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Role of Job Stress on Job Satisfaction

Article  in  International Journal of Management Studies · October 2019

DOI: 10.18843/ijms/v6i4/08

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International Journal of Management Studies ISSN(Print) 2249-0302 ISSN (Online)2231-2528
http://www.researchersworld.com/ijms/

DOI : 10.18843/ijms/v6i4/08
DOI URL :http://dx.doi.org/10.18843/ijms/v6i4/08

Role of Job Stress on Job Satisfaction

Monica Munjial Singh,

Associate Professor,
Department of Social Sciences,
Panjab University, Chandigarh, India.
Mohammad Amiri, Sherry Sabbarwal,
Ph.D. Research Scholar, Professor,
Department of Social Sciences, Department of Sociology,
Panjab University, Chandigarh, India. Panjab University, Chandigarh, India.

ABSTRACT

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

Keywords: employees; job stress; job satisfaction; organization; stress; physical and
psychological problems.

INTRODUCTION:
One of the most important assets of any human resources of an organization its high productivity and better
efficiency in the organization. Every human being spends many hours of his or her life in the workplace, and
the atmosphere at workplace can have a profound impact on one's personal life. Occupational stress and
dissatisfaction can make a person sick. Stress is a psychological disorder and the purpose of this study is to
investigate the effects of job stress on job satisfaction. Occupational stress is a type of anxiety and depression
that arises from being in the workplace and has different consequences for the individual. Stress is a problem
for today's organizations and can impose a heavy cost on the organization. One of these consequences of job
stress is job dissatisfaction that results in leaving the workplace, absenteeism, underemployment, lack of time in
the workplace and so on. These factors lead to low labor productivity and the organization will not perform
well. The better an organization is able to clear the workplace from stress and develop a positive attitude
towards its work and to create the right conditions for job satisfaction, the better it can achieve its goal of high
productivity and efficiency. Job satisfaction, according to many experts, is one of the most challenging
organizational concepts and the basis of many management policies to increase organizational productivity and
efficiency. Depressed individuals with high attachment experience higher levels of stress (Bottonari et al.,
2007). Job satisfaction is influenced by attachment styles, physical intelligence and job stress. People with
anxiety-related stress are more likely to have a job. There is a negative correlation between anxiety attachment
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style and job satisfaction. That is, the higher the stress level, the less job satisfaction. Job stress can predict job
satisfaction. Self-control is the only component of emotional intelligence that plays an important role in
projecting job satisfaction (Ahsan et al. 2009).
Some of the limitations of the organization, such as the physical conditions of the workplace, impede the
optimal performance of employees. Salaries are the biggest obstacle to employee job satisfaction. The lower the
salary level, the lower the job satisfaction among employees.
Research on stress and job satisfaction in treatment staff has found a significant relationship between stress and
job satisfaction in these people (Bartram et al., 2004). By reducing different aspects of job stress such as
interpersonal relationships, physical conditions, and job interest, one can increase the level of job satisfaction.
There is a relationship between job satisfaction and job stress and its related factors. Occupational Stress;
occupational stress can be attributed to a combination of stressors and similar conditions, and most people agree
that it is stressful. In other words, job stress is the stress that one endures in the workplace. Occupational stress
arises when conditions in which the workplace expects the individual to exceed the ability and resources of the
individual and increase the pressure on the individual. Stress can lead to poor health and even injury. The word
stress is derived directly from the Latin word meaning impression, pressure and tiredness. It is a rapidly
expanding term and has become one of the more common terms of recent measurement.
The 1973 Glossary of Behavioral Sciences defines psychological stress as a type of physical or psychological
stress that causes changes in the autonomic nervous system. Psychological stress is a type of stressful situation
that imposes limitless demands on the person. Psychological stress may be greater than the ability to adapt to
living things. In the book Psychology, the word stress has been used to mean stress, emotional stress. From a
medical point of view, stress is the "rate of physical exhaustion". Stress can cause a variety of illnesses,
depression, discomfort and suffering. As a psychological phenomenon, stress is a condition that most of us face
in daily life whether in the family or in the community and the environment.

SYMPTOMS OF OCCUPATIONAL STRESS:

In general symptoms of occupational stress are following as:

Psychological symptoms:
Those are the emotional and cognitive problems that arise from occupational stress disorders. Job dissatisfaction
is one of the most common consequences of job stress. A person who is reluctant and delayed by a job that is
dissatisfied with his job, and sees little reason to do it well. Other psychological symptoms include depression,
anxiety, boredom, frustration, isolation, and hatred (Amiri, 2018).

Physical symptoms:
These symptoms can be more difficult to diagnose because while certain working conditions are associated with
certain illnesses and physical disabilities, it is difficult to understand to what extent these illnesses are merely a
result of occupation and the extent of other aspects of one's life (Rosch, 1984). However, research evidence
suggests that there is always a relationship between occupational stress and symptoms and physical illnesses
(Singh, Amiri, & Sabbarwal,2017). One of the most common symptoms of physical illness related to
occupational stress is cardiovascular disease.

Behavioral symptoms:
they are separated in two groups:
The first group are symptoms that can be said directly to the employed person himself. These include behaviors
such as refusal to work, alcohol and drug abuse, binge eating or anorexia, conflicting behaviors toward
colleagues or family members, and interpersonal problems in general.
The second set of behavioral symptoms relates to the organization or office, including absenteeism, job loss,
increased work-related accidents, and lack of productivity.

Stressful factors in the organization:

Discrimination in the workplace, lack of job security, over-sensitivity to getting things done correctly Excessive
workload, lack of feedback. frequent displacement and misplaced expectations, issues and problems economic,
long working hours are stressful factors in the organization.

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Job Satisfaction:
Some people enjoy their jobs and spend all their energy while others experience stress and discomfort in the
workplace and have job dissatisfaction. Job satisfaction is an attitude that one has about his / her work and this
attitude is derived from one's perception. There are various definitions of job satisfaction. One of these definitions
is based on the psychological factor. A person satisfied with his / her job is more likely to adapt to his / her job and
work environment, meaning that the person will be satisfied with his / her job provided that the job is enjoyable
and desirable. Another group of scientists consider job satisfaction as multidimensional and multifactorial,
consisting of psychological, physical and social factors, meaning that if there are several factors together that will
make a person happy and satisfied, then the person is satisfied with their job. Managers should consider job
satisfaction and consider it important because the person who is dissatisfied with the organization will be delayed
or absent, but the person satisfied with the job will be more productive and will be committed to the organization.
Satisfied employees have been shown to be healthier and live longer. Dissatisfied people are prone to a variety of
diseases, from headaches to heart disease. Job satisfaction is a phenomenon that transcends the boundaries of the
organization and the company and its effects are observed in the private life of the individual and outside the
organization. A satisfied employee will bring joy from the organization to the home and community.

FACTORS OF JOB SATISFACTION AMONG EMPLOYEES AT WORKPLACE:

Working conditions:
Employees spend a lot of time during the week, so companies should try to improve working conditions.
Factors such as providing an open and spacious work environment rather than a confined space, comfortable
and standard furniture, and adequate lighting make for better working conditions.

Opportunities for improvement:

If employees find that they have a way and a chance to advance in their careers, they will feel more satisfied
with their current job and know that by accepting more responsibilities, there will be more reward (Cameron et
al., 1994). Many companies encourage their employees to learn more and more important skills in order to
create more opportunities for improvement; for example, many companies and organizations typically accept
the costs of training and university education.

Workload and stress:

Having heavy responsibilities, high workloads, and deadlines that seem impossible to accomplish can even hurt
job satisfaction for even the most dedicated and committed employees.

Mutual respect between employees:

Employees like to treat their colleagues with respect. An unfriendly work environment and working with rude
and aggressive people are factors that reduce job satisfaction.

Communication with managers and supervisors:

Competent and efficient managers know that their employees need appreciation, rewards, and encouragement
for their efforts and achievements. Employees also need to know that their manager and supervisor are always
open to discussing their issues and concerns, issues that affect employees' ability and efficiency and threaten
their job satisfaction.

Financial rewards
In addition to the salary the employee receives, his or her view of justice and fairness in pay and benefits is also
effective in terms of job satisfaction.

CONCLUSION:
The impact of job stress on work and employee has been considered in recent decades because it is the most
important source of any human resource organization and organizations must provide the mental and physical
comfort of their employees so that the highest quality Performance will work and the organization will achieve
maximum productivity. Up to ninety-nine percent of studies on job stress and job satisfaction confirm the
relationship between the two, and consider job stress to be effective on job satisfaction and reverse the
relationship and direction of the two. Based on research, we can say that job stress that has a direct impact on

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psychology and psychological factors can affect different aspects of occupational life, especially job satisfaction.
Studies have shown that stress has a negative effect on job satisfaction and increases in it can decrease job
satisfaction, delay and absenteeism, and even lead to job abandonment. Reducing job stress also reduces
organizational commitment.

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