Impact of stress on job performance

A Thesis Submitted to the

Superior University

In Partial Fulfillment of the Requirements for the Degree of

Masters in Business Administration

(Human Resource Management)

By
Humaira Manzoor

2013

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 DECLARATION OF ORIGINALITY

I hereby declare that this project is entirely my own work and that any additional sources of

information have been duly cited.

I hereby declare that any Internet sources published or unpublished works from which I have

quoted or draw references fully in the text and in the content list. I understand that failure to do

this will result in failure of this project due to plagiarism.

I understand I may be called for viva and if so must attend. I acknowledge that this is my

responsibility to check whether I am required to attend and that I will be available during the

viva periods.

Signed……………..…………………………

Date…………….………25th February, 2013.

Name of Supervisor………Miss Khansa Irem

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 ABSTRACT

This research study looks at the impact of stress on job performance in banking sector. Stress is

major issue in organizations which is cause of declining performance of employees and also

effect on employee’s mental ability. Stress is also creating dissatisfaction among employees. For

this study, 150 employees from different banking sectors of Pakistan were asked questions about

stress (S), job satisfaction (Js), and job performance (JP). When the surveys were completed and

returned, the data was entered into SPSS for analysis. Several tests were run on the data, and

significant findings were present. This study shoes that stress is negatively associated with job

performance. Job satisfaction has positive relation with job performance. There is also some

suggestion after getting findings at the end.

Keywords: stress, job satisfaction, and job performance.

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 ACKNOWLEDGEMENT

I would like to thank the following persons without whose guidance this dissertation could not

have been completed.

First of all I would like to express my sincere appreciation and gratitude to my supervisor miss.

Khansa Irem for her guidance and insight throughout in making my dissertation especially, her

invaluable suggestions and comments that really guided my research and also helped me to

structure my dissertation.

Secondly, I am also very indebted to my best friends, my father and mother for their continuous

support. I owe a lot of their unconditional love and understanding. Well, their suggestions

allowed me to think in many different ways. Most importantly, they continually helped me

improve my confidence. There were certain times, when I used to say that I just did not think I

could go on with my studies, but they always knew just what to say to get me back in the race.

They really very special entities of my life…. What a journey! I will never stop admiring them.

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 TABLE OF CONTENTS

Declaration of Originality..............................................................................2

Abstract..........................................................................................................3

Acknowledgment...........................................................................................4

Chapter 1: Introduction…………………………………………………..7

1.0 introduction………………………………………………………….....8

1.1 purpose statement …………………………………………………….10

1.2 objectives ……………………………………………………………..10

1.3 significance ……………………………………………………………11

1.4 research questions ………………………………………………….....12

1.5 key term definition………………………………………………….....13

Chapter 2: Literature Review…………………………………………...14

2.1 literature review………………………………………………………15

2.2 Theoretical Model……………………………………………………..28

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Chapter 3: Data/ Methodology. …..…..………………………………….29

3.1 research paradigms……………………………………………………..30

3.2 tools of data collection …………………………………………………31

3.3 sampling technique and sample ………………………………………..34

3.2 measures .………………………………………………………………37

3.3 methodology …………………………………………………………..38

Chapter 4: Analysis………….....…..…..…………………………………40

4.2.1 Demographic profile…………………………………………………41

4.2.3 Reliability test………………………………………………………..42

4.2.4 Histogram..…………………………………………………..............43

4.2.5 Descriptive summary...………………………………………............46

5.2.3 Scatter plot …………………………………………………………48

4.2.4 Correlation …………………………………………………………50

4.2.5 Regression ………………………………………………………….53

Chapter 5: Discussion/ conclusion..…..………………………………….56

5.0 Discussion …………………………………………………………….57

5.1 conclusion …………………………………………………………….60

Appendix…………………………………………………………………61

References ……………………………………………………….……….64

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 CHAPTER#1
INTRODUCTION

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 INTRODUCTION
1.0 INTRODUCTION
Globally stress is increasing in all working fields, families & in society generally. ahmed &

ahsan,( 2011) from a pakistan development of economic institution reported that The share of

services sector in total GDP is 47 percent in low income countries, 73 percent in high income

countries 53 percent in middle income countries but in Pakistan economy service sector is

contributing 50%. According to report of June 2010, the banking sector comprised 36

commercial banks (including 25 local private banks, 4 public sector commercial banks and 7

foreign banks) and 4 specialized banks with a total number of 9,087 branches throughout the

country but among these banks, there are 6 fully fledged Islamic banks as at end of June 2010.

Pakistan has the common resource of supplies funds and the main source of financing to support

the national economic performance is commercial, investment and Islamic banks. According to

economy survey report of 2011 financial intermediaries’ contribution is 6.5% in GDP growth of

Pakistan

Hina Rehman said that Stress, is the body’s physical and psychological responses to anything

that’s perceived as irresistible. Stress has negative impact on work because it directly affects on

health of human being due to which balance between health and job diminishes. Job stress is the

harmful physical and emotional responses that occur when the employees cannot fulfill their

responsibilities sue to lack of capabilities. Job stress can affect health and poor health damage

performance on workplace so it’s overcome has significant impact on performance and

satisfaction of employees. If stress will be not deal in start then it creates cardiovascular diseases,

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musculoskeletal disorders, and Psychological disorders. The problem of stress is affecting job

performance in all work fields and in the banking sector due to stress the load of work declining

satisfaction of employees and also damaging health.

Many studies has been conducted on stress among employees and revealed its impact on

performance. Numerous studies have found the impacts of stress on job performance and

satisfaction of employees in job. Ahsan,Abdullah, Fie& Alam (2009) explained that the job

stress deviate empoloyees from their normal functioning. It cause psychological disorder among

employees and damage their health, career and performance of employees. Workload and time

constraints has significant impact in nursing field which disturb their performance.

Work and family inter related that can affect quality of life because stress in workplace due to

pressure or workload will disturb employee he will take his work in home which will imbalance

his famoly life also and employees health will suffer due to imbalance in life. Globally

competitoveness also causing stress in current era because over work, extended working hour

made employees unhappy. Role ambiguity can also create stress because if he cannot judge that

either his performance good or not according to demand that will create anxiety and hopelessness

which will affect on employee mental level.

Many studies conducted on stress but in pakistan few studies are available on stress, especially in

banking sector which is growing in pakistan and playing a vital role in finance handling and

GDP rate of pakistan by mony circulation. Studies are conducted on the same variable which I

used but in pakistan there is need of more studies to know consequences of stress and its impact

to overcome.

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1.1 PURPOSE STATEMENT

The purpose of this study is to examine impact of stress on job performance and also itseffect on

job satisfaction. For this purose independent variable stress and dependent variable job

performance used while job stress is mediator. A questionnaire is used for getting information

from respondents on job performance questionnaire (Chen, S. Tsui & Lih & Farh) included three

statements, job satisfaction questionnaire included four statements (L Cooper& Rout&

Faragher) and on stress (Ramirez & Associates) questionnaire included four statements.

McGrath (1970) defined stress that “stress is the perceived imbalance between demands and

response capabilities when failure to meet the demands is deemed important.” and job

performance defined as those actions or behavior under control of individual that contributes in

organization’s goal, and can be measured according to individual’s level of proficiency”

Campbell (1990).

1.2 OBJECTIVES
 To examine impact of stress on job performance

 To examine impact of stress on job satisfaction

 To examine impact of job satisfaction on job performance

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1.3 SIGNIFICANCE STATEMENT

This study will be significant by number of ways. It will contribute to body of knowledge and

three primary groups can get benefit from this study which is following:

1. The first group is employees in today’s business environment. Employees may know that

how stress negatively associated with their performance. They can identify causes of

stress which are reducing their working effectiveness. By getting knowledge about stress,

its causes they can learn how to cope with stress and can help the management in

implementation of stress reduction programs at work place because stress is reducing

productivity and efficiency of employees and also effecting their health therefore

employees must know about its effect, causes and coping techniques of stress.

2. Second group is employers because they may get knowledge that how stresses affecting

their employee’s performance negatively and what steps should be taken to overcome.

Employer must know about stress causes that can help them for analyzing that why

performance of employees can decrease and how this issue can be managed among

employees for getting maximum output.

3. Thirdly body of knowledge will be helpful for educators as a valuable guide to their

curriculum. This era is the era of research and many researches are conducting in

Pakistan but in banking sector fewer studies have been found on that topic the impact of

stress on job performance, so this study will contribute in research and will be helpful for

banking employees and employers as banking sector contributing a lot in economy of

Pakistan.

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 4. Fourthly, it will be helpful for the current and upcoming culture, changing trends of

policies, competitive environment for creating a flawless system using unique results of

this study.

So by the transfer knowledge through this study, quality of employee’s performance can

be improved.

1.4 RESEARCH QUESTION & HYPOTHESIS

(a) Research question:

What is the impact of stress on job performance?

(b) Research hypothesis:

Hypothesis 1:

H0: there is no relationship among stress & job satisfaction.

H1: there is relationship among stress and job satisfaction.

Hypothesis 2:

H0: there is no relationship among job satisfaction & job performance.

H1: there is relationship among job satisfaction & job performance.

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1.5 DEFINITIONS:
(A) STRESS

‘Stress is a result of an imbalance between demands and resources’. Lazarus & Folk man (1984)

(B) JOB SATISFACTION

“The pleasurable emotional state resulting from the perception of one’s job as fulfilling of

allowing the fulfillment of one’s important job values”. Locke (1976)

(C) JOB PERFORMANCE

Job performance defined as those actions or behaviors under the control of the individual, that

contribute to the organization’s goals, and that can be measured according to the individual’s level of

proficiency. Campbell (1990)

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 CHAPTER #2
LITERATURE REVIEW

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 2.1LITERATURE REVIEW

Ghalambaz & Ghalambaz, (December 2011) explained “Effective Organization Structure

Factors on Producing Occupational Stress among Isfahan Province Payame-E-Noor Faculties

and Scientific Assistants”. The purpose of this case study was to examine the various factor

impacts related to university organizational structure on the faculty occupational stress in Iran-

Isfahan Payame-E-Noor University. They used 100 samples out of 300 faculty and scientific

staffs working in Isfahan Payam-E-Noor University were selected. Researcher made

questionnaires based on 89% alpha and the hypothesis related to the organization structure were

completed by the subject. The results were analyzed through statistical analysis methods

including, frequency of distribution, T-correlation and variance. The results revealed that there

was a significant relationship between organization structure factors and occupational stress on

these groups. The result shows that most important factors causing job stress on instructors were

"low job popularity for instructors “and "not appreciating and recognizing of instructors on

behalf of responsible individuals “with 4.55 mean score. They suggested that there should be

more researches and studies due to recognition and neural pressures prevention and the

relationship between excitement intelligence and Occupational stress should be measured.

Ongori & Agolla (December 2008) elaborate “Occupational Stress in Organizations and Its

Effects on Organizational Performance”. They explained Occupational stress affects employee

turnover, productivity and firm performance. They collected data by convenience random

sampling of employees working in public sector organizations in Botswana. The data was

analyzed using statistical package for social science (SPSS) version 15.0.The result showed that

occupational stress affects employees in several ways and is a major source of employee’s

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turnover in many organizations. They suggested that inspire managers to understand and develop

appropriate interventions to manage and minimize stress in their organizations.

Hina Rehman Examines the “occupational stress and a functional area of an organization”. She

analyzes the relationships between relationship between occupational stress and a functional area

of an organization. This was a co correlation study in which she used randomly selected sample

of 20 private and public organizations. She used alpha reliability of the scale for calculations

which shows significant result. She concluded that job insecurity and stress were significantly

positively correlated. Results also shows that long work hours and stress were significantly

positively correlated and there is a more stress in human resource and IT as compare to

accounting and marketing departments.

Marzuki & Ku Ishak (2011) described “towards healthy organization correctional setting:

correctional officers ‘wellness, occupational stress and personality”. They explained Gradual

wellness fluctuation due to excessive stress would severely tarnish Performance of correctional

officers and prison department. They elaborated on correctional officers’ personality and

occupational stress in order to maintain their wellness at work. This research examined the

relationship between correctional officers’ wellness, their personality and occupational stress in

Prison Department of Malaysia. They used sample for the populations of 4,783 (8 locations) was

between 354 and 356. Three instruments (using liker t-type formatted scales) were incorporated

to establish an appropriate questionnaire .They examined the relationship of work stress

dimensions, personality domains and wellness through Pearson product-moment correlation

Coefficient and Stepwise Regression as statistical tools. These findings were significant since

correctional officers’ wellness, their personality and occupational stress remained loose issue

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particularly in Malaysia. Findings concluded that personality and occupational stress influenced

correctional officers’ health and wellbeing.

Ahmadi & Alireza( 2006) explained “Stress and Job Satisfaction among Air Force Military

Pilots”. They described that Stress induces impairment of performance is a relatively common

issue in pilots of military aviation. Their study was cross- sectional in design and used survey

methodology. The survey was offered to 89 military pilots. Subjects completed a Questionnaire

with 32-item on Aviation Stress and short form of Minnesota job Satisfaction Questionnaire

(MSQ).Their Results indicated that %33.7 pilots who had mild stress, %48.3 pilots who

exhibited moderate stress and only, %13.5 pilots who indicated high stress. The stresses in pilots

rating so: life stress, organizational stress, flight environmental stress and task-based stress. The

correlation between job satisfactions and life stress was (-0/53), with organizational stress (-

0/38), with flight environmental stress (-0/25), with task-based stressors (-0/23) and finally

correlation between job satisfaction with flying hours was (-0/22).they suggested that it is

essential to provide them with some training, informing, evaluating and other psychological

services, especially life skills and organizational skills. Furthermore, attending to military pilots

and filling their schedule with useful programs such as flight with civilian airplanes, educational

and research activities, favorite executive activities, sports and entertainment can decrease their

stress, increase their job satisfaction and decrease their occupational weariness.

R.Robbins (2003) explained “the relationship between job stress and job satisfaction among

industrial and technical teacher educators”. He elaborated Job stress among faculty members in

higher education has become a critical issue for faculty members and administrators. The

purpose of this study was to explore the relationship between job stress and job satisfaction

among industrial and technical teacher educators. They also explored whether or not intensity of

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or frequency of stressors had a greater impact on job satisfaction. The population for the study

was industrial and technical teacher educators from 2- and 4-year post secondary educational

institutions across the United States. A random sample of 347 was drawn from the 1,752

industrial and technical teacher educators. The relationship between job stress and job

satisfaction was investigated by calculating Pearson's product-moment correlation coefficients,

and z-tests were conducted to determine significant differences in correlations between job

satisfaction and frequency of stressors and correlations between job satisfaction and intensity of

stressors. Findings showed that frequency of stressors has a greater impact on job satisfaction,

analysis revealed significant differences between correlations from the scale and subscales

measuring intensity of stressors and the scale and subscales measuring frequency of stressors. In

each case of significant difference, there was a higher correlation between job satisfaction and

frequency of the stressor than there was between job satisfaction and intensity of the stressor.

This finding suggests that the effects of stress over time are more damaging to job satisfaction

than a single major stressful event is.

Simoens & Scott explained “Job Satisfaction, Work-Related Stress and Intentions to Quit of

Scottish general practitioners.” They explore that Job satisfaction and work-related stress

influence physician retention and turnover rate in organizations. The purpose of the study was to

describe job satisfaction, pressures at work, and intentions to quit of Scottish general

practitioners and to examine how general practitioner’s Job satisfaction, stress, and intentions to

quit vary with demographic and job. They used a cross-sectional study by postal questionnaire

on a random sample of 1,000 general practitioners principals, 359 general practitioners non-

principals, and 62 PMS General Practitioners. The response rate was 56%. General practitioners

were most satisfied with their colleagues, variety in their job, and amount of responsibility

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provided them. They concluded that general practitioners participation in the workforce could be

promoted by introducing more flexible working patterns (e.g. part-time work) and by expanding

the scope of contractual arrangements. It could also be promoted by making patient expectations

more realistic by clearly communicating what the role of a general practitioner actually

encompasses.

Glissmeyer,James W. Bishop& Fass explained “Law Enforcement Officers’ Stress and Intent to

Quit the Organization”. The aim of their study was to evaluate the effect of three variables of

perceived support:1st was perceived community support, 2nd was perceived local government

support, and third was perceived city manager support on stress level and intent to quit the

organization in a law enforcement setting. The data was collected within two cities in the

southwestern U.S. A total of n = 114 police officers. Four seven-point likert scales were used to

measure the law enforcement officer’s variables. Some of the demographic information of the

sample was as follows: 83 % male (n = 93) 17% female (n = 19). The age range is as follows: <

30, 25% (n = 28); 30-40, 45.6% (n = 51); 40-50, 19.6% (n =22); >50, 9.8% (n = 11). They

concluded that perceived local government support was significantly negatively related to stress.

Results also showed that stress fully mediates the relationship between perceived local

government support and intent to quit the organization.

A. Goyal & Joshi explained “Impact of Merger on Stress Level of Employees”. They explore

that if changes are not managed properly than they may cause stress among bank Employees.

The purpose of their study was to measure the level of stress of the erstwhile Bank of Rajasthan

employees after merger in ICICI Bank Ltd. They used weighted average method and employed

paired sample t-test to find the difference. They found that Merger Stressors are major

psychological factors which include uncertainty, insecurity, job changes and threat of job loss

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which create stress among bank employees. They also concluded that the working cultural

factors are also responsible for stress; cultural factors include the technology used by the

company, reporting system, working hours, relationship with boss and supervision.

E.Sullivan & S.Bhagat( 1992) explained “orgnizational stress, job satisfaction and job

performance”. They explore direct and moderate effect of stress with job performance and job

satisfaction. By using 102 sample of university they proposed four hypothesis.they concluded

that in 1st hypothesis they explained that there is u-saped relation between job and stress but in

2nd hypothesis they explained positive relation between performance and stress.3rd hypothesis

showed negative linear relation but 4th hypothesis suggested no relation between job

performance and stress. So they suggested that variables should be study for their significant role

attention and research design.

Hsieh, Huang & Su( 2004) explore “Work stress and job performance in the hi-tech industry”.

They explained that the purpose of the present study is to investigate the relationship of work

stress and job performance among hi-tech employees. They also discuss its relevance to

vocational education. They study the top 1,000 companies in the hi-tech industry from the

electron, semiconductor, information and communications fields in Taiwan. They used self-

designed questionnaire was utilized and For internal reliability they used Cranach’s α that

ranged from 0.60 to 0.89,showed a significantly high reliability. They found that there was a

significant negative correlation between work stress and job performance. They also found that

job performance could be predicted by work stress levels: but an appropriate level of work stress

could also promote employees’ job performance.

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C Boshoff & G Mells ( 1995) ellaborate “role stress and job satisfaction: their supervisory

antacedents and their influence on organizational commitment”. They explained that whether

behavior and actions of supervisor influence job commitment.they used questionnaire to know

job satisfaction and performance feedback was measured by five-item instrument and

participation in decision making with a four item scale. They showed result by using cranbach

alpha values.they used random sample of 450 employees for this.their result showed that job

satisfaction have significant influence positive impact on job commitment while role confloct or

stress have negative impact on it.

Ahsan, Abdullah, Fie& Alam (2009) explained “A Study of Job Stress on Job Satisfaction

among University Staff in Malaysia:” They study relationship between job stress and job

satisfaction. They examine determinants of job stress include, management role, relationship

with others, workload pressure, homework interface, role ambiguity, and performance pressure.

Their sample was consisted of a public university academician from Kalang Valley area in

Malaysia .They verified the internal reliability of the items by computing the Cranach’s alpha.

Their results showed that there is a significant relationship between four of the constructs tested

and their results also showed that there is significant negative relationship between job stress and

job satisfaction.

Payne , Jones & Harris( october 2002) explained “The Impact of Working Life on Health

Behaviour: The Effect of Job Strain on the Cognitive Predictors of Exercise”.They used job

strain model were used to investigate the predictors of exercise in a group of employees. In their

study a total of 241 employees completed an initial questionnaire; 1 week later 213 employees

responded to a questionnaire measuring behaviour. They conduct regression analysis for

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findings. Their findings showed that Employees in high-strain jobs did significantly less exercise

than those in low-strain jobs.

L. Hogan explore “the impact of job characteristics on correctional staff job stress”. He

explained the impact of job characteristics and job involvement on correctional staff job stress.

Job stress was the dependent variable in this study and he used Ordinary Least Squared

regression, and observed that gender, age, perceived dangerousness of the job, feedback, role

stress, and job involvement had statistically significant effects on correctional staff job stress but

Tenure, educational level, race, supervision, and job variety had non-significant effects. He also

used Cranach alpha for analysis in his study.

Leung, Sham & Chan (june 2007) explained “Stress in Preventing Rust out/Burnout in

Estimators”. They described that stress involves both a quantitative workload (e.g., too many/few

tasks) and a qualitative workload (e.g., repetitive/complicated tasks. the aim of their study was to

identify stressors, impact of job-demand stress in HONG-KONG and interrelationship between

different stressors and construction estimators. They used factor analysis and correlation

analysis. They measured the individuals’ stress level, by using RO-BO scale included in the

survey to reflect both quantitative (number of assignments) and qualitative (difficulty of

assignments) dimensions of workload on an individual. Their result showed that there is a

significant relationship between quantitative and qualitative stress levels. They conclude that

Stress is not only caused quantitatively and qualitatively by workload, but also affected by

personal stressors in the estimation process.

Vakola & Nikolaou( 2005) explained “Attitudes towards organizational change: What is the role

of employees’ stress and commitment?” they explore that organizational change and stress are

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two main issues in organizational work. For this they used employee screening tool with 292

participants to check employee attitude about organizational stress and change. Their findings

showed that there is negative correlation between stress and employee attitude because with

stress commitment level of employees will decrease.

A. Bovier & V. Perneger( 2003) described “Predictors of work satisfaction among physicians”.

They explained that work satisfaction is an important concern because it is related with several

aspects of care. They assessed validity of questionnaire by addressing five dimensions of

satisfaction which are patient care, work-related burden, income-prestige, personal rewards and

professional relations with colleagues. They conduct mail survey of physicians practicing in

canton Geneva, Switzerland, during the autumn of 1998. They develop a job satisfaction

questionnaire in French that included 17 items, based on the main components of work

satisfaction that were identified by qualitative research. Pearson correlation coefficients were

calculated to explore the relationships between continuous predictors and satisfaction scores.

They concluded that many determinants of various aspects of work satisfaction among

physicians represent modifiable aspects of physicians’ working arrangements. The most striking

result was the low satisfaction reported by physicians in training. These Results can help

physicians to establish the most satisfactory working conditions, to their own benefit and that of

their patients.

Luo Lu(1999)explore “work motivation, job stress and employees well-being”.they elaborate the

relationship between stressors and strain and effect of two potential variable motivation and

social support .they used random sampling interview method on 300 employes.they concluded

that intrinsic motivation positively related to job satisfaction whereas extrinsic motivation was

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positively related to stress. They also told that family and supervisors negatively related to

depression or anxiety.

J Sutherland & L Cooper (13 june, 1992)explained “Job stress, satisfaction, mental health

among general practitioners before and after introduction of new contract”. They explore Job

stress and satisfaction in general practitioners. They used cross sectional postal questionnaire for

survey. They used 917 sample sizes from which they collected 61% returned questionnaire for

analysis. They concluded that Doctors experienced more stress but less job satisfaction, and

poorer mental health in1990 than in previous three years. These changes may have resulted from

the introduction of the new contract that time.

Dowell(march 1998) elaborate “A survey of job satisfaction, sources of stress and psychological

symptoms among general practitioners in Leeds”. He described the levels of psychological

symptoms, job satisfaction, and subjective ill health. He used Postal questionnaire survey for all

general practitioners. He used quantitative and qualitative measures for this purpose.70%

questionnaire were returned for analysis in which 60% result showed that their health affected by

work and there is need to improve working conditions if new contract introduced while in

previous study in 1987,52% result showed that there is high level of physical symptoms and

their satisfaction. For further changes in work he concluded that there is need of further

improvement.

McLean explore “Stress and Job Satisfaction among Distance Educators”. She explained that

despite the rising numbers of faculty teaching exclusively at a distance, the literature is silent to

explain factors of stress and job satisfaction especially in online teaching. The purpose of this

study was to provide explanation on experiences of distance education faculty with regard to

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occupational stress and job satisfaction. She collected data by way of a Delphi panel of higher

educators. The results of this study showed that distance education is a rewarding career path of

faculty of higher education but to avoid stress and for getting job satisfaction regular

communication and support is necessary.

Cox(1993) explore “stress research and stress management”.he explained about stress

consequences that how it affects on human health.he used different models for stress

consquences and relate it with work then provide rank and showed differenrt results.he also used

many approaches to explain physical stress and then provide recommendations for them.he

concluded that occupational stress have number of reasons like lack of explaining conrext to

individuals or lack of theoratical base.he suggested many stress management techniques to

control stress on workplace for avoiding health problems.

L Cooper, Rout& Faragher(february 1989) explained “Mental health, job satisfaction, and job

stress among general Practitioners”. They explained sources of job stress associated with high

levels of job dissatisfaction and negative effects on mental well being. They used independent

variables of job stress, demographic factors, and personality and Dependent variables were

mental health, job satisfaction, alcohol consumption, and smoking. They studied National sample

of general practitioners. They selected One thousand eight hundred seventeen general

practitioners at random by 20 families. They used LINKERT type scale for filing stressors

questionnaire and do regression analysis for results. They concluded that independent variables

effects on mental level of practitioners.

A. Judge & A. Colquitt( 2004) explained “Organizational Justice and Stress: The Mediating

Role of Work–Family Conflict”. They explore relationship between organizational justice and

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stress. But work–family conflict was a mediator in this study. They used sample of 174 faculty

members employed at 23 U.S. universities. They used random sample from there and used

questionnaire by providing rating 1-5. The results showed that procedural and interpersonal

justice had the strongest relationships with stress, but these effects were mediated by work–

family conflict.

E. Spector(2000) explained “Why negative affectivity should not be controlled in job stress

research: don’t throw out the baby with the bath water”. They explore that negative affectivity

biased job stress and strain also. They explore some issues for interpretation of biases for

assessment of job stress and strains. They used longitudinal studies and some mechanisms for

this purpose to compare results with previous studies. They concluded that relations of negative

affectivity with job stress and strain have some factors. They give some mechanism which needs

more research for controlling negative affectivity and to control biases.

Stordeur, D'hoore& Vandenberghe(9 May 2001) explained “Leadership, organizational stress,

and emotional exhaustion among hospital nursing staff”. They explore the effect of work

stressors and head nurses' transactional and transformational leadership on the levels of

emotional exhaustion experienced among their staff. They used a questionnaire for data

collection from nurses of a hospital. They do regression analysis and multiple regression analysis

on data for results. They found that in regression analyses, work stressors as a whole were found

to explain 22% of the variance in emotional exhaustion but leadership dimensions explained 9%

of the variance in that outcome measure. They suggested that Workload and job design should be

rescheduled in innovative ways in order to help nurses Reduce work pressures.

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K. A. Lewig & M. F. Dollard(2003) explained “Emotional dissonance, emotional exhaustion and

job satisfaction in call centre workers”. They explore rapid rise of the service sector, and in

particular the call centre industry has made the study of emotional labor increasingly important

within the area of occupational stress research. 16 call centers were used for survey purpose.

They used Frankfurt Emotion Work Scales. The results of this study showed that both employees

and Organizations can give benefit from the creation of service jobs that enrich the working lives

of call centre workers but emotions of labor is main issue for controlling work stresses.

M. Richardson & R. Rothstein( 2008) explained “Effects of Occupational Stress Management

Intervention Programs”. They explore effectiveness of stress management interventions in

occupational settings. They used sample size of 2,847.they used meta-analysis procedures to

evaluate the effects of stress management interventions. They concluded that from the

participants, 59% were female, mean age was 35.4, and average length of intervention was 7.4

weeks. The overall weighted effect size (Cohen’s d) for all studies was 0.526 (95% confidence

interval =0.364, 0.687), a significant medium to large effect.

Bashir & Ramay ( may 2010) explore “Impact of Stress on Employees Job Performance a Study

on Banking Sector of Pakistan”. They explained that stress had a great effect on employees of

banking sector due to its many antecedents. They used a sample size of 144 employees of

graduate and senior employees of banking sector in Pakistan. They test the data by correlation

and regression analysis. They found significant results among these variables and they showed

that stress and job performance negatively correlated with each other. They also recommended

that supportive culture can reduce stress among banking employees.

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 2.2 THEORATICAL FRAMEWORK

Stress Job satisfaction Job performance

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 CHAPTER#3
DATA/METHODOLOGY

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 DATA/METHODOLOGY
3.1 RESEARCH PARADIGMS
In research, three types of research approaches used which are quantitative research, qualitative

research and mixed method research.

Ali & Birley (1998) term qualitative is not precise; it describes a lot of reality aspects. Qualitative

research contains detailed observations. Qualitative research is exploratory, inductive and

descriptive. M. Castellan (2010) qualitative research has theory, case study, Phenomenology,

ethnography, grounded theory, cultural studies types of research. Purpose of this research is

interpretation. Data collection types in qualitative research included written documents from

field work, interviews, pictures, observations etc. It includes inductive process so theories

applied on this.

Ali & Birley (1998) quantitative research is confirmatory, deductive, and inferential. M.

Castellan (2010) qualitative research method includes Experimental, quasi-experimental, single

subject and descriptive, comparative, co relational, ex post facto methods. It used to quantify the

data. Purpose of this research is prediction. Data collection types in quantitative research

included Questionnaires, surveys, tests, etc. it includes deductive process and data tested by

statistical procedures. The findings from quantitative research can be predictive, explanatory, and

confirming so the next section focuses on quantitative research methodology.

Galt (2008) in mixed method research both quantitative and qualitative methods, tests used for

analysis. It included both open and closed ended questions. Analysis conducted by both

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approaches statistical analysis and by comparing text. Both types explanatory and exploratory

research included in mixed method research.

Comparison table of research paradigms galt (2008)

Points Quantitative qualitative Mixed methods

Scientific approach Deductive inductive Both inductive &

deductive

Data collection Surveys, Document, audio, Both qualitative &

questionnaires, test documents quantitative methods

Analysis Statistical Coded, thematic text Statistical &

comparison text

Nature of data Variables Words, images Variables & words,

images both

Type of analysis Inferential descriptive Inferential&

descriptive

From above discussion it can be concluded that I will use quantitative research and give

predictions upon relationship of used variable in study by statistical analysis.

3.2 TOOLS OF DATA COLLECTION

A questionnaire is a list of written questions that can be completed in one of two basic ways

Firstly, respondents could be asked to complete the questionnaire with the researcher not present.

This is a postal questionnaire and (loosely) refers to any questionnaire that a respondent

completes without the aid of the researcher.

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Secondly, respondents could be asked to complete the questionnaire by verbally responding to

questions in the presence of the researcher. This variation is called a structured interview.

Although the two variations are similar (a postal questionnaire and a structured interview could

contain exactly the same questions), the difference between them is important. If, for example,

we are concerned with protecting the respondent’s anonymity then it might be more appropriate

to use a postal Questionnaire than a structured interview.

Leedy and Ormrod, (2001) in questionnaire data collection tool data can be sent to large number

of people but there is chance that some people never return questionnaire and people also give

anonymous answers. This is drawback but there is also benefit that large amount and time can be

saved. Questionnaire now used web based which is more beneficial for complete questionnaire

return. Questionnaires are standardized so it is not possible to explain any points in the questions

that participants might misinterpret.

Leedy and Ormrod, (2001) interviews are also used to collect data. Many types of interviews can

be used like face to face interview, telephone interview, computer assisted personal interviews.

But in quantitative research standard set of questions used instead of qualitative research. But

more time and money consumed in this data collection tool. Interviews are of different type

which will be discussed in onwards. Researchers should keep this thing in mind while

conducting the interview that they should know more about the respondent and the area of

research they want to gather data on, the question should be too related to that topic. Interviews

can be of following types.

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  Traditional Interviews (Face to Face Interviews)

This type is most commonly used and is more traditional. In this type of interview the focus of

interviewer is to get the information from interviewee by eye contact, listening and responding

once the question had asked. That is why it’s also known as one on one interview.

 Behavioral Interview

The basic purpose behind conducting this type of interview is to see how a respondent behaves

against a particular situation and what behavior he/she opts to handle that situation as it may

provide a reaction to of a respondent from a sample. These types of questions are asked in any

interview format, telephonic interview or one on one interview.

 Telephonic Interview

Another category of this type is Telephonic interview and interviews are conducted on phone to

get the knowledge from various candidates.

These types of methods or tools are normally used when researcher is conducting qualitative

research to know the view of respondents and the relation of particular variable. This method of

collecting data is quite expensive and time consuming. Some researchers lost the respondents if

they are conducting longitudinal research or sometime if they want to contact them again the

response of respondents varies.

According to above discussion questionnaire will be more beneficial according to my research

approach which is quantitative so I will use questionnaire tool for data collection of my research.

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3.3 SAMPLING TECHNIQUES & SAMPLE

Population:

A research population is a well-defined collection of individuals or objects known to have

similar characteristics. All individuals or objects within a certain population usually have a

common, binding characteristic or trait. Usually, the description of the population and the

common binding characteristic of its members are the same. Population of this study consists on

banking sector of Pakistan.

Sample size:

Sample is simply a subset of the population. The concept of sample arises from the inability of

the researchers to test all the individuals in a given population. The sample must be

representative of the population from which it was drawn and it must have good size to warrant

statistical analysis.

The main function of the sample is to allow the researchers to conduct the study to individuals

from the population so that the results of their study can be used to derive conclusions that will

apply to the entire population. It is much like a give-and-take process. The population “gives”

the sample, and then it “takes” conclusions from the results obtained from the sample. Sample

size of this study consisted upon 150 employees of banking sector.

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Sampling techniques:

Two types of sampling techniques are using in research.

D. Fricker (2008) First one is probability based sampling also called random sampling

techniques. In random sampling techniques every member who is selected is determined.

Respondents who included in sample have to participate in it. Types of probability or random

sampling technique includes following:

Simple random sampling technique: (SRS) is a method in which any two equal size groups are

equally selected from sample size. Each individual is chosen entirely by chance and each

member of the population has an equal chance of being included in the sample.

Stratified random sampling technique: stratified random sampling is a method used where

homogeneous group comprised. When homogeneous group selected then this technique used to

draw samples. The main advantage with stratified sampling is how it captures key population

characteristics in the sample of data and it is Similar to a weighted average, this method of

sampling produces characteristics in the sample that are proportional to the overall population.

Cluster sampling technique: cluster sampling is used when sampling unit included on group.

Generating sampling frame for clusters is economical, and sampling frame is often readily

available at cluster level .Most economical form of sampling .Also suitable for survey of

institutions.

Systematic sampling: in systematic sampling every element from sample frame selected and

advantage in this technique is that no assembling need of data in this.

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Second sampling technique is convenience sampling or non probability sampling technique. In

convenience sampling techniques every member who is selected is not determined. Respondents

who included in sample have option to participate in it or not. So biasness in gathering

information can occur. Types of non-probability or convenience sampling technique includes

following:

Quota sampling technique: in quota sampling technique researcher specify quota according

some characteristics for selected number of respondents. But the drawback is the selection of

sample elements within a given category of the quota frame may be biased even though is

proportion of the population is accurately estimated.

Snowball sampling technique: this technique used when characteristics of sample will be rare. It

is much expensive and based on referrals for more respondent’s selection. Advantage of

snowball sampling is that the chain referral process allows the researcher to reach populations

that are difficult to sample when using other sampling methods.

Judgment sampling technique: in this technique researches select the sample on his judgment

base.

These two techniques used in research I will use convenience sampling because less effort

require to collect data and also not costly. For saving time this technique best to use in research.

Other main advantage of this technique is that this is useful for generate hypothesis in

quantitative research.

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3.4 MEASURES
In case of measuring stress, Job Satisfaction and job performance only respondent filled

questionnaire would be used. Participant data was obtained thorough in one survey with 5-point

likert scale only. Participant would be asked few questions. The survey contained of total 11

questions and took approximately 10 minutes to complete. Incomplete survey was not included

in the survey. There were different measures for the variables defined and were thought of with

many complications. There were at least 3 to 4 questions in the survey obtaining data for one

variable and some questions were directly obtaining data with no complications. Measure for

each variable is defined below:

Stress

Stress was measured by asking the four questions by using the 5-points itemized rating type scale

ranging from (1) strongly disagree to (5) strongly agree

Job satisfaction

Job satisfaction was measured by asking three questions by using the 5-points itemized rating

type scale ranging from (1) strongly disagree to (5) strongly agree

Job performance

Job performance was measured by asking the four questions by using the 5-points itemize type

scale ranging from (1) strongly disagree to (5) strongly agree

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3.5 Methodology
Two types of analysis conducted in research methodology. One is descriptive and the objective

of descriptive analysis is to give description about variables. Second analysis is inferential which

predict relationship among variables.

Williams (2007) descriptive research method is very basic which examines the current situation.

Descriptive research on the base of observation identifies attributes of given phenomena.

Descriptive analysis provide overall summary of data. Glewwe & lewin (2000). In descriptive

statistics for presentation of data different methods used. Tables and graph used for presentation

of data. The statistics in this method includes mean, median, percentage distribution and standard

deviation also. Mean and median are most useful statistical measures for numerical measures.

Median describes the midpoint of values while median tells about average value. Median often

used for age and income variables. As arithmetic mean is average value so standard deviation

describe the average distance of numerical variable from mean of this variable. Histogram graph

used to represent the mean, median and standard deviation of given variables exactly. This test is

beneficial to check real picture of data and response of respondents by graphically and numeric

values.

E. Wyllys (1978) in inferential method this process examine data sample about some set of

entities. The main objective of this method is to make an explicit statement which also called as

hypothesis and then after application of this test decision can be made on research. Inferential

statistics describe that either relationship significant or not? It includes different analysis tests.

Taylor & edd (1990), Correlation analysis is mostly used because it is helpful to check

relationship between two variables. It also explains that relationship is significant or not and how

much strong or weak? Correlation coefficient tells about strength of relationship. Friendly &

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Denis (2005) scatter plot is useful invention in graphics of statistics. Scatter diagrams mostly

used to see different relations among variables. It shows relationship among variable and their

existence position. These diagrams are helpful to see data location graphically and for analysis of

relationship. S. ding (2006) Regression analysis is used for better forecasting among

relationships. It predicts relationship between dependent and independent variables and also

provides direction of the effect of variables. This test used for assessment of variables or for

forecasting.

Page | 39
 CHAPTER#4
ANALYSIS OF DATA

Page | 40
 ANALYSIS OF DATA
4.1DEMOGRAPHIC PROFILE OF RESPONDENTS

TABLE 4.1

Respondents’ Demographics Frequency Percentage

Gender (N=150)
Male 124 82.7%
Female 26 17.3%
Age(N=150)
Less than 25 years 30 20.0%
25-35 years 94 62.7%
35-45 years 15 10.0%
45 plus 11 7.3%
Job nature of
respondents(N=150)
primary job 149 99.3%
part time job 1 .7%
Organizational level(N=150)
Local 27 18.0%
Multinational 123 82.0%

Demographic profile of respondents:

Gender column in table of demographic profile of respondents shows that 150 respondents

included in data collection. Male respondents were 124 (82.7%) among total 150 respondents

while female respondents were 26 (17.3%) among 150 respondents. Dominating respondents

were male in this research and the number of male is so far from female as 124 male and 26

female respondents included in research. These were respondents who returned questionnaires in

data collection.

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Total respondents were 150 in this research. There were 20% respondents having less than 25

years old, 62.7% respondents were 25-35 years old, 10 % respondents were 35-40 years old

while only 7.3% respondents were 45 plus. Mostly respondents were young in this study and

their response reflects several implications in research.

Among 150 respondents 99.3 % respondents are doing primary job while only .7% respondents

are doing part time job so their (primary job nature respondents) response will helpful to know

exact problem of research and for further implications.

18% respondents were from local companies while 82.0% respondents were from multinational

companies. Dominating organization level is multinational among organization levels which

have too far response as local organization’s respondents are 18% only in this study.

4.2 RELIABILITY TEST

Table 4.2

Reliability statistics
Sr. no Construct Cronbach alpha
1 Stress .778
2 Job satisfaction .763
3 Job performance .922

Interpretation:
To check response accuracy of respondent’s reliability test was computed. The value of

reliability varies between 0-1.in this study the croonbach alpha value of stress is .778, so

response for stress of respondents in this study was reliable. The cronbach alpha value of job

satisfaction in this study is .763, so response for this variable was also reliable and the value of

Page | 42
Cronbach alpha for job performance is .922 and it is also reliable. The response of respondents in

this study was reliable for all variables so response was accurate.

4.3 HISTOGRAM
Histogram is a form of a bar graph used with numerical (scale) variable preferably of continuous

nature. The intervals are shown on the X-axis and the number of scores in each interval is

represented by the height of a rectangle located above the interval. Unlike the bar graph, in a

histogram there is no space between the bars. The data is continuous so the lower limit of any

one interval is also the upper limit of the previous interval. It is useful to

 Summarize the data Examining and comparing frequency distributions

 Check normality of data

Fig.4.1 Histogram of stress

Fig 4.1

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Interpretation:
In fig. 4.1 the frequencies (number of employees), shown by the bars are for a range of points (in

this case SPSS selected a range of likert scale points. Notice that the largest number of

employees (about 37) had scores in the right side means response of these employees was

between agree and strongly agree. The bars in the histogram form a distribution (pattern or

curve) that is similar to the normal, bell shaped curve. Thus, the frequency distribution of the

stress scores is said to be approximately normal.

Fig.4.2 Histogram of job performance

Fig 4.2

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Interpretation:

In fig. 4.2 the frequencies (number of employees), shown by the bars are for a range of points (in

this case SPSS selected a range of likert scale points. Notice that the largest number of

employees (about 47) had scores in the right side means response of these employees was

between agree and strongly agree. The bars in the histogram form a distribution (pattern or

curve) that is similar to the normal, bell shaped curve. Thus, the frequency distribution of the job

performance scores is said to be approximately normal and curve is positively skewed.

Fig.4.3 Histogram of job satisfaction

Fig 4.3

Interpretation:
In fig. 4.3 the frequencies (number of employees), shown by the bars are for a range of points (in

this case SPSS selected a range of likert scale points. Notice that the largest number of

Page | 45
 employees (about 37) had scores in the right side means response of these employees was agree.

The bars in the histogram form a distribution (pattern or curve) that is similar to the normal, bell

shaped curve. Thus, the frequency distribution of the job satisfaction scores is said to be normal

distribution results

4.4 DESCRIPTIVE STATISTICS

Descriptive statistics

N Minimum Maximum Mean Std. Deviation

Stress 150 2.75 4.75 3.9722 .46249
Job satisfaction 150 3.33 5.00 4.0856 .47954
Job performance 150 2.50 5.00 3.8983 .56320

Interpretation:

For comprehensive view of data descriptive statistics analysis was computed. This shows that

this minimum value of response from 150 for stress was 2.75, for job satisfaction was 3.33 and

for job performance was 2.50 so, the minimum response was in between these values. The

maximum response value for stress was in between 4.75, for job satisfaction was 5 and for job

performance was also 5. Mean calculated in this study was for stress in between 3.9722, for job

satisfaction mean value was in between 4.0856 and for job performance its value was in between

3.8983. The value of standard deviation shows the dispersion of data. The value of standard

deviation of stress was .46249, for job performance .56320 and for job satisfaction its value was

.47954 and these all values were far from 1 so data was less dispersed.

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4.5 SCATTER PLOT:

Scatter plot is a plot or graph of two variables that shows how the score on one variable

associates with his or her score on the other variable. Each dot or circle on the plot represents a

particular individual’s score on the two variables with one variable being represented on the X

axis and the other on the Y axis. The measurement for both variables is continuous

(measurement data). It is useful to

 Gain insight into the relationship between two scale variables.

 To check the assumptions of linearity for correlation and regression statistics

 To locate the outliers that is far from the regression line.

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Interpretation:

The output shows a scatter plot for two scale variables i.e. stress test and job performance scale.

The overall pattern of the dots show that there is negative association between the two variables

and the points fit the line pretty well (r2= 0.028), so it seems that there is negative relationship

between stress and job performance test. If there will be stress in employee’s job then job

performance level will decrease.

Interpretation:
The output shows a scatter plot for two scale variables i.e. stress test and job satisfaction scale.

The overall pattern of the dots show that there is no association between the two variables and

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the points fit the line pretty well (r2= 3.266), so it seems that there is no relationship between

stress and job satisfaction test.

Interpretation:

The output shows a scatter plot for two scale variables i.e. job performance test and job

satisfaction scale. The overall pattern of the dots show that there is association between the two

variables and the points fit the line pretty well (r2= 0.078), so it seems that there is positive

relationship between job performance and job satisfaction test. If job satisfaction will increase

job performance of employees will also increase.

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4.6 CORRELATION:

Correlations

STRESS JOBSATISFACTION

STRESS Pearson Correlation 1 .018

Sig. (2-tailed) .826

N 150 150

JOBSATISFACTION Pearson Correlation .018 1

Sig. (2-tailed) .826

N 150 150

Interpretation:

To investigate if there was a statistically significant association between Stress test and job

satisfaction, a correlation was computed. Both the variables were monotonically non linear there

is no linear relationship between them hence they are not fulfilling the assumptions for Pearson's

correlation. Thus, the Pearson’s r is calculated, r= 0.018, and it significance value was .826

relating that there is no significant relationship between the variables. Using Cohen’s (1988)

guidelines’ the effect size is weak as Pearson’s correlation is.018 relating that there is weak

relationship between stress and job satisfaction test, so there was no positive relation among

stress and job satisfaction.

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 Correlations

JOBPERFORMANC

STRESS E

STRESS Pearson Correlation 1 -.162*

Sig. (2-tailed) .048

N 150 150

JOBPERFORMANCE Pearson Correlation -.162* 1

Sig. (2-tailed) .048

N 150 150

*. Correlation is significant at the 0.05 level (2-tailed).

Interpretation:

To investigate if there was a statistically significant association between Stress test and job

performance, a correlation was computed. Both the variables were monotonically non linear

there is no linear relationship between them hence they are not fulfilling the assumptions for

Pearson's correlation. Thus, the Pearson’s r is calculated, r= -1.62, and its significance value was

.048 relating that there is highly significant relationship between the variables. Using Cohen’s

(1988) guidelines’ the effect size is weak as Pearson’s correlation is.-1.62 relating that there is

relationship between stress and job satisfaction test, so negative sign shows that there was

negative relation among stress and job performance.

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 Correlations

JOBPERFORMANC

JOBSATISFACTION E

JOBSATISFACTION Pearson Correlation 1 .279**

Sig. (2-tailed) .001

N 150 150

JOBPERFORMANCE Pearson Correlation .279** 1

Sig. (2-tailed) .001

N 150 150

**. Correlation is significant at the 0.01 level (2-tailed).

Interpretation:

To investigate if there was a statistically significant association between job satisfaction test and

job performance, a correlation was computed. Both the variables were approximately linear there

is linear relationship between them hence they are fulfilling the assumptions for Pearson's

correlation. Thus, the Pearson’s r is calculated, r= .279, and its significance value was .001 so

there is significant relationship between the variables. Using Cohen’s (1988) guidelines’ the

effect size is weak as Pearson’s correlation is.279 relating that there is weak relationship

between job performance and job satisfaction test, so relation is positive but weak among these

two variables.

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4.7 REGRESSION ANALYSIS

Variables Entered/Removedb

Variables
Model Variables Entered Removed Method

1 Stress . Enter

a. All requested variables entered.

b. Dependent Variable: JOBPERFORMANCE

Model Summary

Std. Error of the

Model R R Square Adjusted R Square Estimate

1 .162a .026 .020 .47480

a. Predictors: (Constant), STRESS

ANOVAb

Model Sum of Squares df Mean Square F Sig.

1 Regression .899 1 .899 3.987 .048a

Residual 33.364 148 .225

Total 34.263 149

a. Predictors: (Constant), STRESS

b. Dependent Variable: JOB PERFORMANCE

Coefficientsa

Standardized
Unstandardized Coefficients Coefficients

Model B Std. Error Beta t Sig.

1 (Constant) 4.753 .336 14.131 .000

STRESS -.168 .084 -.162 -1.997 .048

a. Dependent Variable: JOB PERFORMANCE

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Regression equation is job performance = 4.753 + -.168* (stress)

Interpretation:

Simple regression was conducted to investigate how stress predicts job performance. The results

were statistically not significant as p>.001. The indentified equation to understand this

relationship was job performance = 4.753 + -.168* (stress). The adjusted R2 value was .020. This

indicates that 2% of the variance in job performance was explained by the stress.

Variables Entered/Removedb

Variables
Model Variables Entered Removed Method

1 JOB SATISFACTIONa . Enter

a. All requested variables entered.

b. Dependent Variable: JOBPERFORMANCE

Model Summary

Std. Error of the

Model R R Square Adjusted R Square Estimate

1 .279a .078 .072 .46207

a. Predictors: (Constant), JOBSATISFACTION

ANOVAb

Model Sum of Squares df Mean Square F Sig.

1 Regression 2.664 1 2.664 12.479 .001a

Residual 31.599 148 .214

Total 34.263 149

a. Predictors: (Constant), JOBSATISFACTION

b. Dependent Variable: JOBPERFORMANCE

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 Coefficientsa

Standardized
Unstandardized Coefficients Coefficients

Model B Std. Error Beta t Sig.

1 (Constant) 3.160 .265 11.937 .000

JOBSATISFACTION .237 .067 .279 3.533 .001

a. Dependent Variable: JOBPERFORMANCE

Regression equation is job performance = 3.160 + .237* (job satisfaction).

Interpretation:
Simple regression was conducted to investigate how job satisfaction predicts job performance.

The results were statistically significant as p=.001. The indentified equation to understand this

relationship was job performance = 3.160 + .237* (job satisfaction). The adjusted R 2 value was

.072. This indicates that 7.2% of the variance in job performance was explained by the job

satisfaction.

1. Job performance = 4.753 + -.168* (stress)

2. Job performance = 3.160 + .237* (job satisfaction)

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 CHAPTER# 5
DISCUSSION & CONCLUSION

Page | 56
 5. DISCUSSION & CONCLUSION
5.1 DISCUSSION:
This study explores the impact of stress on job performance. Stress is increasing globally and

reducing performance of employees so main objectives of this study is to know impact of stress

on job performance this study will contribute in body of knowledge as it will helpful to know

reasons of job performance declining and for employer for making policies which never creates

stress among employees. Hypothesis designed for this study that either there will be relation

among stress and job performance or there will be no relation among stress and job performance

the second hypothesis was there will be relation among job satisfaction and job performance or

no relation among job satisfaction and job performance. Independent variable used in this study

was stress, dependent variable was job performance and job satisfaction was mediator. The

impact of stress on job performance and the impact of job satisfaction on job performance both

are discussed in the study. According to its literature Ghalambaz, ongori, agolla & hina rehman

studied on stress and its effect on performance and they all concluded that these variable have

negative relation. L Cooper, Rout& Faragher also explained that stress has negative impact on

job satisfaction. These researches explained the negative association of stress with job

satisfaction and job performance by collecting data using questionnaire and then applyinfg

statistical test on the data. Many researchers gives suggestion for this also. This study describes

the research paradigms. Research method which used in this study is quantitative method.

Quantitative method Ali & Birley (1998) is confirmatory, deductive, and inferential. Data

collection types in quantitative research included Questionnaires, surveys, tests, etc. it includes

deductive process and data tested by statistical procedures. The findings from quantitative

research can be predictive, explanatory, and confirming so the next section focuses on

Page | 57
quantitative research methodology. The data collection method used in this study is

questionnaire because this method is not costly and due to standardize explanation to every

respondent not required in this type of data collection method. Random and non random

sampling techniques used in research but I used convenience sampling technique because it takes

less time than simple random technique and less effort required in data collection in this

technique. Data was collected by questionnaire which is self designed consisting (1) strongly

disagree to (2) agree (3) neutral (4) agree & (5) strongly agree. Questionnaire was included on 11

questions 4 questions were about stress, 3 questions were about job satisfaction and 4 questions

were about job performance. Population used in this study was banking sector employees of

Pakistan. Sample size was 150. Methodology used in this study was descriptive and inferential.

Descriptive statistics explained about minimum, maximum respond value of respondent it also

tells about mean value and dispersion of data by standard deviation value, histogram graphs and

frequency tables while inferential value explained about scatter plot, regression analysis and

correlation analysis in this study. Statistical analysis was conducted in this study on SPSS.

Demographic profile was analyzed by frequency tables which showed that 150 employees

respond in the data collection and male were dominating as 124 were male and 26 were female.

25-35 years employees were dominating from others who were involved in filling

questionnaires. 149 employees were doing primary job while only one employee was doing part

time job. The organizational level of 27 employees was local while 123 was doing job in

international organizations. Reliability analysis was also conducted for checking accuracy in

response and the value cronbach alpha of stress, job satisfaction & job performance was .778,

.763 & .922 respectively which is greater than .70 means response of all variable was reliable.

Histogram graph showed that in stress 37 employees in both gives response in between agree and

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strongly agree while in job satisfaction & job performance highest value of responding

employees was 47. Scatter plot in this study analyzed to check dispersion of data and result

showed that stress and job satisfaction have no relation with each other, stress and job

performance have negative relation while job performance and job satisfaction have positive

relation with each other. Correlation analysis showed that stress and job performance have

negative relation according to Pearson correlation value while job satisfaction and stress have

weak relation but job satisfaction and job performance have significantly positive relation.

Regression analysis predicts that stress and job satisfaction are not significant while job

satisfaction and job performance are significantly related. The regression equations for these

variables are 1. Job performance = 4.753 + -.168* (stress) 2. Job performance = 3.160 + .237*

(job satisfaction). The overall discussion shows that stress has negative impact on job

performance but job satisfaction is positively associated with job performance.

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Conclusion:

This study concludes that stress has negative impact on performance of banking employees. If

employees will in stress their level of performance will decreased. So independent variable is

negatively associated with job performance and if employees will in stress the satisfaction level

of employees will decrease due to which job performance of employees will also low. So from

findings and conclusion it can be suggested that

 In organization job responsibilities should empower to employees for reducing stress

level.

 Organization should pay attention to employees for understanding exact reasons of stress.

 Organizations should conduct training programs for employees for give them knowledge

about stress coping techniques.

 How to manage stress is urgent need for employees so organization should keep in focus

that where learning of stress coping methods is required.

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 APPENDIX

TOPIC

IMPACT OF STRESS ON JOB PERFORMANCE

Dear participant,

The aim of the following survey is to examine impact of stress on job performance. I, Humaira

Manzoor the student of Superior University and the survey have been conducted by me for my

thesis purpose. It will take only 10min to complete this survey. All the information provided by

you will be kept confidential.

Thanks for your time and cooperation.

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Name (optional)
1. Age
 Less than 25 years
 25 – 35 year
 35 – 45 year
 45 plus
2. Gender
 Male
 Female
3. Nature of your job
 Primary job
 Part time job
4. Organizational Level
 Local
 Multinational
5. Department
6. Designation

Please indicate how strongly you agree or disagree with each statement using the scale given
below. Please mark the appropriate answer.

Scale
Strongly Agree Agree Neutral Disagree Strongly Disagree
5 4 3 2 1

STRESS
1 Sometime I am unable to meet deadlines 5 4 3 2 1
due to number of tasks.
2 I have to perform too many tasks at one 5 4 3 2 1
time.
3 There is harmony within my team. 5 4 3 2 1
4 The clutches between my team members 5 4 3 2 1
often disturb me.

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 JOB PERFORMANCE
1 I always complete job assignments on time. 5 4 3 2 1
2 My performance always meets expectation 5 4 3 2 1
of supervisor.
3 I consistently produce accurate work. 5 4 3 2 1

JOB SATISFACTION
1 I am always satisfied with apparent amount 5 4 3 2 1
of work I do.
2 I am satisfied with the way; the policies are 5 4 3 2 1
practicing in my organization.
3 I am satisfied with the amount of 5 4 3 2 1
responsibilities that is given to me.
4 I am satisfied with the amount of variety 5 4 3 2 1
that exists in job.

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