3.1 INTRODUCTION TO JOB AND OCCUPATIONAL STRESS

Transcription

1 59 CHAPTER 3 THEORETICAL FRAMEWORK OF JOB STRESS AND OCCUPATIONAL STRESS, VARIOUS COPING STRATEGIES AND DEMOGRAPHIC FACTORS INFLUENCING THE LEVEL OF STRESS IN BANKS This Chapter presents the theoretical framework of the topic and includes the definitions related to Stress, occupational stress and Job stress. A detailed explanation of the different theories on various stress models, significant determinants of occupational stress, its effects, various coping strategies and an account of the sample profile are also furnished. The level of job stress experienced by the bank employees and the influence of various demographic factors that influence their level of stress are also discussed and covered in this chapter. 3.1 INTRODUCTION TO JOB AND OCCUPATIONAL STRESS Occupational Stress is a growing problem that results in substantial cost to individual employees and organisation around the globe. The changing nature of work has placed unprecedented demands on employees, and fuelled concerns about the effect. This change affects the well being, health of the employees and their work organizations. In many large organizations, for example, the 1990 s were a period of dramatic downsizing, outsourcing, and globalization. Although these changes had led to greater mobility and more flexible work arrangements were made for some employees. The Figure 3.1 shows the Relationship between Level of stress, Severity and Duration in the

2 60 Individual and Performance parameters on occupational stress, which means it shows the optimal performance stress as well as depression and strong Anxiety. Figure 3.1 Relationship between level of stress, severity and duration in the individual and performance parameters 3.2 THE CONCEPT OF JOB AND OCCUPATIONAL STRESS Stress is derived from the Latin word Stringere, meaning to draw tight, and was used in the seventeenth century to describe hardships or afflictions (Cartwright & Cooper 1997). Numerous definitions of stress and job stress can be found in the literature. Moorhead & Griffin (1998) define stress as a person s adaptive response to a stimulus that places excessive psychological or physical demands on that person. Luthans (1988) defines work stress as an adaptive response to an external situation that results in physical, psychological and behavioural deviations for organizational participants.

3 61 Both definitions imply that individuals respond in different ways, when subjected to certain stressors. A stressor is any stimulus, which the individual perceives as a threat (Cotton 1995). The individual must perceive the stressor to be excessive from stress to result, whether it is physical, psychological or psychosocial. Physical stressors include conditions such as environment pollutant, environmental pressure such as extreme changes in temperature, electric shock, prolonged exercise, injuries and other trauma to the body, and exposure to disease. Psychological stressors refer to those threats that are attributed to the individual s internal reactivity, such as thought, feelings and concerns about these threats. Psychosocial stressors are those that result from interpersonal interactions, such as with colleagues at work or from social isolation. Both overload (demand greater than abilities) and under load (demand less than abilities) in a work context can result in perceived stress, because it is only if an individual believes that there is a discrepancy between the demands and abilities, a Stress State has been reached (Cox 1985; Kroemer et al 2001). According to Sharit & Salvendy (1982), stress can be segmented into physiological, psychological and social types, by integrating the concept of coping strategies. They acknowledged the problem of defining stress as either a stimulus or a response. They further hypothesized that the degree to which an event is stressful, it depends on a complex interaction of factors that include genetic predisposition, early social experience, cultural factors and a lifelong conditioning process. There are numerous definitions, models and theories on how individuals are influenced by stress in the workplace. The growth of the study of psychology and stress in particular has resulted in a wide range of definitions, not all of which assist in clarifying the meaning of the term

4 62 (Jones & Bright 2001). After extensive literature review, Cox (1985) defined stress as a complex Psychological state deriving from the person s cognitive appraisal of the adaptation to the demands of the work environment. In view of Cox (1985), the absolute level of demand would not appear to be the important factor in determining the experience of stress. More important is the discrepancy that exists between the level of demand and the person s ability to cope (personal resources). 2001). There are three major aspects to stress, according to (Kroemer et al 1. Job demands, which depend on the tasks, the task environment and the conditions of the task, are considered to be the job stressors. 2. A person s capability to fulfil the demand of the job. 3. The person s attitude (influenced by physical or psychological well-being) must match the demands. The classic stressful situation is one in which the person s resources are not well matched to the level of demand and where there are constraints in coping, and little social support. (Mc Grawth 1970) has provided one of the most widely accepted definitions of stress: a perceived, substantial imbalance between demand and response capability, under conditions where failure to meet the demand has important, perceived consequences. Stress is considered to be an individual s psychological state which has to do with the person s perception of the work environment and the emotional experience of it (Cox 1985).

5 63 On the basis of the findings in both research and practice, a fair comprehensive definition can be arrived at. One such definition is stress which consists of any event in which environmental demands, internal demands, or both, tax or exceed the adaptive resources of the individual, social system or tissue system (Farmer, Monahan & Hekeler 1984). 3.3 DEFINITIONS OF STRESS 1. Physiological or biological stress is an organism's response to a stressor such as an environmental condition or a stimulus. Stress is a body's method of reacting to a challenge. According to the stressful event, the body responses the stress to stress is by sympathetic nervous system activation which results in fight-or-flight response. Because, the body cannot keep this state for long periods of time and the parasympathetic system returns the body's physiological conditions to normal (homeostasis).generally, stress typically describes a negative condition or a positive condition in human and that can have an impact on a person's mental and physical well-being. 2. A mentally or emotionally disruptive or upsetting condition occurring in response to adverse external influences and capable of affecting physical health, usually characterized by increased heart rate, a rise in blood pressure, muscular tension, irritability, and depression. 3. A state of extreme difficulty, pressure, or strain it is called as greatest stress and danger (Robert J Samuelson).

6 64 4. A stress in the direction opposite to the usual stress to which a piece in a structure is subjected. In this case, the negative stress may be either tension or compression. 5. Acute stress is the most common form of stress. It comes from demands and pressures of the recent past and anticipated demands and pressures of the near future. Acute stress is thrilling and exciting in small doses, but too much will exhaust. A fast run down a challenging ski slope, for example, will exhilarat early in the day. That same ski run late in the day is taxing and wearing. Skiing beyond your limits can lead to falls and broken bones. By the same token, overdoing on short-term stress can lead to psychological distress, tension headaches, upset stomach and other symptoms. 6. Episodic Acute stress which affects those who suffer from Acute stress frequently. People, who suffer from this tend, always be in a rush. They take too much on and can t organise themselves to deal with the demands and pressures. Episodic Acute stress affects interpersonal skills and can make sufferers hostile towards others by causing rapid deterioration of relationships especially in the workplace. Its symptoms include prolonged over stimulation, persistent tension, headaches or migraines, hypertension, chest pains and even heart disease. This type of stress can be helped with the changes of life style but professional help may be needed before chronic problems develop. 7. Chronic Stress that wears sufferers down. It grinds away them by making them feel burned out every day, every week and every year. It s the stress that someone can feel when

7 65 they can t see a way out of the demands and/or pressures that make them feel depressed, miserable and disheartened on a constant basis. The stress of feeling trapped in an unhappy marriage or in a career they despise can both be factors. Chronic stress is associated with ill health, alcohol excess, violence and even suicide. Chronic stress can be helped with professional and medical help such as special forms of counselling or targeted behavioural therapy. 8. Bio-energetic stress defines that heavier overwhelming physical stressors whose energy requirement is lower than the bodily energy resources that the individual can express in a given moment. The Human-Factor aspects that can increase bio-energetic stress are all the activities that can reduce bodily energies, such as wrong diet, lack of sleep and resting, change in biorhythms, localized pain. 9. Psycho-energetic stress is chronic or acute anxiety, emotional troubles, mental rumination, altered states of consciousness, feelings of loneliness and not being understood, lack of social acceptance, deprivation of interpersonal communication and forced social relationships. 10. Micro-Skills stress appears, when the individual has only partial abilities in pivotal skills that can change the course of action and determine the success in a performance. 11. Macro-Skills stress It consists of missing of insufficient competences in the personal portfolio of skills, in a changing environment, accompanied by the lack of any proactive action to find a way to cover the skills-gap incongruity (e.g. complete lack of knowledge of English language, if anyone wish to work and live in an English-speaking country).

8 Lack-of-Planning Stress shows low ability in timemanagement and in defining goals and steps, lack of confidence and expertise in transforming ideas or goals into planned and achievable goals and steps. 13. Values stress offers loss of sense and purpose, loss of ideals and values, feeling that there s nothing more to believe in, or reality seems to have no sense and feeling of internal valueemptiness (Daniele Trevisani 2009). 14. According to (Richard S Lazarus), stress is a feeling experienced, when a person thinks that "the demands exceed the personal and social resources, the individual is able to mobilize." 15. The term stress has been defined by (Gold & Roth 1993) a condition of disequilibrium within the intellectual, emotional and physical state of the individual. It is generated by one s perceptions of a situation, which results in physical and emotional reactions. It can be either positive or negative, depending upon one s interpretations. 16. (Durham 1992) defined stress as a process of behavioral, emotional, mental, and physical reactions caused by prolonged, increasing, or new pressures that are significantly greater than the availability of coping strategies. 17. According to (Lazarus & Folkman 1984) stress depends upon the extent of the environmental demand and the amount of resources that an individual has to cope with that demand

9 According to (Skillern et al 1990), stress is an adaptive response in which a person s body prepares or adjusts to a threatening situation. 19. (Hans Selye said in 1956), "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." Stress can be therefore negative, positive or neutral. Passing in an examination can be just stressful as failing. 20. (Kindler & Ginsburg 1994) defined stress as a response to external and self-regulated events that push abilities and resources of individuals to cope. 3.4 DISCOVER THE BASICS OF STRESS Many would find it difficult to define stress, Stress is nothing but a normal physiological response of the body to situations or stimulus which are perceived as 'dangerous' to the body. Stress can affect anyone at anytime in some point of life. When stress occurs regularly, it cause harm to body. This article on stress covers Understanding Stress The common perception of stress is that it should be avoided, however at the small rock Practice, it is recognized that stress is made up of a combination of factors: task demands, perceived and actual ability and control, and physical and mental arousal. It is believed that with the right balance of these factors, an individual s performance can be enhanced. This is particularly true within the work environment, when people feel supported yet challenged, research has indicated that levels of confidence

10 68 in one s abilities increases and in turn positively impacts upon energy levels, moral and productivity, Figure 3.2 shows the basics of stress level in performances and health. Figure 3.2 Basics of stress level in performance and health If task demands at work are too low, people can believe that they are undervalued and are not challenged within the work place based on their perceived and actual ability, their psychological arousal levels fall and this can lead to a lack of motivation, disengagement and drop in performance. This can sometimes lead to feelings of low mood and a questioning stance regarding their abilities. Similarly, if task demands are too high, people can feel overwhelmed, commonly; this results in pushing themselves to work harder and longer. If high demands are continually placed upon a person at this stage, their concentration and confidence can also drop, sometimes leading to anxiety about their abilities which in turn impacts upon performance.

11 69 In order to maintain an effective, productive and happy workplace, both employees and employers need to understand their own and each other s skills, abilities and resilience. Resilience is not a trait, but a process and therefore, relies on being able to adapt and learn skills to manage stressful situations e.g. work place demands. 3.5 PSYCHOLOGICAL SYMPTOMS A psychological disorder, also known as a mental disorder, is a pattern of behavioral or psychological symptoms that impact multiple life areas and create distress for the person experiencing these symptoms. Figure 3.3 Psychological symptoms These effects are due to increased cortisol and its metabolites and other accumulated metabolic products. The Figure 3.3 shows all the psychological symptoms. 1. Mood swings

12 70 2. Anxiety 3. Depression 4. Outbursts of anger 5. Headache 6. Irritability 7. Dependence on alcohol 8. Lack of concentration Stress is a normal physiological response. When the trigger wanes, the symptoms disappear and the body returns back to normal. But, if the trigger persists, some of the symptoms also persist. They could be due to persistently high levels of stress hormones, depletion of energy stores, accumulation of toxic metabolites and sometimes depletion of stress hormones with inability to handle stress. The long term effects due to this are: 1. Heart attack 2. Stroke 3. Weight loss 4. Substance abuse 5. Anxiety disorder 6. Bipolar disorder 7. Allergic disorders like Asthma and eczema. 8. Irritable Bowel Disease 9. Ischemic Bowel Disease like Crohn's Disease and Ulcerative Colitis.

13 71 As a result the list of stress physical symptoms and pyschological symptoms is a long and an exhaustive one. The effects are devastating. But the remedy is always there. A proper assessment of the signs and symptoms of stress and an appropriate remedy initiated at the right time can improve most of the problems and make the affected person lead a normal life. 3.6 PHYSIOLOGY OF STRESS When a person is exposed to a 'dangerous' situation his body gets ready to face it. It needs more energy for that. The extra energy is obtained by the 'Fight or Flight' response. The initial step is taken by the Hypothalamus of the brain which secretes Adrenocorticotrophic Releasing Hormone (ARH). ARH stimulates the adjacent pituitary gland to secrete Adreno cortico trophic hormone (ACTH). This in turn stimulates the adrenal glands which are situated on the kidneys to secrete Adrenaline and Cortisol. Now, these two hormones work together to see that the body gets more energy by providing more oxygen and glucose. For these things to occur, the following adjustments are done. 1. Diversion of the blood from less vital to more vital organs. 2. Increasing the heart rate to supply more blood quickly. 3. Increasing the blood pressure to supply blood efficiently. 4. Increasing in the respiratory rate to get more oxygen from the atmosphere. 5. Breakdown of glycogen stored in liver and muscle to get more glucose. 6. Formation of more glucose from non carbohydrate substances.

14 72 At the end of the response, the body is well geared up and it tackles the situation. To put it in a nutshell- "The mind feels the danger and the body tackles it. These actions are coordinated by hormones". Once the trigger is gone, the hormonal levels drop and the body returns to normal. But, if this happens repeatedly, all the hormonal levels are persistently high and they would not allow the body to come back to normal. The body keeps experiencing the above mentioned adjustments'. Soon the hormonal and energy stores get exhausted. The vital link between the mind and the body is lost and the person suffers. The mind gets disturbed by the fact that the threat is there. But, the body is too tired to handle it. The coordination between the two is disturbed. 3.7 VARIOUS COPING STRATEGIES Definition of Coping Strategies The term "coping" usually refers to dealing with the stress that comes after a stressor is presented, but many people also use proactive coping strategies to eliminate or avoid stressors before they occur Coping Strategies for Stress 1. Write a list. Include all the things that are stressing you out and rank them in order. This will allow you to focus your efforts on the big issues that will make the biggest difference. 2. Manage your time. Write a list of all the things you need to do and categorize them into must do s and should do s. If they aren t must do s, cross them off the list for another time. Sometimes simply organizing your time better is often

15 73 the best strategy in coping with stress. This can help you avoid leaving things to the last minute creating unnecessary stress. For example, you can pack your bag the night before and save time in the morning. 3. Speak to others. If you are struggling to cope and feeling stressed, tell someone. Often, people are more than happy to help and share the workload. 4. Do some exercise. This will help by giving you time to unwind. There is a strong link between those that are physically fit and those that are mentally fit. Exercise will not remove the stress from your life but it will help you organize your thoughts and allow you to deal with the problem more effectively. 5. Avoid foods with high sugar and caffeine. These foods often release energy in bursts and cause you to crash. These crashes often make you feel tire and can affect your mood, actually making you feel worse in the long run. There are links suggesting that healthy eating helps to reduce stress in individuals. 6. Revisit your goals. Check whether your goals are realistic and achievable. If not, change your goal to something that you can realistically achieve. There is no point stressing over something that you are unable to change or achieve. 7. Avoid drugs and alcohol. Many drugs like alcohol may provide you with a short term high, however they are also depressants which can make you feel worse and affect your mood. Drugs are not a long term strategy in coping with

16 74 stress. If you feel that you are becoming dependant on drugs or alcohol, you should seek advice from your local general physician. 8. Stop worrying about things that you cannot change. Ask yourself, is the problem real or not. If you cannot do anything to change the situation, forget about it. 9. Do something you enjoy. There is no better way to relax than by doing something you love. Whether it s skydiving, kicking back and watching TV or reading a book doing something you enjoy is a great way to manage your stress. 10. Learn to say no. Don t say you will do something, if you realistically do not have time to do it. This will only add to your stressful life and allow things to build up. 3.8 THE LEVEL OF JOB STRESS EXPERIENCED BY THE BANK EMPLOYEES AND THE INFLUENCE OF VARIOUS DEMOGRAPHIC FACTORS AN ANALYSIS This chapter also analyses the level of job stress experienced by the bank employees and the influence of various demographic factors that influence their level of stress is calculated and validity tests of the research is performed using the demographic factor.

17 75 Null Hypothesis: 1 There is a significant relationship in the level of stress among employees belonging to different locations, employment status, age groups, educational levels, lengths of service and gender. Table 3.1 Stress identification between male and female in public banking sector Group Statistics Gender N Mean Std. Deviation Std. Error Mean Stress Male Identification Female By analyzing, the value of mean of male is given as and that of female is given as 39.41, It shows that the females are highly stressed compared to the male. Table 3.2 Stress identification between male and female in public banking sector by using independent sample test t-test for Equality of Means Independent Sample Test t df Sig. (2-tailed) Stress Identification Equal variances assumed Equal variances not assumed For a degree of Freedom (df) 310, the t table value is 1.64 However, the obtained t value for Stress Identification is 2.7, which shows that it is higher than the table value. Thus it can be concluded that, there exists a significant difference between male and female related to stress at work. This shows that, the stress level of male and female differ.

18 76 Table 3.3 Stress identification between male and female in private banking sector Group Statistics Gender N Mean Std. Deviation Std. Error Mean Stress identification Male Female By analyzing, the value of mean of male is given as and that of female is given as 38.48, It shows that the females are highly stressed when compared to the male. Table 3.4 Stress identification between male and female in private banking sector by using independent sample test t-test for Equality of Means independent sample test t df Sig. (2-tailed) Stress Identification Equal variances assumed Equal variances not assumed For a degree of Freedom (df) 310, the t table value is However, the obtained t value for Stress Identification is 2.4, which shows that it is higher than the table value. Thus, it can be concluded that, there exists a significant difference between male and female related to stress at work. This shows that the stress levels of male and female differ.

19 77 Table 3.5 Stress identification oneway-public age group ANOVA Sum of Squares df Mean Square F Sig. Stress Identification Between Groups Within Groups Total From the above table, it is clear that for stress at work, a F value of is obtained for the df of (4,307). The F table value is Thus, the calculated value is higher than the table value and hence it can be inferred that, there exists a significant difference between the age group and the Stress at work. Table 3.6 Stress identification oneway-private age group ANOVA Sum of Squares df Mean Square F Sig. Stress Identification Between Groups Within Groups Total From the above table, it is clear that for stress at work, a F value of for the df of (4,383). The F table value is Thus, the calculated value is higher than the table value and hence, it can be inferred that, there exists a significant difference between the age group and the Stress at work.

20 78 Table 3.7 Stress identification oneway-public work experience Stress Identification ANOVA Sum of Squares df Mean Square F Table Value Between Groups Within Groups Total The above table reveals that the calculated F value (33.30) is greater than the table value(2.46) with df 4,307 at 0.05 level of significance in the stress in public banking sector with respect to work experience. Hence, the null hypothesis, There is no significant difference among the mean scores of the stress in public banking sector identified by the researcher with respect to work experience is rejected. The alternate hypothesis is accepted therefore, there is significant difference between the mean score of the stress in public banking sector and it is identified by the researcher with respect to years of work experience in banks. Table 3.8 Stress identification using frequencies test for work experience in public sector banks The stress is identified from the various levels of employees, According to the year of work experience in the public sector banks based upon the year of experience the stress level will be changed Table 3.8 stated below indicated the number of employees in respondents in public banking sector using percentage and frequency analysis Valid Work experience Frequency Percent Valid Percent Cumulative Percent < 1 yr YRS YRS YRS > 10 YRS Total

21 79 It is apparently noted from the above table that 13.5% of the respondent employees,42 employees with above 10 years of experience are working in public banking sector; 26.9% of the respondent employees are having above 5-10 years of experience that is 84 employees are working in public banking sector; 11.5% of the respondent employees are having above 2-5 years of experience that is 36 employees are working in public banking sector: 25.0% of the respondent employees are having above 1-2 years of experience that is 78 employees are working in public banking sector: 23.1% of the respondent employees are having above 1 years of experience that is 72 employees are working in public banking sector: are employed above 312 number of respondents. Table 3.9 Analysis of variance among the mean scores of work experience and the stress identification in public sector banks Sum of Mean df F Squares Square Stress Between Groups Identification Within Groups Table value 2.46 Total The above table reveals that the calculated F value (57.045) is greater than the table value (2.46) with df 4,383 at 0.05 level of significance in the stress in Private banking sector with respect to work experience. Hence, the null hypothesis, There is no significant difference among the mean scores of the stress in private banking sector identified by the researcher with respect to work experience is rejected. The alternate hypothesis is accepted and therefore, there is significant difference the mean score the stress in Private banking sector identified by the researcher with respect years of work experience in banks.

22 80 Table 3.10 Stress identification using frequencies test for work experience in private sector banks The stress is identified from the various levels of employees, according to the year of work experience in the Private sector Banks based upon the year of experience, the stress level will be changed Table 3.11 stated below indicates the number of employees respondents Private banking sector by using percentage and frequency analysis Work experience Frequency Percent Valid Percent Cumulative Percent < 1 yr YRS Valid 2-5 YRS YRS > 10 YRS Total It is apparently noted from the above table that 10.8% of the respondent employees are have above 10 years of experience that is 42 employees are working in private banking sector; 23.7% of the respondent employees are have above 5-10 years of experience that is 92 employees are working in private banking sector; 22.9% of the respondent employees are have above 2-5 years of experience that is 89 employees are working in private banking sector: 25.5% of the respondent employees are having above 1-2 years of experience that is 99 employees are working in private banking sector: 17.0% of the respondent employees are having above 1 year of experience that is 66 employees are working in private banking sector: are employed above 388 number of respondents.

23 81 Table 3.11 Analysis of variance among the mean scores of marital status and the stress identification in public banking sector ANOVA Sum of Mean df Squares Square F Sig. Stress Between Groups Identification Within Groups Total The above table disclose that the calculated F value (16.727) is greater than the table value (2.46) with df 4,307 at 0.05 level of significance in the stress in public banking sector with respect to marital status. Hence the null hypothesis, There is no significant difference among the mean scores of the stress in public banking sector identified by the researcher with respect to work experience is rejected. The alternate hypothesis is accepted and therefore, there is significant difference the mean score the stress in public banking sector identified by the researcher with respect marital status of the public sector employees. To identify the marital status and number of employees in each group So, the frequency Test was applied

24 82 Table 3.12 Stress identification using frequencies test for marital public sector banks The banking professional stress is varied according to the marital status in the public sector banks Based upon the marital status the stress level will be changed the Table 3.12 stated below indicates the number of employees respondents in Public banking sector using percentage and frequency. Frequencies Test Frequency Percent Valid Percent Cumulative Percent Single Married Valid Divorce Separated Widower Total From the above table it is evidences that 7.7% of the respondent employees are in the category of widower that is 24 employees are working in public banking sector; 17.3% of the respondent employees lies in Separated, that is 54; employees are working in public banking sector; 9.6% of the respondent employees are belonging to the group of Divorce that is 30 employees are working in public banking sector: 57.7% of the respondent employees are belonging to married that is 180 employees are working in public banking sector: 7.7% of the respondent employees are single that is 24 employees are working in public banking sector: are employed above 312 number of respondents.

25 83 Table 3.13 Analysis of variance among the mean scores of marital status and the stress identification in private banking sector ANOVA Sum of Mean df F Squares Square Stress Between Groups Identification Within Groups Table Value 2.46 Total The above table disclose that the calculated F value (57.045) is greater than the table value (2.46) with df 4,383 at 0.05 level of significance in the stress in private banking sector with respect to marital status. Hence the null hypothesis, There is no significant difference among the mean scores of the stress in private banking sector identified by the researcher with respect to work experience is rejected. The alternate hypothesis is accepted and therefore, there is significant difference the mean score the stress in private banking sector identified by the researcher with respect marital status of the private sector employees. To identify the marital status and number of employees in each group So, the frequencies Test was applied.

26 84 Table 3.14 Stress identification using frequencies test for marital private sector banks The banking professional stress is varied according to the marital status in the private sector banks based upon the marital status the stress level will be changed Table 3.15 stated below indicated the number of employees in respondents Private banking sector using percentage and frequency. Marital Status Frequency Percent Valid Percent Cumulative Percent Single Married Valid Divorce Separated Widower Total From the above table, it is evident that 10.3% of the respondent employees are in the category of widower that is 40 employees are working in private banking sector; 17.8% of the respondent employees lies in Separated that is 69; employees are working in private banking sector; 7.5% of the respondent employees belong to the group of Divorce that is 29 employees are working in private banking sector: 58.2% of the respondent employees belong to married, that is 226 employees are working in private banking sector: 6.2% of the respondent employees are is single that is 24 employees are working in private banking sector: are employed above 388 number of respondents.

27 CONCLUDING REMARKS This chapter emphasize the significant difference between the level of job stress experienced by the bank employees and the result shows that there is significant difference among the private and public sector bank employees by various demographic factors. That significant difference implies more on employees from different locations, employment status, age groups, educational levels, work experience and gender of banking sector employees in both private and public sectors.