelmed by the amount of work they have to do. For finding their causes while at work nine work related problems have been considered viz., Temperature, Noise, Lighting, Technology, Accidents at work place, Cleanliness, Overcrowding, Air Pollution and Excess work load. The factors causing stress in a person has been called as stressors. As the social and organizational demands on us tends to increase with complexities, there intensity of stressors for an employee. In the employee’s view point, factor which more caused to generate stress during the work was presented in table 5.4.5.

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TABLE NO. 5.4.5 WORK RELATED CAUSES Total Mean S.No. Factors Rank Score score 1 Temperature 48377 48.38 IX 2 Noise 53815 53.82 I 3 Lightening 50425 50.43 IV 4 Technology 48755 48.76 VI 5 Accidents at work place 48464 48.46 VIII 6 Cleanliness 49397 49.40 V 7 Overcrowding 48578 48.58 VII 8 Air Pollution 51361 51.36 III 9 Excess work load 53750 53.75 II Source: Primary data

The above table it is identified that noise is the main problem and employees while working in paper industry (with Garret score of 53815), where as excess work load and air pollution were the next two major problems of employees (Garrett Score of 52750 and 51361 points). But accident at work place and temperature were in the occasional problems of employees. Hence this placed in least two ranks. Other problems of employees were placed between fourth to seventh rank. Therefore the above analysis indicate that majority of the employees were in the problems of noise and excess work load.

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5.4.6. ORGANIZATIONAL RELATED CAUSES

The term organization would be a positive and dynamic organization concept. In common performance, healthy organization would imply absence of disease. However industrial health implied much more than more absence of disease. The world health organization (WHO) has defined health as: a state of complete physical mental and social well being and not merely the absence of disease or illness or infirmity (Khamlea: 2007, p 231)

An important function of organization has been to select the employees and to provide them healthy working condition in an organization. So that the employees efficiently and productivity could be increased and maintained and the problems of absenteeism could be minimized. The details of organization related causes are furnished in table 5.4.6. TABLE NO. 5.4.6 ORGANIZATIONAL RELATED CAUSES Total Mean S.No. Factors Rank Score score 1 Interpersonal relations 48777 48.78 VIII 2 Poor organization structure 50457 50.46 III 3 Job turnover 52279 52.28 I 4 Low morale 49974 49.97 VI 5 Poor organization climate 49391 49.39 VII 6 Low self-esteem 50153 50.15 V 7 Rare promotions 50197 50.20 IV 8 Insufficient holidays 48526 48.53 IX 9 Financial problems 51018 51.02 II Source: Primary data

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The above table discusses the organizational related problems. The selected sample respondents faced the nine organizational related causes. From these nine problems, most of the respondents faced the major problem ‘Job turnover’ which was ranked as first by them with Garrett scored as 52279 points. The respondents faced the second and third problems ‘financial problems’ and ‘Poor organization structure’ with Garrett scored as 51018 and 50457 points respectively. ‘Rare promotions’, ‘Low self-esteem’ and ‘Low morale’ occupied the fourth, fifth and sixth positions which are faced by the selected sample respondents with Garrett scores of 50197, 50153 and 49974 points. Further, the two problems ‘Poor organization climate’ and ‘Interpersonal relations’ are faced by the employees which are ranked in the order of seventh and eight positions with the Garrett score of 49391 and 48777 points. On the other hand, the respondents faced the final problem of ‘Insufficient holidays’ with Garrett scores of 48526 points. It is found from the above analysis that majority of the respondents are mostly affected by the organizational related problems ‘Job turnover’ followed by ‘Financial problems’.

5.4.7 PSYCHOLOGICAL CONSEQUENCES

Psychological complaints affect one third of all employees, and consequently increasing numbers of employees the paper industry. Between 50 percent and 70 percent of these cases involve problems arising in the workplace, such as mounting stress and workloads. The number of individuals declared unfit for work as a result of psychological complaints rose during 1990s. These problems are categorized into eight factors that are Anxiety, Boredom, Low self esteem, Forgetfulness, Depression, Angry,

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Apathy / worry and Insomnia (Sleepless). The detailed results of the analysis are furnished in the following table.

TABLE NO. 5.4.7 PSYCHOLOGICAL CONSEQUENCES Total Mean S.No. Factors Rank Score score 1 Anxiety 46264 46.26 VIII 2 Boredom 50847 50.85 IV 3 Low self esteem 49985 49.99 V 4 Forgetfulness 49175 49.18 VI 5 Depression 51470 51.47 II 6 Angry 51317 51.32 III 7 Apathy / worry 48847 48.85 VII 8 Insomnia (Sleepless) 52366 52.37 I Source: Primary data

The above table throws light on the psychological consequences. The selected sample respondents opined about the psychological consequences with eight factors. Out of these eight factors, most of the respondents faced the major psychological consequence is ‘Insomnia (Sleepless)’ which is ranked first by them with Garrett scored as 52366 points. The respondents faced the second and third consequence factors ‘depression’ and ‘angry’ with Garrett scores of 51470 and 51317 points respectively. ‘Boredom’, ‘Low self esteem’ and ‘forgetfulness’ occupied the fourth, fifth and sixth consequences which are faced by the selected sample respondents with Garrett scored as 51317, 50847 and 49985 points respectively. On the other hand, the two problems ‘Apathy / worry’ and ‘Anxiety’ are faced by the

206 employees which are ranked in the order of seventh and eight positions with Garrett scores of 48847 and 46264 points respectively. It is found from the above analysis that majority of the respondents are mostly affected with psychological consequence factors such as ‘Insomnia (Sleepless)’ followed by ‘Depression’.

5.4.8. PHYSICAL CONSEQUENCES

Several physical problems are faced by the employees when they have stress in their work. These physical problems are categorized into seven factors viz., Headache, Diabetes, Hypertension, Chest & Back pain, Ulcers, Hair loss and Upset stomach. These problems are listed in rank order and discussed in the following table.

TABLE NO. 5.4.8 PHYSICAL CONSEQUENCES Total Mean S.No. Factors Rank Score score 1 Headache 51355 51.36 III 2 Diabetes 52286 52.29 II 3 Hypertension 52440 52.44 I 4 Chest & Back pain 51315 51.32 IV 5 Ulcers 48555 48.56 V 6 Hair loss 48349 48.35 VI 7 Upset stomach 48259 48.26 VII Source: Primary data

From the above table we come to know about the physical consequence factors that are faced by the selected sample respondents. It is

207 revealed from the above analysis that majority of the respondents faced the main problem towards physically that ‘Hypertension’ which ranked first by them with Garrett scored as 52440 points. The selected respondents faced the second and third physical problems ‘Diabetes’ and ‘Headache’ with Garrett score of 52286 and 51355 points respectively. The fourth and fifth physical problems are ‘Chest & back pain’ and ‘Ulcers’ which are faced by the sample respondents with Garrett score of 51315 and 48555 points. The sixth and seventh problems are ‘Hair loss’ and ‘Upset stomach’ with Garrett scores of 48349 and 48259 points respectively. It is found from the above analysis that majority of the respondents mostly faced the physical problem ‘Hypertension’ followed by ‘Diabetes’.

5.5.1. COPING STRATEGY FOLLOWED FOR REDUCE THE STRESS

Coping Strategy is a behavior that helps us to function better in a given situation. 111 Coping skills can be positive or negative. Positive coping skills help us get through situations at nearly the same level as those which do not have the disadvantage. Negative coping skills, however, may provide short-term relief or distraction, but ultimately worsen our disadvantage. While considering the details about the coping skills the researcher made an attempt to find the coping strategies followed by the selected sample respondents in the study area. For this purpose twelve coping strategies like Prayer, Laugh, Listening to Music, Share with colleagues, Moving from the place, Meditation, Exercise, Smoking / Chewing, Drinking water, Rest and feel fresh, Ignoring the problems and Keeping quiet and Cool have been

111 http://depression.about.com/od/copingskills/Coping_Skills.htm 208 selected and ranked by the selected sample respondents. The distribution of the sample respondents according to their coping strategies is discussed in the following table. TABLE NO. 5.5.1 COPING STRATEGY Total Mean S.No. Sources Rank Score Score 1 Prayer 75267 75.3 I 2 Laugh 65318 65.3 II 3 Listening to Music 50887 50.9 V 4 Share with colleagues 47523 47.5 VII 5 Moving from the place 53576 53.6 IV 6 Meditation 39886 39.9 VI 7 Exercise 37225 37.2 IX 8 Smoking/Chewing 57704 57.7 III 9 Drinking water 45034 45.0 VIII 10 Rest and feel fresh 49307 49.3 VI 11 Ignoring the problems 40493 40.5 X 12 Keeping quiet and Cool 40909 40.9 IX Source: Primary data

The above table discussed the coping strategies followed by the sample respondents. From the above discussion it could be found that majority of the respondents are using the strategy ‘Prayer’ which is ranked first by them with Garrett score of 75267 points. It is followed by the second and third ranks with the coping strategies ‘Laugh’ and ‘smoking / chewing’ with Garrett scores of 65318 and 57704 points respectively. The respondents ranked fourth, fifth and sixth coping strategies, moving from the place,

209 listening to Music and Rest and feel fresh with Garrett scores of 53576, 50887 and 49307 points respectively. The respondents use the seventh, eighth and ninth coping strategies Share with colleagues, Drinking water and Keeping quiet and Cool with Garrett scores of 47523, 45034 and 40909 points respectively. The tenth and eleventh coping strategies are Ignoring the problems and Meditation with Garrett scored as 40493 and 39886 points. On the other hand, the respondents followed the last cope is exercise with Garrett score of 37225 points. It is concluded from the above analysis that majority of the respondents are using the coping strategy prayer followed by laugh.

5.5.2 MULTIPLE REGRESSION ANALYSIS

A regression is a statistical tool used to find out the relationship between two or more variables. In simple regression there will be only two variables; one variable is caused by the behavior of another one. The former variable is defined as independent and the latter is defined as dependent. When there are two or more independent variables, the analysis that describes such relationship is called the Multiple Regression. The main objective of using this technique is to predict the variability of the dependent variable based on its co-variants with all the independent variables. It is useful to predict the level of dependent phenomenon through Multiple Regression Analysis model, if the levels of independent variables are given.

LEVEL OF PERCEPTION TOWARDS JOB

The following analysis shows the relationship between the employees’ opinion towards perception of job, and seven independent variables that

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were studied. It was found that of the seven factors like Age, Gender, Marital Status, Educational Qualification, Experience, No. of earning persons and Monthly Income, six factors were closely associated with the employees’ opinion towards perception of job. In order to measure the inter dependence of independent factors and their level of perception towards job, the results of the analysis were put into Multiple Regression Analysis. The results of Multiple Regression analysis are shown in Table No.5.5.2. TABLE NO. 5.5.2 MULTIPLE REGRESSION ANALYSIS Unstandardized Standardized coefficients coefficients Sl.No. Variables T Sig. Std. B Beta Error (Constant) 0.353 0.241 1.469 1 Age 0.402 0.031 0.354 12.973 1percentage 2 Gender 0.697 0.155 0.122 4.499 1percentage 3 Marital Status 0.393 0.055 0.197 7.180 1percentage 4 Educational -0.185 0.027 -0.181 -6.822 1percentage Qualification 5 Experience 0.286 0.028 0.284 10.229 1percentage 6 No. of earning -0.378 0.048 -0.225 -7.949 1percentage persons 7 Monthly 0.063 0.035 0.052 1.805 NS Income

Degree of Degree of R2 - R-Value freedom – freedom – F Value Significance Value V1 V2 1 percentage 0.840 0.706 7 992 340.673 Level Source: Primary data 211

The Multiple linear regression component (dependent variable) is found statistically a good fit as R 2 is 0.706. It shows that seven independent variables contribute about 71percentage on the variations in employees’ opinion towards perception of job, and this is statistically significant at 1percentage level.

The table indicates that the co-efficient of age, gender, marital status and experience are positively associated with the level of perception. Further, it indicates that these variables that contribute to the level of perception are statistically significant implying that their influence is stronger than that of other variables.

The rate of increase in employees’ level of perception towards their job could be increased with better performance of the independent variable such as the unit change in experience of the respondents with 0.286; with 0.393 units change in marital status; with 0.697 unit change in gender and with 0.402 unit change in age.

Thus from the above analysis the following observations could be made. The perception perceived by the employees towards their job is positively associated with the factors like age, gender, marital status and experience.

5.5.3 LEVEL OF OCCUPATIONAL STRESS

In the following analysis, the relationship between the respondents’ level of occupational stress in paper industry and seven independent factors was studied. It was found that out of seven variables only four variables were closely associated with the level of occupational stress among the

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selected sample respondents. The seven independent variables used in multiple regression analysis are Age, Gender, Marital Status, Educational Qualification, Experience, No. of earning persons and Monthly Income. In order to measure the inter dependence of independent factors and the respondents’ level of occupational stress, the results were subjected to multiple regression analysis. The result of multiple regression analysis is shown in the following table.

TABLE NO. 5.5.3 MULTIPLE REGRESSION ANALYSIS Unstandardized Standardized coefficients coefficients Sl.No. Variables T Sig. Std. B Beta Error (Constant) 0.409 0.119 3.438 1 Age 0.056 0.015 0.053 3.674 1percentage 2 Gender -0.028 0.076 -0.005 -0.361 NS 3 Marital Status -0.016 0.027 -0.009 -0.603 NS 4 Educational 0.013 0.013 0.014 1.006 NS Qualification 5 Experience 0.852 0.014 0.903 61.713 1percentage 6 No. of earning -0.069 0.023 -0.044 -2.943 1percentage persons 7 Monthly Income -0.040 0.017 -0.035 -2.324 1percentage

Degree of Degree of R- R2 - freedom – freedom – F Value Significance Value Value V1 V2 1percentage 0.903 0.816 7 992 628.295 Level Source: Primary data

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The multiple linear regression co-efficient (dependent variable) is found to be statistically a good fit since R2 is 0.816. It shows that the independent variables contribute 81 percentage of the variations in the level of perception towards their job, and this is statistically significant at 1 percentage.

The table indicates that the co-efficient of Age and Experience are positively associated with the level of perception towards their job.

On the other hand, the co-efficient of number of earning persons and Monthly Income are negatively associated. Further, it indicates that the factors like Age, Experience, No. of earning persons and monthly income are statistically significant at 1percentage level. Both of these imply that their influence on the level of occupational stress is stronger than that of other variables.

5.5.4 FACTOR ANALYSIS

Factor analysis is a branch of multivariate analysis that is concerned with the sharp internal relationship of a set of variables. The numerous variables used in a multi item scale such as that utilized in the thesis, can be analyzed of those variables could be seen approximately explaining a single factor (De Groot et.al. 1982). Both Exploratory Factor Analyses (EFA) and Confirmatory Factor Analyses (CFA) were used in this thesis. EFA refers to the determination of the number of common factors necessary and sufficient to account for the inter correlations of a given set of variables (De Groot et.al. 1982). It is traditionally used to explore the possible underlying structure of a set of items without imposing any structure (Child 1990).

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CFA on the other hand is where the number of factor is assumed to be known and the main issue is to fit a postulated pattern of zero and non zero loading to a given correlation matrix (De Groot et.al. 1982). CFA more of a theory testing, rather than a theory rating method as it is based on strong theoretical and empirical foundation (Hair jr.et.al; 1998). Data obtained were investigated by an exploratory factor analysis to determine the number of latent constructs underlying the variables. This was then used in the CFA carried out by utilizing the first or second order CFA for the various scales used in the tests. TABLE NO. 5.5.4 VARIABLE WITH EXTRACTED COMMUNALITY FACTOR VALUE – PERCEPTION OF THE JOB Variables Initial Extraction FACTOR 1 1.000 0.385 FACTOR 2 1.000 0.992 FACTOR 3 1.000 0.992 FACTOR 4 1.000 0.655 FACTOR 5 1.000 0.704 FACTOR 6 1.000 0.987 FACTOR 7 1.000 0.934 FACTOR 8 1.000 0.626 FACTOR 9 1.000 0.992 FACTOR 10 1.000 0.611 FACTOR 11 1.000 0.992 FACTOR 12 1.000 0.843 FACTOR 13 1.000 0.859 FACTOR 14 1.000 0.992 FACTOR 15 1.000 0.971 FACTOR 16 1.000 0.619 FACTOR 17 1.000 0.981 FACTOR 18 1.000 0.667

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Where, Factor 1 - On the whole, they get well along with others at work Factor 2 - There is conflict within team Factor 3 - They are able to share their feelings with boss/colleagues Factor 4 - They have confidence that they will succeed in their job Factor 5 - The shift work creates stress Factor 6 - Intellectual / Technical demands of a job are the source of stress for them Factor 7 - The work assigned to them is monotonous Factor 8 - Interruption makes it difficult to complete all their work Factor 9 - They are satisfied by the corrective measures given by the organization Factor 10 - The employees feel that the leadership style in their organization is appropriate Factor 11 - They are able to complete the work assigned to them Factor 12 - The things they need to know they are getting informed Factor 13 - They have too many work demands at the same time Factor 14 - They feel anxious and apprehensive when they are at work Factor 15 - For all new tasks, they are receiving adequate training Factor 16 - Their opinion is not sought in solving organization problems Factor 17 - The levels of physical effort required in job are stress for them Factor 18 - Job stress leads to physical as well as mental health problems

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The following table reveals that the extraction has been undertaken by using principal-component method and the initial Eigen values are formulated from the communalities table and the same has been developed as extraction sums of squared loadings with percentage of variance and the relative cumulative percentage. From the initial Eigen values and the extraction sums of squared loadings values, the rotation sums of squared loadings has been formulated and shown in the following table.

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TABLE NO. 5.5.5 TOTAL VARIANCE – PERCEPTION OF THE JOB Extraction Sum./s of Squared Rotation Sums of Squared Initial Eigen values Loadings Loadings Component percentage percentage percentage Cumulative Cumulative Cumulative Total of Total of Total of percentage percentage percentage Variance Variance Variance 1 9.125 50.695 50.695 9.125 50.695 50.695 8.961 49.786 49.786 2 1.854 10.300 60.995 1.854 10.300 60.995 1.788 9.931 59.717 3 1.477 8.207 69.202 1.477 8.207 69.202 1.386 7.700 67.417 4 1.259 6.994 76.197 1.259 6.994 76.197 1.383 7.684 75.101 5 1.088 6.046 82.243 1.088 6.046 82.243 1.286 7.142 82.243 6 .845 4.694 86.936 7 .728 4.042 90.978 8 .632 3.508 94.486 9 .576 3.199 97.685 10 .274 1.521 99.206 11 .072 .400 99.607 12 .043 .238 99.844 13 .013 .071 99.916 14 .011 .062 99.978 15 .004 .022 100.000 16 .000 .000 100.000 17 .000 .000 100.000 18 .000 .000 100.000 Extraction Method: Principal Component Analysis

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The extraction process has been carried out by using principal- component method, and it is found from the rotation sums of squared loadings and the total sum of twenty five variables has been extracted and the same has been grouped into five components which have Eigen value of more than one. It ranges from component no. 1 to component no. 5 with the cumulative percentage from 50.695 percent to 82.243 percent. The percentage of variance ranges from 49.786percentage to 7.142percentage. For the fifth component of initial Eigen values, the total, percentage of variance and the cumulative percentage values are 1.088, 6.046percentage and 82.243 respectively. The extracted sum of squared loadings for the same are 1.088, 6.046percentage and 82.243percentage respectively. The rotation sums of squared loadings for the above are 1.286, 7.142 and 82.243 respectively.

From the analysis, it is inferred that the factor analysis has been supported up to 82.243percentage in this study. This is an excellent result and made the study reliable to the analysis.

The following table has been formulated by using ‘principal- component method’ for extraction of variables into components and Varimax with Kaiser Normalization has been done by using ‘rotation method’. All the eighteen variables have been grouped into five components and each component consists of sets of factors and the analysis has been made to identify the influence of one variable over another.

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TABLE NO. 5.5.6 ROTATED COMPONENT MATRIX a – PERCEPTION OF THE JOB

Variable Component No. 1 2 3 4 5 FACTOR 1 FACTOR 2 .992 FACTOR 3 .992 FACTOR 4 .750 FACTOR 5 -.838 FACTOR 6 .989 FACTOR 7 .952 FACTOR 8 .760 FACTOR 9 .992 FACTOR 10 .744 FACTOR 11 .992 FACTOR 12 .912 FACTOR 13 .924 FACTOR 14 .992 FACTOR 15 .977 FACTOR 16 .780 FACTOR 17 .986 FACTOR 18 .809

Extraction Method: Principal Component Analysis Rotation Method: Varimax with Kaiser Normalization a. Rotation converged in 5 iterations

It is observed from the above table that the following are the results extracted from the rotated component matrix among eighteen variables. Among the eighteen variables the Component factor 1 consisted of nine

220 variables which have high influence with one another. They are variable no. 2,3,6,7,9,11,14,15 and 17. Component factor 2 consisted of two variables which have high influence with one another and they are 12 and 13. Component factor 3 has two closely influencing variables and the numbers are 4 and 5. Component factor 4 has two high influencing variables and the variable numbers are 16 and 18 respectively. Component factor 5 consisted of two closely related variables and their numbers are 8 and 10.

From the above factor analysis, it has been identified that all the eighteen factors are very much closely associated with one another and the same has been analyzed by using factor analysis and the influence of one factor with another has been tested and the same has succeeded in measuring the correlation between the particular variable and the factor with 82.243 percent reliability and the factor analysis supported the study.

FACTOR ANALYSIS – 2 TABLE NO. 5.5.7 VARIABLE WITH EXTRACTED COMMUNALITY FACTOR VALUE – IMPACT OF OCCUPATIONAL STRESS Variables Initial Extraction FACTOR 1 1.000 .695 FACTOR 2 1.000 .991 FACTOR 3 1.000 .692 FACTOR 4 1.000 .991 FACTOR 5 1.000 .989 FACTOR 6 1.000 .769 FACTOR 7 1.000 .981 FACTOR 8 1.000 .989 FACTOR 9 1.000 .748

221 where, Factor 1 - They feel completely exhausted at the end of the day at their work place Factor 2 - They look irritated, nervous, angry and tensed while performing their job Factor 3 - They feel dissatisfied with their job Factor 4 - They often think of quitting their job Factor 5 - They feel calm and relaxed at work Factor 6 - They have taken a number of days of leave due to severe stress Factor 7 - They are able to complete their work in the stipulated time Factor 8 - They feel that they are doing work in the best way. Factor 9 - They feel that their official assignments are more important than their personal interests.

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TABLE NO. 5.5.8 TOTAL VARIANCE – PERCEPTION OF THE JOB

Extraction Sum./s of Squared Rotation Sums of Squared Initial Eigen values Loadings Loadings Component percentage percentage percentage Cumulative Cumulative Cumulative Total of Total of Total of percentage percentage percentage Variance Variance Variance 1 5.031 55.898 55.898 5.031 55.898 55.898 5.004 55.602 55.602 2 1.803 20.030 75.928 1.803 20.030 75.928 1.816 20.173 75.775 3 1.013 11.251 87.179 1.013 11.251 87.179 1.026 11.405 87.179 4 .636 7.069 94.248 5 .466 5.181 99.430 6 .037 .411 99.841 7 .013 .139 99.980 8 .001 .015 99.995 9 .000 .005 100.000 Extraction Method: Principal Component Analysis

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The extraction process has been carried out by using principal- component method, and it is found from the rotation sums of squared loadings and that total sum of nine variables has been extracted and the same has been grouped into three components which have Eigen value of more than one. It ranges from component no. 1 to component no. 3 with the cumulative percentage from 55.898 percent to 87.179 percent. The percentage of variance ranges from 55.898percentage to 11.251percentage. For the third component of initial Eigen values, the total percentage of variance and the cumulative percentage values are 1.013, 11.251percentage and 87.179 respectively. The extracted sum of squared loadings for the same are 1.013, 11.251percentage and 87.179percentage respectively. The rotation sums of squared loadings for the above are 1.023, 11.405 and 87.179 respectively.

From the analysis, it is inferred that the factor analysis has been supported up to 87.179percentage in this study. This is an excellent result and has made the study reliable to the analysis.

The following table has been formulated by using ‘principal- component method’ for extraction of variables into components and Varimax with Kaiser Normalization has been undergone by using ‘rotation method’. All the nine variables have been grouped into three components and each component consists of sets of factors and the analysis has been made to identify the influence of one variable over another.

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TABLE NO. 5.5.9 ROTATED COMPONENT MATRIX a – PERCEPTION OF THE JOB Variable Component No. 1 2 3 FACTOR 1 .830 FACTOR 2 .994 FACTOR 3 .832 FACTOR 4 .994 FACTOR 5 .993 FACTOR 6 .741 FACTOR 7 .989 FACTOR 8 .993 FACTOR 9 -.675

Extraction Method: Principal Component Analysis Rotation Method: Varimax with Kaiser Normalization a. Rotation converged in 6 iterations

It is observed from the above table that the following are the results extracted from the rotation component matrix among nine variables. Among the nine variables the Component factor 1 consisted of five variables which have high influence with one another. They are variable no. 2,4,5,7 and 8. Component factor 2 consisted of two variables which have high influence with one another and they are 1 and 3. Component factor 3 has two closely influencing variables and the numbers are 6 and 9.

From the above factor analysis, it has been identified that all the nine factors are very much closely associated with one another and the same has been analyzed by using factor analysis and the influence of one factor with another has been tested and the same has succeeded in measuring the correlation between the particular variable and the factor with 87.179 percent reliability and the factor analysis supported the study.

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CHAPTER – VI

SUMMARY OF FINDINGS, SUGGESTIONS AND CONCLUSION

6.1 INTRODUCTION

The present study was undertaken in paper industry in Tamilnadu. It has been purposively selected for its familiarity and unique performance in utilization of manpower productivity. During the recent years, the whole environment has undergone significant changes regarding working times, years of employment, role of organization, type of employment contracts and working conditions. In this thesis, consequence of these changes on occupational stress and employee’s health and safety have been examined. These include the disruption of human biological rhythms, the increase of whole fatigue due to changes in pattern of working hours and years of employment, job insecurity and occupational stress, which have a serious impact on workers health and may result in an increase in occupational stress. Unsafe work practices related to work load and time pressure, the impact of work changes on public safety and the deterioration of worker’s living conditions with respect to income, social-family life and health and benefit are also described.

6.2 FINDINGS

The findings derived at from the foregoing chapters of the study would be summarized below:

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6.2.1 Findings based on major sources of employee’s occupational stress

1) Considering the age and the level of perception of employees on their job the level of perception was high among the employees, whose age is between 26 to 30 years. 2) 21.8 percent of the male employees were in low level of perception of job and there was no significant association found between gender and level of perception. 3) It was inferred that 22.4 percent of married employees had low level perception of job where as 34.1 percent of the unmarried employees were highly perceived on their job. It was observed that the employee’s perception towards occupation is associated significantly with regard to marital status of all categories of employees. 4) It was indentified that 15.5 percent of the employees having education up to HSC (School education) were in the low level of perception of their jobs. More than 25 percent of the employees having different level of education except ITI holder were in the high level of perception. It is concluded that there was a significant association between educational qualification and the level of perception of job. 5) 27.3 percent of the employees, below 10 years of service, had low level of perception. Above 50 percent of the employees having between 11 to 25 years of service was in middle level of perception. There was significant association found between span of service and occupational perception of employees. 6) It was observed that 51 percent of the employees having more than four earning persons in their family were in low level perception on

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job. Thus, employee’s perception on occupation had significantly associated with the number of earning person in the family of the employees in paper industry. 7) It was found that 30.8 percent of the employees earning between Rs.5000-10000 were in the high level perception on job, whereas 52.9 percent of the employee’s in the income range of Rs.15001-20000 were in middle level perception. There was significant association between the monthly income and level of perception of employees on occupation. 8) It was observed that general 52 percent of the employees felt that their occupation was more stressful. 36.2 - 46.1 percent of the employees were in negative impact on their occupational performance. Thus, this analysis indicates that there was more stress among the employees of paper industries due to the nature of work and work environment. 9) It was identified that around 94 percent of the employees have self confidence on their work performance. 71 percent of the employees felt that their job was highly competitive, about 60.5 percent of employees were in positive image, good patience, high self esteem and tolerance towards their occupation. 44.7 percent of the employees turned aggressive due to their occupation. It was concluded that the employees experienced changes their attitude along with the change in work environment of the paper industry. 10) All the employees irrespective of their qualification do have job stress. However, employees with PG qualification have more stress compared to others with qualification such as school education, ITI diploma, UG degrees.

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11) Though employees have different years of experience, the employees having experience between 11 to 15 years are affected by the occupational stress. It is proved by the ANOVAs test. 12) While analyzing the number of earning members in their family, the respondents who have only one earning member in his family, had severe stress than other categories of the respondents. The result of ANOVAs test also supported the result. 13) Among the five group of the income level of the respondents, employees with income range of Rs.10001 to 15000 are having severe occupational stress than others, which is also proved by the ANOVAs test. 14) Most of the respondents have self-confidence, ability to change, competitive mind, positive image of their self, patience, mild mannerism, high self-esteem and tolerance. 15) To a question about successful completion of the works, the respondence replied that they were able to complete the work assigned to them with the help of good leadership and receiving of required information. However they felt that to many work demands at the same time created anxious and apprehensiveness. 16) Majority of the respondents strongly agree that drugs are one of the main parts of their life, their job cuts their involvement in their family life, family and financial problem create stress in their jobs. 17) It is clear from the analysis that of the statements, eight statements like they feel completely exhausted at the end of the day at their work place. Employee felt dissatisfied with their occupation.

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18) Out of seven factors, six factors are closely associated with the level of perception towards job. The factors are age, gender, marital status, educational qualification, experience and no. of earning persons. The factors like age, gender, marital status and experience are positively associated with the level of perception. This shows that the level of perception towards job is at high level and their relationship with the company is good. 19) It could be observed from the multi-regression analysis that out of seven factors, four factors are closely associated with the level of occupational stress. The factors are age, experience, no. of earning persons and monthly income. The factors like age and experience are positively associated with the level of occupational stress. 20) To study the perception of respondents about their job, eighteen statements were considered and the opinions of the correspondents about these statements were analyzed through factor analysis which has reported that all these eighteen statements were very much closely associated with one another. It is evident from the results of the factor analysis with 82.2438% reliability. 21) To study the impact of occupational stress, nine factors were considered and their relationship with one another are studied through factor analysis which has reported that all the nine factors are very much closely associated with one another and the influence of one factor with another has been tested and the same has succeeded in measuring the correlation between the particular variable and the factor with 87.179 percent reliability and the factor analysis supported the study.

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6.2.2 Findings based on level of occupational stress of employees

1) High percent (36.5 percent) of employees in the below 20 years of age group were in sever level of stress. It also revealed that the job stress had not significantly associated among age group of employees and the level of occupational stress. 2) It was portrayed that 54.4 percent of the employees were in mild stress and 7.4 percent of the employees were in severe level of stress. Further, the job stress had not associated significantly with the male and female employees of paper industry. 3) 54.9% of the married employees and 48% of the unmarried employees were in the moderate level of stress while 27.6%of the married employees and 26% of the unmarried employees were in severe level of stress. Further in the case of widow and widower employees 53% in moderate level of stress and 26% were in severe level of stress thus, job distrust had significantly associated with the marital status of the employees. 4) When the relationship between the educational qualifications of the respondents and their level of stress, it was observed that more than 27 percent of the employees in paper industry are having high level of stress, 54 percent have medium/moderate stress and 18 percent have low level of stress. The result of ANOVA test indicated that there was significant association between educational qualification and employee’s occupational stress. 5) 56 percent of the employees having service below 10 years had moderate level of stress. 39 percent of the employees having experience between 16-20 years had higher level of stress. 11.1

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percent of employees between 21-25 years of experience have low level stress. The job stress had significantly associated with the employees experience in the paper industry. 6) 31.5 percent of the employees having only one earning person were in severe level of stress. Around 59 percent of the employees having two earning person were in moderate level of stress. Job stress and number of earning persons had not significantly associated among employees. But it was significantly associated with the employees having 3 or more earning persons in their family. 7) 75.9 percent of the employees falling under income categories of more than Rs.20001 were in moderate level of stress. 32.5 percent and 29.8 percent of the employees falling under income categories Rs.10001-15000 and 5001-10000 respectively had severe level of stress. It was revealed that family income of the employees had not significantly associated with the employees. 8) It was analyzed that the major problems of employees were heavy noise, air pollution and overwork load and. Hence, there was significant relationship between the employees and the level of occupational stress on their related work in paper industry. 9) It was concluded that finance was the basic factor for creating stress than the other problems like, promotions, lesser holidays, poor interpersonal relationship between employees, employees turnover, etc. These problems were registered as predetermining factors for causes of stress in an organisation. 10) It was observed from the analysis that due to workforce, the employees were mostly affected by loss of sleep, anger, depression. This psychological consequence resulted in the increase of the

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employees stress level. Hence, the significant relationship between the occupational stress of employees and the factors of psychological consequences. 11) It was analyzed that irrespective of various occupational stress, the employees were affected by hypertension, diabetes and headache rather than the other physical problems like chest pain, back pain, ulcers, hair loss and upset stomach etc,.

6.2.3 Findings based on impact of occupational stress and coping strategy

1) Majority of the respondents agreed that their job is stressful, They feel stress very often Occupational Stress has a negative impact on their performance whereas the statement ‘Occupational stress does not have any impact on their performance at work’ was disagreed by the sample respondents. 2) It was observed from the analysis that the work force of employees were mostly affected by sleep, anger, depression. This psychological consequences were resulted that increasing the employees stress level. Hence, there was significant relationship between the occupational stress of employees and the factors of psychological consequences. 3) It was found that irrespective of various occupational stresses, no particular method was adopted by the employees to reduce the stress level. Employees expressed that prayer, chatting with friends and their family members, smoking and drinking water were the dreamful methods followed by them to reduce the stress level. On the other hand, it is noted that very few of them only engaged in little yoga and meditation.

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6.3 SUGGESTIONS

From the foregoing analysis and findings of the study, it can be understood that the paper industry of Tamilnadu plays a vital role in our country. However, it can also be understood that the performance of the various units of the industry is not that much satisfactory, owing to some inherent problems of stress. To overcome such problems and to make the paper industry successful, the following suggestions are made.

1. EXTERNAL COUNSELORS: Identification of factors leading to stress is not so easy for all. Hence it is suggested that external counselors may be appointed to identify the problems faced by the employees which could result in stress and take steps to reduce such stress. 2. AWARENESS PROGRAMMES ON ILL EFFECTS OF DRUGS: The workers are under misconception that using narcotic drugs and cigars will reduce the degree of the stress. But, they are least bothered of the fact that these practices are injurious to health. So, it is suggested that the company should periodically organize awareness programs for the employees on ill effects of using drugs and cigars. 3. YOGA, MEDITATION AND EXERCISE: It has been scientifically proved that yoga, meditation and physical exercise will release stress. Hence, it is suggested that the organization should arrange proper training programs on yoga, meditation and physical exercise for their employees. Such training programs may be arranged especially for the employees in the age group of 26 to 30 years as, according to one of our findings, they have more stress.

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4. STRESS MANAGEMENT TRAININGS: The sample units concentrate only on their growth through production and sales. They hardly care for the physical and mental strains of their workers this result in the presence of stress in their employees. Hence it is suggested that proper training program on stress management must be organized in order to create confidence in the minds of the employees to face the situation and handle problems independently. 5. PROMOTIONAL POLICIES: The employees, whose experiences exceed 12 years, feel unhappy over their position, on the ground that they are deprived of promotion. This feeling increases the intensity of stress and leads to psychological problems. So, to avoid this, it is suggested that the promotional polices should be renovated so that even the more experience person feels happy over his position it is further suggested that apart from efficiency based promotions, time- bound may also be introduced. This will help the employees to get promotion periodically. Further, the managements should evolve clear promotional policies on merit cum seniority or seniority alone. It would pave the way to reduce the stress and the entry of young and new talents to the industries. 6. SCIENTIFIC SYSTEM OF PERFORMANCE APPRAISAL: As a majority of the workers feel that the Performance Appraisal system which is presently in use is not open and frank. Hence it is suggested that the companies may devise the performance appraisal system scientifically in consultation with experts. This will reduce the stress of the workers due to the unknown outcome of performance appraisal. 7. GRIEVANCES REDRESSAL PROCEDURE: There is grievances redressal procedures in all sample units. But they are not followed

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properly. For example, the agreaved persons directly approach the trade unions for their grievances redressal instesd of approaching the appropriate authority. This results in either redressing the grievance after a long period or not at all redressed. Hence it is suggested that employees must be made aware of the grievances redressal procedures and must be encouraged to express their feeling and grievances freely. 8. WAGES AND SALARY ADMINISTRATION: In fixing wages and salary to their employees, the companies were unmindful of educational qualification and experiences. This has created dissatisfaction among the highly qualified and more experienced workers. Hence, it is suggested that the companies should give weightage for educational qualification an and length of service while revising wages and salary. Take this into account while fixing salary. 9. PARTICIPATIVE MANAGEMENT: At present, the employees are not given opportunity to participate in decision making process. This does not make the employees involve in organizational activities and help make the organization successful. Hence it is suggested that the concept of Participative Management may be followed by the management to involve their employees in making the organizations successful. 10. CORDIAL EMPLOYER-EMPLOYEE RELATIONS: It is felt that there is no cordial relationship between the management and the employees. These exists a gap between these two. This gap must be lessened for this it is suggested that participative management, grievances redresses schemes, etc.. must be implemented and improved.

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11. RECOGNITION OF TRADE UNIONS: Presently, there are different trade unions functioning in each units the managements have recognized some trade unions of their organizations. Though the Trade Unions Act and other labour laws in our country require the managements of organizations to take decisions on labour matters in consultation with recognized trade unions, it has been practice of managements to consult only the trade unions backed by ruling political parties, whether such unions are recognized or unrecognized. This creates many problems between the management and the labour resulting in loss of production and even leading to the closure of organizations. Hence it is suggested that the managements must consult only the recognized trade unions of their companies for tacking decision on labour matters. 12. INCENTIVES: The sample units have limited themselves in giving incentives only to the finishing house department where paper counting and packing are done. As the employees of other departments are not happy with the non-availability of incentive system for them, it is suggested that if possible, incentive system may be implemented in other departments of the units. The assistance of external agencies such as Productivity Council, Management Association, etc, may be availed to fix work standard and their by to implement incentive system, either for individuals or groups. 13. WELFARE MEASURES: We know that the various welfare measures available to the workers of the Indian paper industry in general and of Tamilnadu in particular may be broadly classified as statutory welfare measures and non-statutory welfare measures. Though there is no problem in the provision of statutory welfare

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measures, the employees of the sample units are not satisfied with the provision of non-statutory welfare measures. Hence it is suggested that the management should improve the non-statutory welfare measures provided them to their employees. An example where welfare measures could be improved is given below As paper industry is a continuous process industry, the factories work round the clock and hence the factory workers have to attend to their work at different times in day and night times depending upon their shifts. Under this circumstance, if the workers are provided with transport facility and /or quarters, they will feel free and experience less stress. It is understood that some of the units are not providing transport facility and quarters either to all or a portion of their employees. Hence ti is suggested that the all the employees may be given quarters or transport facilities depending upon the financial condition of the respective units.

14. RECREATIONAL FACILITIES: It is a fact that recreation will reduce stress. Hence, it is suggested that the organization to take steps to provide recreational facilities to their employees. This facility may be provided either in the office complex or residential quarters or both. In view of the benefits to organization from tension free employees, it is suggested that a reasonable pat of the net profits of the companies may be spent in providing recreation facilities. What is reasonable part of profit depends upon the net profits of accompanies and it’s number of employees.

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15. REFRESHMENT AND MENTAL EASE FACILITIES: The responsibilities of workers become high due to their overloaded work, which in turn increases stress of workers. Hence, to reduce the tension of the stressed workers, it is suggested that company may provide facilities, in the work place, such as playing music, installing vending machines to supply refreshing beverages, etc. Further, the HR department may conduct work measurement studies and on the basis of results, if necessary, additional workers may be appointed to balance the works of each employee.

16. CRECHE: As women are also employed in paper industy, it is suggested that crèches may be established in each unit to help them maintain their children below the age of 3. 17. SCHOLARSHIPS AND EDUCATIONAL ASSISTANCE: To help the employees reduce their tension about the education of their children It is suggested that the managements may grant scholarships or extend financial assistance on liberal interest and repayment condition. 18. JOB ROTATION: It is understood that most of the workers are doing the same job for long periods. They feel that it has bored them and has resulted in the creation of stress. Hence it is suggested that, wherever possible, job rotation scheme may be implemented. 19. MEDICAL CHECK-UPS: It has been proved that stress leads to physical and mental illness. No doubt that this illness must necessarily be cured. Hence, for this purpose, it is suggested that periodical medical checkups must be conducted for each worker. During the check up if any health mental problem is identified, such worker(s)

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may be subject to proper treatment (either by the management or the concerned worker). 20. GROUP INSURANCE: Statistics shows that some of the employees working in the paper industries were prone to acute disease such as cancer , paralysis, ulcer, tuber culosis, ets.. such people could not continue their service and also could not be offered to spend huge amounts for treatment. Hence it is suggested that the managements may introduce group insurance systems by collecting a very nominal insurance premium. This will create confidence in the minds of workers about their treatment for the deceases and also their life. 21. HEALTH SAFETY MEASURES: There is more opportunity to spoil the health of the work man in the chipper house, boiler plant and paper production department. In chipper house more dust is emitted as wood chipped in this area. In the case of boiler plant, enormous heat is emanated. In paper production department much noise is produced. No doubt, these will affect the health of the workers employed in this department. Hence for the purpose of maintaining normal health by this workers of the area, it is suggested that the workers in the chipper house may be provided with dust masks, an A/C room may be provided works of boiler plant and ear stubs may be provide to the workers employed in the paper production department.

22. FOUR A-MODEL: Presently programs to inform employees about the reasons for and the effects of symptoms like, cognitive symptoms, emotional symptoms, physical symptoms and behavioral symptoms are absent. Hence, it is suggested that managements may train the employees with positive stress stimulators by adopting four A-model

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viz., Avoid the stressor, Alter the stress, Adopt the stress, and Accept the stress. 23. WORK-LIFE BALANCE: The imbalance between life at work place and life at house leads the workers to face stress-related problems. Hence, it is suggested that the companies may organize get- together meetings, picnics, mini tours etc. For the employees and their family members. This will ease their mind and bring them back to have control over mind and body. The cost of such programme may either be wholly borne by the managements or shared between the managements and the workers on an agreed basis. 24. RELATIONSHIP AMONG EMPLOYEES: The lack of interrelationships among the staff yields less productivity and more stress. Zohar and Dov opine that the interrelationships among the co- workers is inevitable for the sustenance and success of organizations. So, it is suggested that the organizations should take initiatives to strengthen interrelationship of staff by conducting orientation programmes, sports, introduction of group incentives, etc..

The suggestions listed above are only a sample based on the findings and the study. It is hoped that if these suggestions are implemented in their real sense and sprit, it is certain that the employees working in the factory site of the paper industry of Tamil Nadu will be free from stress to the maximum extent and this will result in increased production and productivity for the organization.

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6.4 CONCLUSION

Most of the employees in the paper industry get stress due to their and working conditions, management policies, irrational promotional policies, work load disproportionate to salary and favoritism.

Inter-personal relationship is a vital HRD system which creates a conducive HRD climate. The flaws in this relationship lead to stress among the employees.

Employee’s personal health and family circumstances are crucial factors for the quality of work life and stress. The maximum percentage of employees for their poor performance is due to physiological and psychological problems.

The organisational climate influencing stress in the paper industry is predominant. It was found that the demographic variables like education, age, salary and experience of in the employees in paper industry have been creating stress among the employees and especially the experience of employees force them to practice stress management to avoid unnecessary impediments to developmental activities.

The top level executives are very much enthusiastic in implementing the stress management elements. The management policies in favour of stress management, performance appraisal and organisational development are useful for the smooth conduct of the organisation without stress.

Organisation climate influences stress in the paper industry. The top level executives implement stress management techniques in the

242 organisation to accrue the benefits in the form of individual efficiency, organisational efficiency, productivity and environmental change. Maintaining an optimistic organisational climate conditions bring a simultaneous change in organisational development. So, this innovative method brings more weight age to the organisational climate, influencing the employee’s stress.

The stress experienced by the employees in their job often reflected in behaviour and attitudes. The stresses have been recognised as a disease which spoils the health of the employees and reduce their level of job performance. In short, a set of satisfactory human resource practices would result in stress free work life and high jab satisfaction.

6.5 SCOPE FOR FURTHER RESEARCH

The present study has aimed at the identification of the relavant factors influencing the level of occupational stress of employees. Employee’s job satisfaction related to total involvement along with stress free work environment. In this study, the researcher has concentrated more on the level of occupational stress of employees in paper industry. The findings of the present study offer scope for further research on the following topics.

1. A comparative study on the level of employee’s occupational stress in public sector paper industry and private sector paper industry in India. 2. A study may be conducted to identify how occupational stress influences the morale and motivation of employees of the paper industry.

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3. Also the job stress among all level of employees in paper industry may be studied. 4. A study on the effects occupational stress on the various human resource development practices in paper industry may be conducted. 5. A comparative study on employee’s attitude towards human resource management in selected public and private sector paper industry.

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THESIS AND DISSERTATION

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PROFILE OF THE COMPANY

TAMIL NADU NEWSPRINT AND PAPERS LIMITD.

1. Year of establishment : 1979 2. Registered office : 67, Mount road, Guindy Chennai – 600 032 Tamil nadu. 3. Phone with STD code : 044 22354415-18, 22301094-98 Fax : 044-22350834,22354614 E-mail : [email protected] Website : www.tnpl.co.in 4. Mills/Factory address : Kagithapuram, 639136, Karur Dt. Tamil nadu. 5. Phone with STD code : 04324 277001-020 Fax : 04324-277025-029 Website : www.tnpl.co.in 6. Senior Executives : Designation and Address Mr. V. Moorthy IAS : Managing Director Mr. A. velliangiri : Director(Finance) Mr. M. Arunachalam : CGM (finance) Mr. T.V.V. Sathyanarayana: CGM (operations) Mr. c. Padmanabhan : GM (MOL) Mr. P. Vasudevan : GM (HR) Mr. R. Mani : GM (Operations) Mr. s. Krishnamurthy : GM (Marketing) 7. Annual installed capacity : 2,30,00 TPA

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8. Production in last 3 years : 2004 2005 2006 182215 196241 230079 9. Grades of paper/Board Being manufactured : Printing and Writing, Copier, Newsprint 10. Raw materials beings Used : Bagasse, eucalyptus hardwood 11. Brief description of the Manufacturing Process : Hardwood Kraft process followed by CE(p) HH bleaching. Bagasse karft followed by CE(p) H bleaching. ECf conversion of Both bleach plant underway. 12. Total Manpower : 3625 13. Export (if any) : 45,000 TPA 14. ISO certification : ISO 9001:2000 and ISO 14001:2004 certified 15. Effluent treatment plant : Yes 16. Co-generation : Yes 17. Paper machine

CAPACITY GRAMMAGE DECKLE SPEED M/C (TPD) (G/M2) (M) (M/MIN) 1 350 40-80 6.8 700 2 400 40-80 6.6 900

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SESHASAYEE PAPER AND BOARDS LTD.

1. Year of establishment : 1962 2. Registered office : Pallipalayam, Cauvery RS P.O., Erode 638 007, Tamil nadu. 3. Phone with STD code : 91-4288-2402221,240228 Fax : 91-428-240229 E-mail : [email protected] Website : www.spltd.com 4. Mills/Factory address : Pallipalyam, Cauvery RS PO, Erode 638 007, Tamil nadu. 5. Phone with STD code : 91-4288-2402221,240228 Fax : 91-428-240229 E-mail : [email protected] Website : www.spltd.com

6. Senior Executives : Designation and Address Mr. V. Gopalarathnam : Chairman and Managing Director Mr. K.S. Kasiviswanathan: Director(Operations) Mr. V. Pichai : Director(finance) and Secretary Mr. A.K. Mehortra : GM (production) Mr. P.K. Vasist : Head (Marketing) Annual installed capacity: 1,95,000 TPA 7. Production in last 3 years : 2004 2005 2006

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147271 148854 152003

8. Grades of paper/Board Being manufactured : Printing and Writing, Poster, Kraft, Pulp Board, Copier, Coated paper, graphic, Super fine paper, Base paper for no carbon required (NCR) 9. Raw materials beings Used : Wood, Bagasse, Imported Pulp and Waste paper 10. Brief description of the Manufacturing Process : Sulphate process 11. Total Manpower : 2950 12. Export (if any) : 50,000 TPA 13. ISO certification : ISO 9001:2000 14. Effluent treatment plant : Yes 15. Co-generation : Yes 16. Paper machine

CAPACITY GRAMMAGE DECKLE SPEED M/C (TPD) (G/M2) (M) (M/MIN) 1 40 45-95 3.1 235 2 60 70-290 3.1 130 3 20 28-80 2.4 155 4 55 45-140 3.1 315 5 160 45-120 2.8 850

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SUN PAPER MILL LTD

1. Year of establishment : 1961 2. Registered office : 86, EVK, Sampath road, Chennai- 600 007, Tamil nadu. 3. Phone with STD code : 044-26618503, 26618504 Fax : 044-26618259 E-mail : [email protected] 4. Mills/Factory address : P.B. No.2, Cheranmahadevi, Tirunelveli, Distt. 627 414, Tamil nadu. 5. Phone with STD code : 04634-261229,260156 Fax : 04634-260166 E-mail : [email protected] 6. Senior Executives : Designation and Address Mr. G. Viswanathan : Finance Manager and Secretary Mr. V.Ramasamy : Administrative Manager Mr. R. Padmanabhan : Production Manager 7. Annual installed capacity: 1,22,000 TPA 8. Production in last 3 years: 2004 2005 2006 75433 86317 94770

9. Grades of paper/Board Being manufactured : Newsprint, Printing and Writing paper

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10. Raw materials beings Used : Wood and Waste paper

11. Brief description of the Manufacturing Process : CTMP 12. Total Manpower : 1875 13. Export (if any) : NIL 14. ISO certification : ISO 9001:2000 15. Effluent treatment plant : Yes 16. Co-generation : Yes 17. Paper machine CAPACITY GRAMMAGE DECKLE SPEED M/C (TPD) (G/M2) (M) (M/MIN) 1 29 48 183 230 2 57 48 266 310 3 20 28-80 2.4 155

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SUBBURAJ PAPERS LTD.

1. Year of establishment : 1998 2. Registered office : Madurai Road, Sankar Nagar, Tirunelvelli 627 357, Tamil nadu. 3. Phone with STD code : 91-462-2300296,2300647 Fax : 91-462-2300497 E-mail : [email protected] Website : www.subburaj.com 4. Mills/Factory address : North Ariya Nayaki Puram (VI), Mukkudal Ambasamudram (TK), Tirunelvelli DT, Tamil nadu. 5. Phone with STD code : 91-4634-293631,293631,293633 Fax : 91-4634-325544 E-mail : [email protected] Website : www.subburajindustries.com

6. Senior Executives : Designation and Address Mr. B. Chalapathi Rao : V.P. Operatorions Mr. Arun Kumar Subbai : Director/CEO Mr. Badinath Atmaram : Director/COO 7. Annual installed capacity : 90,000 TPA 8. Production in last 3 years : 2004 2005 2006

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9. Grades of paper/Board Being manufactured : Writing and Printing papers, Surface sized and non surface Sized. 10. Raw materials beings Used : Waste paper- coated Book Stock, sorted Office Pack, Mixed White Ledger, Mixed Office Waste etc. 11. Brief description of the Manufacturing Process : Flotation Deinking from Metso paper with contnious Drum pulper 12. Total Manpower : 1550 13. Export (if any) : Envisaged 14. ISO certification : Being applied 15. Effluent treatment plant : Under construction with latest equipments. 16. Co-generation : 6.0 MV 17. Paper machine

CAPACITY GRAMMAGE DECKLE SPEED M/C (TPD) (G/M2) (M) (M/MIN) 1 320 50-120 4.4 750

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A STUDY ON OCCUPATIONAL STRESS AMONG THE EMPLOYEES IN PAPER INDUSTRY, WITH SPECIAL REFERENCE TO TAMIL NADU QUESTIONNAIRE

PART-A PERSONAL DATA Please tick ( ) the appropriate box

1. Name 2. Age (a) Below 20 yrs. (b) 21 to 25 yrs. (c) 31 to 35 yrs. (d) 31 to 35 yrs. (e) 36 & above 3. Gender (a) Male (b) Female 4. Marital Status (a) Married (b) Unmarried (c) Widow (d) Widower 5. Educational Qualification (a) School education (b) ITI (c) Diploma (d) Graduate (e) Post Graduate (f) Others

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6. Years of Experience (a) Below 10 years (b) 11 to 15 years (c) 16 to 20 years (d) 21 to 25 years (e) Above 25 years 7. No. of earning persons in your family (a) Only one (b) Two (c) Three (d) 4 and above 8. Monthly Income (a) Below Rs.5000 (b) Rs.5001-10000 (c) Rs.10001-15000 (d) Rs.15001-20000 (e) Rs.20001 & above

PART-B PERCEPTION OF RESPONDENTS ON OCCUPATIONAL STRESS

The following statements aim at measuring the perception of employees on Occupational Stress. Kindly tick ( ) the appropriate box

S.No. Statements Agree Neutral Disagree

B1 Your job is stressful B2 You experience stress very often Occupational Stress has a negative B3 impact on your performance Occupational stress does not have any B4 impact on your performance at work

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PART-C OPINION OF RESPONDENTS ON OCCUPATIONAL STRESS

S.No. Statements Yes No

C1 Do you have self-confidence

C2 Are you able to adapt to changes

C3 Are you aggressive

C4 Are you competitive

C5 Do you have positive image of your self

C6 Do you have patience

C7 Do you mild mannered

C8 Do you have high self-esteem

C9 Are you suspicious of others

C10 Do you have tolerance

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PART-D PERCEPTION ABOUT JOB

Given below are some statements describing how you feel about your job. Please tick the appropriate box against each phrase which best describes how you feel about the statement. The phrases are Strongly Agree (SA), Agree (A), Neutral (N), Disagree (N), Disagree (D), and Strongly Disagree (SD).

S.No. QUESTION ABOUT JOB SA A N D SD

On the whole, you get well along with D1.1 others at work D1.2 Is there conflict within your team You are able to share your feelings with D1.3 your boss/colleagues You have confidence that you will succeed D1.4 in your job The shift work you do is a source of stress D1.5 for you Intellectual / Technical demands of a job D1.6 are the source of stress for you D1.7 The work assigned to you is monotonous Interruption makes it difficulty to complete D1.8 all your work You are satisfied by the corrective D1.9 measures given by the organisation You feel that the leadership style in your D1.10 organisation is appropriate

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S.No. QUESTION ABOUT JOB SA A N D SD

Are you able to complete the work D1.11 assigned to you The things you need to know you are D1.12 getting informed Do you have too many work demands at D1.13 the same time Do you feel anxious and apprehensive D1.14 when you are at work For all new tasks, you are receiving D1.15 adequate training Your opinion is not sought in solving D1.16 organisation problems The levels of physical effort required in job D1.17 are stress for you Job stress leads to physical as well as D1.18 mental health problems

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S.No. QUESTION-ABOUT FAMILY SA A N D SD

D2.1 Drugs becoming part of your life Your work is cutting into your family D2.2 life D2.3 Problems in your family gives you stress D2.4 Financial problems gives you stress D2.5 Low social support leads you to stress You feel uncomfortable to adjust with D2.6 the society when you are in stress You agree that your qualification is D2.7 more for your present job You have a close and warm relationship D2.8 with family and friends You are satisfied with your family D2.9 members co-operation in your work life D2.10 Your journey to work place is stressful

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PART-E IMPACT OF OCCUPATIONAL STRESS

The following statements are aimed at measuring the effect of Occupational Stress. Please ( ) the most appropriate box.

S.No. Statements SA A N D SD

You feel completely exhausted at the end of the E.1 day at your work place You look irritated, nervous, angry and tensed E.2 while performing your job

E.3 Do you feel dissatisfied with your job

E.4 You often think of quitting your job

E.5 You feel calm and relaxed at work You have taken a number of days of leave due E.6 to severe stress You are able to complete your work in the E.7 stipulated time You feel that you’re doing work in the best E.8 way? You feel that your official assignments are E.9 more important than your personal interests?

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PART-F CAUSES OF OCCUPATIONAL STRESSES The following are some of the factors that lead to occupational stress. Give your ranking.

S.No. WORK RELATED CAUSES Rank

F1.1 Temperature F1.2 Noise F1.3 Lightening F1.4 Technology F1.5 Accidents at work place F1.6 Cleanliness F1.7 Overcrowding F1.8 Air Pollution F1.9 Excess work load

ORGANISATIONAL RELATED S.No. Rank CAUSES F2.1 Interpersonal relations F2.2 Poor organization structure F2.3 Job turnover F2.4 Low morale F2.5 Poor organization climate F2.6 Low self-esteem F2.7 Rare promotions F2.8 Insufficient holidays F2.9 Financial problems

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PART-G CONSEQUENCES OF OCCUPATIONAL STRESS The following are some of the psychological and physical consequences when you are in stress? Please rank the following.

PSYCHOLOGICAL S.No. Rank CONSEQUENCES G1.1 Anxiety G1.2 Boredom G1.3 Low self esteem G1.4 Forgetfulness G1.5 Depression G1.6 Angry G1.7 Apathy / worry G1.8 Insomnia (Sleepless)

PHYSICAL S.No. Rank CONSEQUENCES G2.1 Headache G2.2 Diabetes G2.3 Hypertension G2.4 Chest & Back pain G2.5 Ulcers G2.6 Hair loss G2.7 Upset stomach G2.8 Others

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PART-H The following are some statement that employers do to reduce stress at work place. Mark your opinion as Yes or No S.No Statements Yes No H1.1 The equipment you use within your job is out dated There is risk of physical injury/illness in your H1.2 working environment. The top management commitment and support for H1.3 the problems will only tend to more positive results. Do you think changes in the work place will prevent H1.4 stress Do you feel improving communication will prevent H1.5 stress Do you feel that developing strategies that DO NO H1.6 HARM will prevent stress Do you feel that stress management programmes H1.7 and training for employees will reduce the stress? Do you feel providing opportunities for social H1.8 interaction among employees?

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The following are some statement that you self handle a situation to reduce stress at work place. Mark your opinion (Rank the following.)

S. No SOURCES RANK

H2.1 Prayer

H2.2 Laugh

H2.3 Listening to Music

H2.4 Share with colleagues

H2.5 Moving form the place

H2.6 Meditation

H2.7 Exercise

H2.8 Smoking/Chewing

H2.9 Drinking water

H2.10 Rest and feel fresh

H2.11 Ignoring the problems

H2.12 Keeping quite and Cool

H2.13 Others.

Give your suggestions for overcoming the occupational ______

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