Abstract

Job stress is considered as the harmful reaction occurs when a poor match takes place
between job requirements and employee competency that has different need and resources.
Job satisfaction describes how comfortable an individual is with own job. The aim of the
research was to compute the influence and impact of job stress on the job satisfaction of
employee in two selected community schools situated in Karachi, Pakistan. The methodology
to gather the information was self-administered questionnaire which was completed online
from a sample of 71 respondents to achieve the objective of the study. The random sampling
technique was used select the sample. The statistical tools such as mean, standard deviation,
correlation, simple linear regression and multiple regression analysis were used to analyze the
data. In particular, five stressorswork overload, role conflict, workplace environment, job
autonomy and relationship at work were identify to evaluate the stress level which leads to
dissatisfaction of the employees in these two organizations. The results of this study indicate
that role conflict and work overload negatively affect job satisfaction whereas relationship at
work, job autonomy and workplace environment positively affect job satisfaction the study
also shows that physical environment has insignificant relationship with job satisfaction. On
the basis of established results, few suggestions are forwarded; supervisory power or
authority should be given to only one person to commands employees over every task,
Making clear employees responsibility and giving adequate information concerning their
role, closer relationships among employees and management, granting high autonomy to
being empowered for challenging tasks and healthy and constructive workplace environment
increases job satisfaction.

CHAPTER # 1 Introduction

1.1 Background
Globally, the organizations today facing a serious concern of high employee turnover,
increasing attrition level and low productivity span due to uncountable work stressors which
make employees less motivated, less empowered causing lack of ownership and job
dissatisfaction among the employees which if not seriously tackled leads towards burnout
stage.
World Health Organization's (WHO, 2014) stats that the emotional state when an
individual may encounter a mismatch and clash between work demands, pressures and
his/her professional attribute and competencies to tackle that challenging scenario to fulfill
the job demand is called stress. Which was further (Shahu and Gole, 2008) rightly pointed
out that it creates negative effects on individuals health, performance and quality of work
that makes it challenging to be remaining being effective at work place. Stress has become
highly dominant at work scenario due to its increasing parameters which tremendously
affecting satisfaction of the employees in any organization. . All the employees are exposed
to multiple job stressors some get affected more intensively than others (Raza and Irfan,
2014). Globally, the costs of work-related stress are estimated approximately $5.4 billion
every year (Health and Safety Executive, 2010).
Stress is recognized through some behavioral reactions include irritation and anxiety,
detachment from supportive relationships, poor time management, inability to pay attention, ,
unbalance diet, caffeine or tobacco and, if not managed and resolved properly, it becomes the
serious cause of absenteeism, resignation, dispute with students, high level of attrition and
turnover intentions (Stevenson and Harper, 2006).
2

Greenberg J, Baron RA (2011) stated that a psychological response that may be

reflected through the self-motivation of an employee towards his/ her job is called job
satisfaction which shows a high level job commitment of the employee for the job he/she
belonged to. According to Ahsan (2009), a highly negative relationship of job stress with job
satisfaction was defined which leads to decrease in both intrinsic and extrinsic means of job
pleasures which includes job safety, remuneration, functioning conditions as well as chances
for growing and being acknowledged
Ayub and Rafif ( 2011) argued that employee are more committed and tend to have
higher productivity when they have higher job satisfaction since they believe that the
organization will provide them growing future opportunities in the long run and have firm
believe that the employer will give credit to the quality of their work.
Conventionally, teaching has been considered as a stress-free occupation, particularly
by those who do not belong to this profession (Fischer, 1994) however, with the influx of
many private sector, since the last two decades, educational institutions are commonly tagged
as stressful arena (Barkhuizen &Rothmann, 2008).In Australian universities, a national
survey on occupational stress has explored that academic staff were normally worse off than
general staff (Winefield et al., 2003)
In recent years, stress has become an important matter in academic circle (Agolla &
Ongori, 2009) Teaching, an occupation that seems to be significantly affected by numerous
work- related stressors, where teachers are being exposed to multiple stressful scenarios
resulting intensified stress and strain (Dunham J, Varma V 2008,) which was further affirmed
by Fisher (2011) as Teaching is a very hectic and challenging avenue where teachers are
encountered to both physical and psychological stressors. According to (Klassen RM, Usher
EL, Bong M, 2010) as compared to conventional employees of other occupations,
3

academicians being a distinctive distribution of human resource are exposed to variety of

different organizational working conditionality which may leads different professional job
requirements than others.
The international education avenues have evidenced significant changes during the
past decade, namely enhanced information technology usage, improved teaching and learning
infrastructure, innovations in curriculum and syllabus design and development (Coaldrake &
Stedman, 1999; Sun, Wu, & Wang, 2011), favoring substantial pedagogical methods in lieu of
conventional lecture method, emergence of newer disciplines (Catano et al., 2010; Clark,
1996) These developments have made the responsibilities of academicians more challenging
and demanding.
A great deal of result was driven from empirical researches based on numerous
studies focusing western context mostly and dominantly over the past few decade. Less
amount of research has been carried out from Asian perspective (Hang-Yue, 2005), especially
with respect to Pakistan context.
Resource specialists, management and administration faculty in education domain are
keen enough to know the psychological and functional role of job satisfaction to drive the
high level of motivation and performance which altimetry hit the desired target of sustainable
productivity and profitability of the overall organization (Santhapparaj and Alam, 2005;
Bloch, 2009). The correlation between the two variables needed to be explored in community
schools to fill the vacuum which was left after having done research only in university and
higher education arena.
Pakistan, at the current developing state, may add the significant contribution by
exploring the impact of selected job stressors with respect to community schools in Karachi.
Nevertheless, implications of the study presumably hold well across all the other developing
4

Asian countries where the advanced and innovative methods of imparting education and
rigorous standards for appraisal and evaluation of academicians have been adopted only
lately.

1.2 Gap Identification

According to (Suryawanshi and Mali, 2013) Stress and work satisfaction does not
have significant relationship but Edward (2011) argued that to some extent an optional level
of stress leads to positive motivation to get success. However, a great amount of stress can be
the cause of physical and mental health problems (Niemi and Valniomaki, 1999). Kamran
Shafiq (2011) explored a significant negative correlation between the two variables as well.
In contrast, Abdul Qayyum Chaudhry (2012) investigated opposite findings where it was
proved that job satisfaction does not significantly associate with occupational stress with
respect to academicians of universities. The above all studies were controversial in terms of
their results which intended to get explored with community schools academicians.
Previously, Eldon and Shani (1991) made identified some factors such as work
overload, job-induced nervousness and role conflict, to decide stress but he did not
investigate the impact of each stressor on job satisfaction of the employees. Alam Shah S
(2009),and Ahsan N, Abdullah, investigation included home-work interface, role ambiguity
role conflict and work-load pressure which influencing the level of job stress in their
demographic context. Job autonomy and physical working conditions were not considered as
stressor by them. These variables had been served as stressors in this study.
Muhammad Rizwan et.al (2014) studied in their study found job autonomy has
significant positive relationship with Employee Satisfaction. This study was carried out in
financial (banking) sector in Punjab, Bahawalpur. In contrast, Adebayo & Ezeanya 2010)
5

argued that good job conditions of any organization and job autonomy are to be
controversial with respect to employee and organization performance which is supposed to be
verified by further, Kim & Stoner, 2008 who said that less influence is found of good
working conditions on employee turnover intentions.
According to Rahman and Praveen the academicians of Bangladesh universities were
dissatisfied on account of lack of growth opportunity or job freedom and fair promotion and
prevailing biasness. To verify the same construct job autonomy as an independent variable
added to investigate the community school policies /practices and biasness for intrinsic
satisfaction with respect to academicians. The contrary literature will be further investigated
with respect to community schools policies and practices in providing job autonomy and
empowerment to all the staff without being prejudiced. Moreover, no empirical studies found
on job autonomy as a predictor of stress rather used a driver of satisfaction in academics
Community schools being agent of education industry should not be overlooked as
they are exposed to multiple threats related to finance and resource constraints to boost their
employees intrinsic satisfaction which as a matter of fact getting severely affected by toxic
stressful environment. Community schools management comprises governing bodies that are
basically trustees and work for the welfare of respective community. Being s non-revenue
generated organization they encounter financial hazards more than profit generating
organization. The employees of these organization face workload with low resources along
with lots of prejudice in the context of job autonomy given to only those only belong to the
community.
The focus of the past studies were to provide data about the impact of occupational
stress and its relationship with the job satisfaction in higher education/universities, no
empirical support was found about community schools of Karachi. Therefore, this vacuum
6

is to be filled by providing additional instigation that might be of interest to the researchers,

community school owners and managers, international donor agencies of Pakistan
Therefore, to narrow down the investigation, only two community schools were
selected. The stressors (work overload, role conflict, physical environment, job autonomy and
relationship at work) were identified to investigate the extent each selected stressor causes
significant variance in employees intrinsic and extrinsic satisfaction.
Hence, only community based, non-profit organizations are selected to conduct the
research, one is Ghulam Hussain kalidina school established in 1906 located at kharadar
Karachi. The second is Fatimiyah Girls School a unit of FEN established in 1965 at Numaish
Karachi. Both the organizations striving to provide quality education at affordable terms to
the privilege people of their community with the maximum utilizations of their funds and
donations.

1.3 Problem Statement

Work place stress significantly and negatively influences job satisfaction, which has
been explained by many researchers. According to Bhatti et al. (2011) employee, those have
higher percentage of job stress may not be satisfied with their job and therefore they will not
feel happy working in the industry which means that when the stress level increases among
the employees it will decrease Job Satisfaction (Raza and Irfan, 2014)
This investigation aimed to compute the impact of job selected job stressors on the
Community schools academicians with respect to their intrinsic and extrinsic satisfaction
towards their jobs. This research tried to compute the consequences of selected work related
stressors (work autonomy, relationship at work, work overload, physical environment and
conditions, and role conflict) on employees job satisfaction in community school of Karachi.
7

The problem area was, to investigate the impact of job stress (work overload, role conflict,
workplace environment, job autonomy and relationship at work) on employee job satisfaction
in community school.

1.4 Research Questions

Following are the distinct but related key questions to get the research objectives
achieved.
1. How job satisfaction is affected by stressful work place?
2. What is the relationship between each job stressor and job satisfaction in the
community schools?
3. How the selected job stressors create dire consequences in community schools?
4. Which job stressor is manifested as the most dominant stressor among the community
schools?
5. How much stress impact on job satisfaction of the academicians of the community
schools?

1.5 Purpose of the study

This investigation had an aim to find out the relationship and their effects on job
satisfaction by using five selected job stressors (work overload, role conflict, physical
environment, job autonomy and relationships) with reference to community schools at
Karachi.

1.6 Aims and Objectives

The aim was to investigate the causal relationship between job stressors and their
individual impact on employees satisfaction in community schools in Karachi, Pakistan.
Along with the above General objective, the Specific objectives are to:
1.
2.
3.
4.
5.
6.

Discover the correlation between work overload and job satisfaction

Find out the impact of role conflict on the satisfaction of employees.
Determine the correlation of job autonomy with job satisfaction
Identify the link between relationships at work on employee satisfaction.
Investigate the relationship between workplace environments on job satisfaction.
Explore the impact of job stress on academicians job satisfaction.

1.7 Research Hypothesis

Justification for the Hypothesis
The sensitivity of the education industry has been evident through its changing and
challenging dynamics and parameter proved in the literature by past researchers.
Academicians as the ambassador of change, facing blasts of divers explosion in terms of
technology, pedagogy, resource, curriculum, co-curricular, management, working conditions,
freedom and interpersonal relationships etc. if the process of change does not aligned with the
needs of the organization and employees , no fruits of becoming changed. Academicians
today are encompassing brutal stress with respect to motivation, performance and
satisfaction. Azizollah et al. (2013) stated few stressors which are over ambitious, role
conflict, challenging assignments, work overload, weak relationships among managers and
workers. According to Schultz and Schultz (2006) who stated few other work stressors
specifically work conditions environment, tasks overload, and work under load, varying
nature of organizational hierarchal structure, role conflict, and role ambiguity. Sources of jobs
stress are driven either from employee within himself or organizational environment, which
definitely have different influence on job satisfaction.

Among various stressors presented in previous studies, the current study, had taken
work overload, role conflict, job autonomy relationship at work and physical environment as
the focused stressors. It is because work overload is the most commonly researched job
stressor (Beehr, T.A. and J .McGrath. (1992), Physical environment Kim, S. Y. and G.
J.Yoon.2002), and Role conflict (Sheraz, 2014) relationship at work (Iqbal and Wassan, 2012)
but job autonomy has to do much more to be accurately explored yet with reference to
academicians specifically belonging to non-profit community school system where stress gets
more intensive due to lack of resources and finance.
In light of literature and objectives articulated above, the following hypotheses were
explored:
H1: Work overload significantly has negative impact on job satisfaction.
Ho: Work overload does not have significant negative impact on job satisfaction.
H2: Role conflict negatively impact on job satisfaction of the employees.
Ho2: Role conflict does not negatively impact on job satisfaction of the employees.
H3: Job autonomy has positive impact on job satisfaction.
Ho3: Job autonomy does not have positive impact on job satisfaction.
H4: There is a significant positive impact of relationship at work on job satisfaction.
Ho4: There is no significant positive impact of relationship at work on job satisfaction.
H5: Workplace environment positively impact job satisfaction of the employees.
Ho5: Workplace environment does not positively impact job satisfaction of the employees.
H6: Job stress (work overload, role conflict, job autonomy, relationship at work and physical
environment) will explain the variation in job satisfaction.
Ho6: Job stress (work overload, role conflict, job autonomy, relationship at work and
physical environment) will not explain the variation in job satisfaction.
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1.8 Significance of the study

In lieu to the fulfillment of the academic requisite of the researcher, the findings of the
study would extend the noticeable advantages and worthy suggestions.
Firstly, the findings of this study benefit to the selected community schools by
understanding the nature of job stress and its effects on job satisfaction. Selected
organizations are helped to take corrective measures if findings indicate anything alarming.
Secondly, it is utilized as an acknowledgement or reference for the researchers who would be
having great deal of interest to conduct study in the same domains. Finally, any interested
party who wants to take results of the study as a reference or citation.
Some other significance is as follows:

This research can be served as an effective source in the human resource practices to
take nice care of their employees with respect to their job satisfaction where healthy
work environment and positive work habits may be emerged to reduce employees

stress and boredom.

It contains deep down insights to strategize occupational stress to get progressive and

productive results.
The investigation can also provide valid and authorized judgments of the expert which

can be generalized to the selected organizations.

This research leads to open the door to investigate the generalizability of our results

across the multiple academic organizations.

The analyses can help managers to categorize the stressors which have greater impact

on employee performance.
The effects of the stressors have been demonstrated vividly to support managers to
control the performance management and performance appraisal tools while focusing
employees contributions towards the organizations.

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1.9 Organization of the paper

The research paper contains five chapters.
1. The 1st chapter is introduction containing the background followed by logical
2.

explanation of the worth of the existing research.

The 2nd chapter deals with literature review in which critical review of relevant
Previous scholars work falling under the research topic is presented.

3. The 3rd chapter discusses about research design and methodology that is used to
undertake the research. It includes the design of the study, the sample size, source and
tool of data collection, instrument development, procedure of data collection and data
analysis method.
4. Chapter 4th discusses the findings of the study with data analysis, presentation and
interpretation.
5. Finally, the 5th chapter makes the summary of findings, conclusions and
recommendations
1.10 Time Line
Activities
Weeks

January

February

March

April

June

July

1 2 3 4 1 2 3 4 1 2 3 4 1 2 3 4 1 2 3 4 1 2 3 4

Topic searching
Construct problem Statement
Design the research Questions and
research objectives
Design the conceptual Frame work
Determine the research approach
significance, scope, rational,
ethical &limitation of the study
Design the research Methodology
and statistical tools and
instruments for the study
Submit the Proposal draft
Introduction and background
submission
Literature review submission
Study leave and examinations
Semester Break
Questionnaire development

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Pilot testing of Questionnaire and

revise the correction
Submit Methodology
And data analysis
Submit Result &
Discussion
Submit for feed back
Revise and edit the draft
Final Submission

Work in process
Key submission Date
Final Submission Date

CHAPTER # 2 Literature Review

Stress is considered as s universal factor that has negative impact on employees

worldwide (Imtiaz & Ahmad, 2009). Taylor (2004) asserted that workers do complaint of
being stressed worldwide. 50 years in the past, the stress trauma was firstly experienced,
documented and acknowledged by Hans Selye, a groundbreaker who opened up stress in
research. Teacher grinding down, stress and burnout historically have been a critical issue
and continue to be one facing public school administrators in the 21st century. Self-reported
work related stress got raised with multiple incidences nearly threefold so far.
In the socio-economic and cultural boundary of USA the roots of the work-related
exposure of long-term state of being exhausted and decreased sense of interest, especially in
professional line of anyones career due to job stress was notably exposed intensively during
year 1960s which was further researched and explored during 1970s (Schaufeli et al., 2009).
13

In all regions the inveterate work-related stress is equally Giving trouble or anxiety;
vexatious; burdensome; wearisome impact on employees. Employees of America nearly onethird, often or over often, , get victim of being overworked or overwhelmed by hectic work
related demands and more than half of them experienced high level of stress necessarily once
in each work week. Australian employees, nearly Two-third, mentioned they are under
extreme stress at work. Routine cardiac screening at the Escorts heart institute in Delhi
(India) indicates the advance stage of stress among the most executives (Mc. Shane, 2004).
Survey conducted in New South Wales estimated all 260 nurses (respondents) had
experienced some form of stress once a week at least (North, 2001). The history of the term,
Stress, mentions that a greater number of workers from 1997 to 2001 indulged in getting sick
worldwide on account of stress which had got tripled.
As far as Pakistan is concerned, Hina Shahab and Bakhtiar Ali (2013) stated that
particularly in Pakistan educational place of work have not been suggestively considered
from the perspective of stress. It was sought that in emergent states only diminutive
exploration on stressors has been accompanied to investigate their influence on academicians
(Ahmady, Changiz, Masiello, and Brommels, 2007). Abdul Qayyum Chaudhry (2012) in
Pakistan the focus of the most pragmatic scholarships has always been the sophisticated
educational sector primarily the university level or higher educational institutes only.
As far as teaching profession is considered, the studies conducted in between 1970 to
2007 focused on the causes of occupational stress in teaching and the impact of those
identified stress factors on teachers and the educational process (Kyriacou, 2001). Brown
and Uehara (2012) conducted research in Asia and Margolis and Nagel (2006) in the United
States of America in the mid-west area mentioned that there is a direct impact of any change
in the new education system on the schooling system, the performance of educators and
14

students learning. Further, these changing attitudes of education put educator more in stress
which affects educators performance resultant is decreased performance in education sector.
According to Naidoo (2012) the South Africa witnessed the same trends.
Sue Ellen Johannsen (2011) asserted that there has been vigorous research led on
work related stress among teachers but there was very little focused towards the relationship
between work place factors and the increasing level of teacher stress today . Pakistan has
suffered the same scenario in context of exploratory and descriptive research done in schools
with respect to stress and its multi-purpose effects on teachers specifically in community
schools.
It is a great challenge today, to sustain the teachers in public education domain. Hare
and Heap (2001) estimated due to work related stress, within the first five years,
approximately 50 % of fresh educators had to leave the education profession. Colgan, 2004
reported that the NCTAF (The National Commission of Teaching and Americas Future) has
estimated 14 % of fresh teachers resign within a year, Luekens, Lyter, and Fox (2004)
gathered data to estimate that educators belong to public school left the profession in greater
proportion in the years 1999-2000 and2000- 2001than did between 1987 and 1992 due to
stress generated or caused through policies, management, stakeholders, parent and
administrators etc.
For quality of education, teachers are pressurized promptly by politicians, parents, and
communities (Kristen Ferguson, Lorraine Frost and David Hall, 2012). Teaching is the
domain which strongly displays the job stress and organization burnout in education sector,
(Manning & Preston, 2003; Weisberg, 1994). In higher educational institutions Job stress and
organizational burnout are the greater cause to impact the productivity of the organization and
job satisfaction of the employees (McCormick & Barnett, 2011). Further this influences the
15

goals of educational sector which leads feelings of lack of abilities and low self-assurance
among educationalist which is followed by occupational stress and organizational burnout
(Choi, Cheong, & Feinberg, 2012).
Rune Higaard Rune Giske& Kari Sundsli (2011) asserted that almost one third
teachers think that, as per literature says, teaching has been proved as an intensively stressful
job even though the fact was that teachers do have likeness for the teaching in terms of
respectable profession. 60-70 % of the teachers, in spite of being under lots of stress factors,
thinks and feels that teaching provides rewards and satisfies. Although according to Selye,
(1936) stress is the force in against of which anxiety, and tension takes place. Waters and
Ussery, (2007) explored and classified the state of stress as an unpleasant state or response of
a person for the demands go beyond their internal abilities.
Job stress could be a state within which work-related issues have an effect on staff to
the extent that psychological changes in attitude deviate from usual work style to the unusual
of the employees. Stress isn't solely connected to the mental abilities or capabilities or
intensive state of mind, however it additionally affects the employees attitude towards all the
aspect of life (Groen, Wouters, & Wilderom, 2012). Maslach, (2003) investigated that
employees continuous and regular exposure to fret, if not handled efficiently and effectively,
that will be harmful in terms of the standard of work and personal, physical
and psychological state and for the workplace wherever they work. Martinussen et al.,
(2007) identified that prolonged and sustained stress spoils job-related employees physical
health, which not handled effectively the one potential outcome of labor stress is burnout. To
the greater range, stress is universal and can't get reduced fully (Ortega et al., 2007). It will
be eliminated, however to some extent, through coaching and training (Waters and Ussery,
2007).
16

Stress inside the job place might be sources or source of continual supply of positive
inspiration to acknowledge achievement or it will prevent moral, connection and execution.
Olatunji and Akinlabi (2012) in spite of the fact that the results of anxiety and stress bring
issue in accordance with the circumstances furthermore the attributes of the people
concerned, its outcomes for people measure deliberately extraordinary (Wicks, 2005; Stevens
et al., 2006). Misery, uneasiness, and discontentedness are the potential results (OConnor,
2006). Some other indications are as follows;

2.1 Indication and symptoms of Stress

There fundamental reaction and indication of stress, anxiety, one is physiological
anxiety furthermore the mental stress. (Reginna,2003). Amy, (2009) investigated that the
negative effects of stress are tension, dissatisfaction, depression of spirits and bunches of
work associated issues turned into the supply of employees dissatisfaction.

2.1.1 Physiological symptoms:

Physiological responses of your body like an episode or attack of migraine, body pain,
chest pain, headache, fatigue etc. are the indication of physiological stress.

2.1.2 Psychological response:

17

Psychological and emotional response can be group together. These are emotional and
cognitive Problems that occur under conditions of job stress. They include job dissatisfaction,
frustration, depression, and resentment, lack of commitment, angry, Outbursts, hostility,
jealousy and lack of interest.

2.2 Types of Stress

The following types of stress are identified by Imeokparia (2013). Stress was divided
into two stressors by Selye, the founder of stress (1974).

2.2.1 Negative stress or Distress

Negative stressor distress falls into practice when a person is exposed to undesirable
emotions like corporal or physical uneasiness, headache or diarrhea. Optimistic stress or
eustress stimulate feelings to be pleased or contented. Economic and social losses are mostly
caused by negative stress, especially for businesses. Additionally, ineffective ways to seek out
relief have been the part of lives of people in terms of taking drugs; excessive intake of
alcohol, smoking, smoldering, and shopping. Unproductive work due to ill health decreases
the revenue and time both. Some individuals get indulged in gambling or to constrain suicide
(Mehri, 2000)

2.2.2 Positive stress or Eustress

Eustress is the constructive lateral of stress trauma that is less illustrious and less
exploited in conversational linguistic. A psychological reaction having positive consequences
referred as eustress or good stress (Selye, 1983) Eustress is epitomized as unsympathetic
water and undesirable stress is termed as broiling water. At combination, the temperature will
18

be determined by the amount of burning and cold water. Simmons (2000) concluded that
positive and negative stress impossible to be separated from each others. They are combined
together like water. Also Simmon found eustress includes hope, manageability, positive affect
and meaningfulness. Distress includes negative effects, anger/hostile, job alienation and
anxiety.

2.3 Job consequences of stress

Moolla (2005: 54) asserted that there are three outcomes of occupational stress
namely behavioral consequences, physiological consequences and psychological
consequences.

2.3.1 Physiological consequences of stress

Moolla (2005:54) stated that this type of stress affect the educators physical health.
Heart disease Headaches, high blood pressure are common physiological symptoms released
from stress. Phillip (2004: 12) further added that musculosketal problems like backaches, and
gastrointestinal are the outcome of these Physiological concerns.

2.3.2 Psychological consequences of stress

Newstrom and Davies in (2004) investigated that moodiness and emotional
unpredictability have greater effect on response to novices and co-workers. Work
performance gets decreased on account of nervousness and tension which eventually resulted
because of the lack of concentration in chronic illness, depression and the outcome of all that
is burnout.
19

2.3.3 Behavioral consequences of stress

These stress consequences harm the individual behavior in terms of consumption of
alcohol or smoking. People smoke more when are under stress indicated by research. Palmer
et al. (2006) said that consumption of drug abuse may also be increased. Other possible
results are appetite disorders, accident proneness, violence (Moorhead and Griffin 2004:
237). For Baron and Greenberg (2003: 176) the consequences of job satisfaction are attrition
and absenteeism of educators.

2.4 Work stressors

The factors which make job stressful and tiring are called work-related stressors leads
to pave complications and intolerance among the number of employees whether working in
manufacturing or any service station. According to Ahsan, Abdullah, Yong Gunfle and Alam
(2009), the following are the factors of job stress which includes homework interface, role
ambiguity, performance pressure, relationship with others, management role, leadership
styles and work load pressure. Palmore, (2006) stated some additional stressors in different
contextual meaning, such as conflicts with subordinates, conflicts concerning with the
supervisors attitudes, interpersonal relationships at work, disputes with colleagues, and
conflicts with management policies. Stress factors which have been commonly cited , related
to parents and other teachers and discipline increased workload, lack of communication with
the leadership, the demand to meet federal and state mandates, , little input in decision
making, managing effective relationships with wards, lack of resources (Anhorn, 2008),
unsatisfactory rewards, stressful situations, , ineffective leadership, a lack of organizational
cooperation, a lack of growing and enhancing chances, and work place complication has risen
20

over many years and suddenly exploded with new increasing demands of the donors, owners,
stakeholders customers who are involved in the education of children(Naidoo 2012; Taylor
et al. 2008: 66).

2.5 Theories of Occupational Stress

According to Shahu and Gole (2008) stress directly hits the performance of the
employee, the higher the levels of stress the lowered the performance will be, which
ultimately concluded that the higher the job satisfaction is the higher the performance would
be. Pawar and Rathod, (2007) another study that was conducted to find out the impact of job
stress, through this investigation the result was driven that job satisfaction is negatively
connected with stress for navy trainees. It is clearly seemed that job satisfaction has been
measured over the several years of research just to be proved as the integral concept of the
theories related to the Occupational Stress. Multiple diversified theories of stress related to
different occupation have been developed. In this section, three theories are to be conversed
namely the person-environment fit philosophy and the second one is demand-control theory,
since in the literature related to occupational stress, these are accessible as the central or
major theoretical literature (Fevre et al., 2003). Fevre et al.,(2003) further stated that,
illustrative theories which tend to emphasize on the innumerable interactional simulations
concerning to the orientation of pressure as well as the altered procedures are to be used for
the management and handling of selected stressors.

2.5.1 Person-Environment (PE) Fit Theory

21

Fevre et al., (2003) and Kenny, 1999 and stated that the PE fit philosophy reflected
the word stress or stressors in terms of misfit between two variables, the theory is not
defined with respect to either the individual or the environment, but rather. The result of the
PE fit concept based on persons latent responses to that actual misfit or oddity, which may
leads to coping and defending in against of that mismatch. (Kenny, 1999; Rees & Redfern,
2000).

2.5.2 Demand-Control Theory

Karaseks model of demand-control, when there are high job demands along with less
chances to influence those demands and procedures, the attack of strain and anxiety occurs
resulting damaged employee health with having low level of job satisfaction for that
particular job(Bridger et al. 2007),work load (McKenna et al., 2002 and Nwadiani, 2006),
long and continuous functioning periods and consecutives shifts ,short and infrequent breaks
for the rest,; hectic and day to day regular and routine work duties, ineffective utilization of
workers skills, and provide little sense of ownership and empowered (Fairbrother & Warn,
2003).

2.6 Association between occupational Stress and employee Job satisfaction

2.6.1 Work Overload and employee Job satisfaction
Thair et al., (2012) has investigated that work overload results inappropriate
performance, which ultimately becomes the reason of the employee job dissatisfaction. As
per the research of Cooper and Sutherland, (1992) who argued that the main forecaster is
work overload on account of that employees are to be exhausted (The feelings of
overtiredness and mantel fatigue). Paktinat and Rafeei, (2012) did another research which
22

concluded that some factors like, lack of job security, workload, ineffective relations are the
cause of occupational stress which is negatively correlated to the employees job satisfaction.
Nirel et al., (2008) explored that emotional problems take place due to high-level work
overload which causes lower level of employees satisfactions. Another conclusion done by
Nele and Hans, (2006) was that too much work whether in terms of quality or quantity
negatively relates employees performance with job satisfaction. According to (Obiora and
Iwuoha, (2013), the state of stress can be eliminated by giving proper pay package, getting
trained, clear orientation, justified employee opportunities.

2.6.2 Workplace Environment and Job Satisfaction

A study carried out in car manufacturing industry done by Fam et al., (2008) showed
that the highest impact of the job stressors related to the physical environment on the job
satisfaction of the employees. Lam et al. (2001) in his study belong to Hong Kong about the
managers of Chinese restaurant elaborated that one of the closest determinants is the physical
work environment which impact on job satisfaction in that industry. Srivastava, (2008) a
study done on 360 respondents belonged to technical supervisors suggested that employees
having good physical labor location are more content and happy with their occupations than
others.

2.6.3 Role conflict and job satisfaction

A study conducted by Venkataraman and Ganapathi, (2013) suggesting that role
encounter do have weighty destructive influence on job gratification and satisfaction. Role
conflict plays an important role to decrease the job satisfaction (Coverman, 1989) According
to Malik et al., (2010) job contentment and satisfaction among the employees of bank is
23

highly influenced by their role clashes. Trivellasa et al., (2013) specified that job satisfaction
is significantly correlated with role conflict with its all dimensions and employment stress
related to conflict and excessive amount of work verified to be pointedly has negative
association with all job satisfaction dimensions. As cited by Keller, (1975) low levels of
satisfaction are significantly related to role conflict along with supervision, pay, and
opportunities for promotion.

2.6.4 Relationship at work and job satisfaction

Bateman, (2009) stated that the environment where employees have co-worker
support, all the employees have freedom to discuss ideas more openly and sincerely, there
always prevail a positive relationship with job satisfaction of the employees. Poor and
ineffective relations with co-worker, supervisors and subordinates had been identified as
crucial risk determinants for stress-related incidents and a conclusion was drawn that job
stress are negatively related to job satisfaction of the employees ( Sauter et al., (1992).
Homburg and Stock, (2004) study has proved that occupational stress and employees
satisfaction significantly negative correlated.

2.6.5 Job autonomy and job satisfaction

According to Morrison (2005) investigated that job autonomy has to be considered as
an important determinant to gauge job satisfaction of the employees of any organization. It
was found that job autonomy turn out to be the essential factor in nursesing job satisfaction
(Finn, 2001). An investigation done by Cuyper and Witte, (2005) also supported the same
conclusion that job autonomy is positively related with job satisfaction both for permanent
and temporary employees. A cross sectional research done by (Decarlo and Agarwal, 1999)
24

verified the findings by measuring the effects of job autonomy on the employees job
satisfaction of the sales job which indicated that a positive relation is existed between both
the variables.
According to Saragih, (2011) when employees take their job as a personal
responsibility it ultimately leads employees to maintain favorable and affective behavioral
reactions for their job which create increased job satisfaction among the employees. Job
autonomy was to be meaningfully associated with job pleasure. Cohrs et al., (2006) examined
and found a positive association between job autonomy on job satisfaction. Meta-analytic
researched the facets of autonomy which includes decision-making autonomy, work
scheduling autonomy, work autonomy methods (Humphrey et al., 2007). All autonomy
standards have significantly positive relationship with the employees job satisfaction.

2.7 Job satisfaction

Hoppock (1935) firstly used the term job satisfaction referring to the outcome
generated by psychological, physiological and environmental factors which make a
contribution in persons professional life to get them feel satisfied with their work (Aziri,
2011). Commonly, it is considered as a direct connection to productivity as well as wellbeing
of workers. Robbins, (2005) stated that job satisfaction refers to the overall attitude of any
employee toward his or her occupation. Kaliski, (2007) reported that the most important
determinant that energizes an employee is job satisfaction along with recognition , income,
promotion, and the professional achievement that leads to the sense of being successful that
make an employee delighters and bring passion his work. Ilham, (2009) referred employees

25

satisfaction as positive or negative perceptions and factors related to attitude toward their
occupations or some features of their jobs. When expectations are matched with the real
awards it will generate Job satisfaction among the employees.
The collection of feelings and beliefs about their current job are called Job
satisfaction. Job satisfaction can range among the people from extreme satisfaction to the
high dissatisfaction. People have established approaches and awareness about multiple aspect
of the jobs for example the category of exertion they accomplished, their assistants,
collaborators, administrators and remuneration structure (George et al., 2008).According to
Hussian, (2011) there is a diversified role of Job satisfaction in the lives of employee,
personal and social contacts of the employees have great effects on the contrary physical and
mental health of an employee adversely affects occupation dissatisfaction.

2.8 Features of job satisfaction

Spector (1997) accessible three significant attributes of job satisfaction and
commitment.
1. The very first is that organizations should have human values. Equaled orientation of
work done with fair and transparent system, the assessment of job satisfaction done
timely which may serve as as an effective indicator of employee satisfaction.
Employees satisfaction may be taken as a symbol of respectable expressive and
intellectual condition of the workers.
2. The second attribute is the manners of workforces is connected or based on the level
of employees satisfaction that would have emotional impact the on operational,
monitoring and happenings of the business. The conclusion is that job satisfaction
26

would harvest positive conduct and disappointment and dissatisfaction would

consequence negatively on the attitude of employees.
3. Third, organizational activities includes to measure job satisfaction to serve better.
Through job satisfaction different stages of satisfaction can be defined in diversified
organizational system as a good indication regarding changes that would boost
performance.

2.9 Theories that explain Job Satisfaction

2.9.1 Job satisfaction and hierarchy of needs
The conventional opinion of Maslows (1954) about the job satisfaction was
established on five-tier model of essentials needs related to human. The elementary existence
needs such as water, fabric, nourishment, and accommodation were acknowledged at the
lowest tier. Bodily and monetary safety presents in the next level. While the desire and needs
of societal recognition, being owned, and affection in third tier. The needs of self-esteem and
appreciation earned from aristocrats and the top executive was to be utilized to measure selfactualization needs which are reflected through personal freedom and autonomy and selfdirection and empowerment (Hussin, 2011).
Maslow identified the needs of a person that exist in a logical sequence starting from
basic needs which are to be satisfied before the higher levels needs get satisfied. Once the
basic needs get satisfied, they are not considered as motivators for the person. The more the
growth opportunities will be given, the more an employee gets satisfied with his and her job
which allows higher level needs to be fulfilled. Thus, the success depends on recognizing the
unsatisfied needs and helping those needs to be fulfilled.

2.9.2 Job satisfaction and Motivator-Hygiene Factors

27

The suggestion was given that the work could be served as an effective source of job
satisfaction while building on the theories of Frederick Hertzberg (1974). This approach
consisted two-continuum one was job satisfaction and job dissatisfaction. According to
Hertzbergs theory the work characteristics and attributes generated by the state of being
dissatisfied were distinctive from those generated by satisfaction. (Hussin, 2011)
Two dimension motivators and Hygiene are affected by many factors. Intrinsic
factors what are based on completion of higher level demands and needs for example when
the needs related to growing opportunity, achieving anticipated accomplishment and
recognition. The extrinsic variables which are called hygiene elements and the features
include the relationships with the authority, associates, and managers, working atmosphere or
conditions and compensation that could be the cause of dissatisfaction. Essentially
satisfaction more depends on the extrinsic attributes of the job, with respect to fulfillment of
higher level needs of self-actualization. When hygiene determinants are poor, work will be
unsatisfactory. Similarly, when motivators are present at that time phase people are satisfied
with their job, but vanishing of removing the Motivators does not lead to dissatisfaction
automatically. Hence, the two continuum model presented by Hertzberg's Motivator-Hygiene
Theory (1974) much emphasized to research on the overall satisfaction of the worker. He got
the conclusion that workers derived satisfaction from achievements that are centered on job
characteristics such as, Autonomy, Leadership, Responsibility, and a challenging job Selfesteem or self-actualization.

2.10 Factors Affecting Job satisfaction

2.10.1 Intrinsic factors

28

Ayub and Rafif, (2010) investigated and asserted that Intrinsic elements mean the
inherent characteristics of that occupation that can make people to be having a level of job
satisfaction. For example the task identit ,work autonomous, task significance , feedback to
the worker.

2.10.2 Extrinsic factor

According to Ayub and Rafif, (2010) extrinsic factors are those job characteristics
which are external in nature that includes company policies, remunerations or reimbursement,
regulation, respectable functioning, circumstances, recognition and status, association
between the collaborators, advancement, and job confidences.

2.11 Theoretical Framework

Ahsan N, Abdullah Zaini FG, Yong D, Alam Shah S (2009) stated in their research
that negative relationship between occupational stress and the employees job gratification
and satisfaction which is a combination of intrinsic and extrinsic factors are the source of job
pleasure what includes opportunities for progression and career expansion, safety,
remuneration, recognition, and operational circumstances as well as. Moreover, the job
satisfaction has a negative causal relationship with job stress. Occupations falls in the
category of human services such as social workers, teachers, nurses etc. are exposed to
defenseless state towards facing burnout (Schaufeli and Greenglass, 2001)
Nirel et al., (2008) researched and found that one very important determinant is role
conflict causing stress. Role conflict has a great influence on employees satisfaction (Fie
et.al, 2009).Work overload is negatively correlated with job satisfaction. In the supportive

29

working environment where a healthy and transparent relationship exists, there is a boosting
correlation found among satisfaction and stress variables (Bateman, 2009). Job autonomy and
job satisfaction are interlinked positively (Saragin, 2002). Srivastava, (2008) stated that
employees who find their work environment appropriate are more satisfied with their
professions.
A study examined the association between role stress and job satisfaction among bank
employees in Kota Kinabalu, Sabah, namely Ambank Berhad, Malayan Banking Berhad,
CIMB Bank Berhad, Public Bank Berhad with the total respondents of 136 scrutinized the
relationship between dependent variable (job satisfaction) and the independent variables (role
stress). The findings confirm that the role stress is negatively in linked relationship with job
satisfaction of the bank employees.
Few investigations on occupational stress in contrast to job satisfaction and
intellectual and physical wellbeing (Saeed, et all, 2007), self-efficacy (Hanif, 2004) anxiety
(Cochinwala & Imam, 1987), Psychological wellbeing (Naheed, Rehman & Sah, 2007), were
stayed inactive to explore changing dynamic forces of work stressors. Furthermore, very few
studies (e.g. Anis-ul Haque & Sohail, 1997) made very clear evidences on the potential
dependency among the job stressors and outcomes in community schools. lots of research
studies like (, Tahir, 2011, Akhlaq, Amjad, Seed-ul-Hassan, & Malik, 2010; Bakker)
investigated stress as an independent variable and got the findings that stress do have
negative effect on the performance and productivity of teachers but teachers intrinsic and
extrinsic satisfaction was not discussed or focused in these studies.
The correlation analysis of (Sabra and Abbas, 2009) indicates no positive and
significant impact of workload on job satisfaction which makes it apparent that Pakistani
employees are not negatively affected by workload and there is no relationship found on
30

significant relationship on job satisfaction of the employees. In contrast Topper (2007) found
the work overload is the leading stressor which demotivating employees. Aqsa Akbar,
Waheed Akhter (2011) in their study title Faculty Stress at Higher Education: A Study on the
Business Schools of Pakistan found that a significant association found in between
workload, role conflicts and job satisfaction whereas variables such as poor peer
relationship, have no impact on the faculty stress. Moreover Klassen and Anderson (2009)
note that throughout past 45 years, 1962-2007, the work load in teaching has been the 4th
most frequent factor impacting a teacher's job satisfaction. To compute the variance between
occupational stress and job satisfaction in community schools, a need of further investigation
is obligatory.
A viable contradiction is found in few researches about workplace relationships
mainly supervisors and co-workers. According Jack H, Canavan M, Arah OA (2013) the
relationships between supervisors and subordinates can be the source of healthy work
environment which may leads employee satisfaction towards his/her job place. Conversely,
Ashraf and Joarder (2010) made it proved in his investigation in Bangladesh private
universities that no significant influence of supervisory support on academics job satisfaction
and job retention found. Thi contradictory researches induce my research to explore the
dependency of selected independent variable (relationship at work place) on job satisfaction
in community schools academicians.
Further Kreitner, Kinicki and Buelens made it very clear that kind, cooperative and
sympathized attributes of colleagues causes improvement and bring the state of satisfaction in
the employees. Thats the reason the influence and importance of team collegiality and
mutual cooperation of colleagues is to be investigated further with respect to community

31

school of Pakistan to make the working environment positive and working habits smooth and
sound.
According to Schmalenberg and Kramer, positive working conditions causes
reduction in employee attrition level and tend to lower degree of job stress. In against of this
view, Joarder and Sharif, 2010) extend disagreement to accept that the working environment
is a significant source in higher education Bangladesh to establish the job satisfaction of
academics. An arguments forwarded by Herzberg which stated that working conditions may
not be the cause of increase employees commitment and satisfaction. Past literature was
founded with dissimilarities to associate employee satisfaction with working environment
which induced these variables to be explored a bit more with respect to Pakistan community
school.
Based on the literature review, a viable relationship between stress and employee
satisfaction found. The study had inspected the impact of stress on employee satisfaction
among the community schools academicians. From the findings, it is anticipated that on
account of job stressors, job satisfaction suffers a lot among the community schools
academicians in Karachi.
The hypothetical framework had been established with the help of some constructs
frequently considered or studied at educational workstation in different background and
context in term of industry, country, researchers, purposes, selection of dependent and
independent variables with multiple dimension/scope. Previous studies tried to explore the
effect and impact of stress on productivity, performance, employee well-being, and turn over
intentions, attrition with respect to demographics but this research intended to examine the
correlation between job stressors and the wholesome impact of pressure on the employees
satisfaction among the academicians of community schools.
32

This framework focusing focus five constructs with respect to academicians in

community school, such as work overload, role conflict, job autonomy, physical environment
of the job palace and the work place relationships. The nominated independent variables (IV)
have been tested for job satisfaction which is served as dependent variable (DV).

H1
-

work
over
load

H2

H3+

__

Role
Confili
ct

Job
Autono
my

H4+

H5+

Job Satisfaction
Relatio
nships
at work
place

Physical work
environ
ment

Job
Stress

H6
-

Fig.1 Conceptual model showing relationships between each stressor on the job satisfaction

33

Chapter# 03 Research Design and Methodology

Descriptive investigation is to unfold some occurrence or any specific attitude or

state. The purpose of descriptive investigation is to demonstrate and describe the prevailing
point of question or condition in spite of making some comprehension to be judgmental about
that problem or hypothesis according to Creswell (1994). The prime purpose of the
descriptive sort of investigation is to confirm the pre- established assumptions or hypotheses
which lead to comprehend what the current situation is all about. This research aims to
provides insight about the situation being observed for instance job satisfaction followed by
workplace dimensions and stress by focusing through past to present (Fairbrother and Warn,
2001).

3.1 Study setting

34

The research was conducted in non-contrived study setting where a natural

environment is provided which represents the true outcome along with real case. The data of
independent (job stressors) and dependent (job satisfaction) along with demographic
variables was collected from the two selected community schools.

3.2 Area of Study

The targeted populace of this research is mainly confined to the employees of two
community schools namely Fatimiyah Girls School at Numaish and Ghulam Hussain
Khalidina Girls School at kharadar.

3.3 Research Design

The design of a research is a structured plan which specifies the nature of research
methodology under taken for the information collection for the research study. A descriptive
type of research design is used. Descriptive/inferential, cross sectional study design using
quantitative method has been used to analyze data collected from respondents. The rationale
behind using the specific study design is to determine how the independent variables explain
the dependent variables of the study. Cross sectional research has been applied which means
pertinent data is to be assembled at one point in time. The researcher used cross sectional
survey due to limit of time and cost. Cross sectional survey save time and cost compared to
longitudinal survey.

3.5 Outline of Research Methodology

35

3.4 Correlation research design

The correlation research design is followed by this type of research (Leedey and
Omrod, 2001). According to Bordon and Abbot (1999) correlation investigation is a kind of
non-experimental research to examine what degree dissimilarities are to be foster by one
construe related to changes in one or more supplementary variables (Leedey & Omrod 2001).
3.6 Sample & Sampling Technique
A sample is a little set of cases attracted from and used to speak to the substantial set
or entire populace under investigation. Accordingly a sample size is the quantity of
individuals or protests in the chosen sample.
Based on the demographic information acquired from the personal surveys, a random
sampling procedure was employed among teachers who are employed at community schools
(De Vaus, 2002). The total population is of 86 teachers from which an adequate sample size
of 71 with a confidence interval of 5 % provided a confidence level of 95 %.
Seventy one (71) questionnaires (with 5% error margin) were sent out based on a
simple random sampling technique which was opted because the sampling frame was
available through staff payroll. The respondents were from different departments and a
mixture between primary and secondary academics.
36

3.7 The Identified Populace

Target populace incorporated by the researcher is this research is 71 respondents from
two community schools .Separate targets Populace is indicated by the community schools
placed in Karachi below.

Community Schools
No. of employees
1. Fatimiyah Girls School
60
2. Ghulam Hussain Khalidena School
26
3. Total
86

Proportion of sample size

60/86*71=50
26/86*71=21
71

Table 3.1: Number of employees and proportion of samples taken from each School
3.8 Measurement Instrument
A survey instrument was designed by using questions from the Teacher Stress
Inventory. SASS is the survey on Schools and Staffing and the other one is survey of the
National Center for Educational Statistics which was done in 2007 (Fimian,2000). The
original survey instrument utilized questions derived from three sources; the SASS, A Work
Related Stress Survey (Association of Colleges and Trade Unions of the National Joint
Forum, 2009) and a survey created by the Staffordshire County Council.
This researcher used a Likert scale which contains a psychometric scaling which is
the most frequent survey instruments being utilized by the researcher years from years. The
most general practice used to scaling reactions through survey. A likert five-point scaling is
used stretching from strongly disagree to the next extreme which is Strongly Agree. The
dependent variable which is Job satisfaction is to be measured through a five point scaling
stretching from strongly dissatisfied to the next extreme which is strongly satisfied. This

37

method is chosen to maintain the confidentiality that keeps the data information aligned with
the research objectives.
Instrument scale stretches from 01 to 05 scaling

From the published literature of scholar, a close and self-administered questionnaire

was merely derived and designed. A close- ended questionnaire composed of 3 portions. The
survey instrument consisted of 13 questions all together. Job stress is measured in the first
part which is composed of 10 items taken and derived from (Beehr et al. 2001). Researcher
Caplan et al. (1975) measured job stress by Job Stress Questionnaire, JSQ which was
followed by Sahu and Gole in (2008) measuring five dimensions namely (1) relationship at
workplace (2) workload, (3) workplace environment (4) role conflict, (5) Job Autonomy and.;
10 Likert scale items related to occupational stress factors, three items related to job
satisfaction and four demographic items. Another variable is job satisfaction consisting 3
items occupied from Warm, 2003; Dua, 1994; Smith et al. 1992; Sullivan and Bhagat, 1992.

3.9 Source of Data and Collection Methods

From primary source, the necessary data was collected for this study .A questionnaire,
which has three sections such as background information, job stress and job satisfaction was
distributed to the target respondents
38

3.10 Data Collection Method & Procedure

Data collection is a phase amongst the most vital parts of research. For the
accomplishment of any project precise data is critical and fundamental. The information
gathered through research methodology must be precise and important.
The focus of the study was on finding out the relevant and considerable factors that help the
managers working in Pakistan to retain employees in this opportunistic era. Therefore, the
importance of primary data was not being under-emphasize. In addition to this, secondary
data on managing employee satisfaction through releasing stress was collected to augment
my study.
The formal approval gained from the targeted organizations that are two community
schools of Karachi, Pakistan. Formally, a permission letter had to receive from the university
in an appropriate manner which was sent to the selected community schools to get the official
permission to conduct the research on the targeted sample. The official visit was made later
questionnaire was sent to the heads for the approval. They were authorized to distribute the
questionnaire by the schools management. The questionnaire was developed on Google doc
and made available online through the Heads of the schools. Follow up was made on regular
basis to gratify those who filled the questionnaire and to remind those who was invited to fill
the questionnaire.

3.11 Data Processing

The quantitative data was collected. It was then coded and edited to have the required
quality, accuracy, consistency and completeness.

39

The SPSS (Statistical Package for Service Solution) Statistics Version 20 software
predicts the outcome of the study with confidence that helps in making smart decisions for
the study. SPSS 20 has been used to evaluate the data of the study to predict results.

3.13 Data Analysis

Various statistical technique included description analysis, cross-sectional analysis,
and regression analyses were employed in this research. The relationship of different
variables is to be too analyzed by each method. Firstly, cross-sectional methodology has been
used in this study following guidelines provided by Hussey and Hussey (1997) which means
to obtain evidence on different variables in dissimilar settings, but at the similar period.
Secondly, the Descriptive analysis has been used referring to transform the data which is raw
in its form to that form which provide information to understand and interpret any underline
situation and state (Sekaran, 2000; Zikmund, 2000). Thirdly, multiple regressions which are a
sort of extension of bivariate regression inquiry used to investigate the degree of effect or
impact of one or more predictors falling on a single interval scale (Zikmund, 2000). The
dependent variable, Job satisfaction, measurement is interval. Multiple job stressors
(independent variables) measurement is interval to investigate multiple linear regressions for
the selected predictors.
The data entered into a database and analyze using a statistical computer package
SPSS (statistical package for social scientist). Descriptive statistics (Measures of Central
Tendency and Dispersion) are to be used to describe the sample of the study. Pearson's
Product Moment Correlation Coefficient will be computed to relationship among variables of
40

study. Regression analysis will be followed by Multiple Regressions to establish which of the
predictor variables has the highest influence on the dependent variable.

3.14 Regression functions

Dependent Variable: Job satisfaction (JS)
Independent variables: Job stressors
Regress job satisfactions on stressors
Equation:

JS=0+1WO+2RC+3JA+4RW+5WE

Where:
JS= Job satisfaction
WO, RC, JA, RW, WE are the explanatory variables (stressors) WO (work overload) ,
RC(role conflict) , JA(job autonomy), RW(relationship at work) and, WE(workplace
environment).
0 = is the intercept term (average value) of reliant variable when self-governing variables
are be equivalent to zero. 1, 2, 3, 4, 5, are independent variables respective
coefficients which are to be measured to calculate the amount of change in the mean value
followed by the dependent variable which is job satisfaction(JS) , this would tell the per unit
change in their independent variables respectively.

3.15 Validity and reliability of instrumental scale

When establishing the validity of the interpretations which are based on scores from
tests, reliability are an important source of evidence (e.g., Kane, 2006; Zumbo, 2007). Lee
Cronbach introduced and developed the term Cornbach Alpha in 1951 to measure the inner
reliability of a test or scale to check the consistency of any measure. According to Streiner
41

(2003) one of the dominant doctrines of conventional test philosophy says that scales with
high degree represents inside reliability which is evidenced through Cronbachs alpha. Alpha
is to be expressed with the range number between 0 and 1.Consistency is to be described as
the degree to which all the items in a test are connected to the inter-relatedness of the test
items.
Cronbachs alpha used to verify the acceptability and reliability of test by computing
(Nunnally, 1978). According to Bryma and Bell, (2003) the Cronbachs Alpha which is above
0.7 implies internal reliability which means acceptability of the testing scale. This was
determined that all the 09 items proved to be reliable and valid to accept and quantify the
amount of job stress and job satisfaction.
The authenticity and consistency of the measuring instrument was done pilot testing
which was conducted on 5% of the sample size. The Value of the Alpha that is mentioned in
the table indicates reliability is acceptable.

According to Babbie and Mouton (1998) Validity brings up to measures what it is

supposed to be measured, in the context which is given to be measured. This study realizes
proposition from a concept that is applicable to the theory to guarantee rationality, the survey
questionnaire was considered constructed through preceding studies feedback form and
review of related works.

42

Chapter #04 Data Analysis and Interpretation

The following section will proceed to the outcomes or results of the study drawn
through the logical and empirical analysis of the statistical data extracted from the research
respondents and discussion of results with respect to previous research findings and literature.
In this chapter, both descriptive and inferences on the data analysis and procedures are
presented.
The Heads of Fatimiyah Girlsschool and Ghulman Hussain Khalidina were mailed
the link and questionnaire form to distribute them among the respondent teachers. The
analysis of this study is based on the seventy one questionnaires collected from the
respondent teachers.

4.1 Descriptive Statistics

43

Descriptive statistical analysis is used to analyze percentage, frequency, mean and

standard deviation. The purpose of descriptive study is to approve the developed hypothesis
which demonstration present condition (Iqbal, Ehsan, Rizwan, & Noreen, 2014).

4.2 Background Information

Background information of respondents participated in the study was taken with
headers of name, age, contact no. and email-address of the respondents from each school to
have proper record of respondents. Table 4.1 below depicts the descriptive statistics of
quantitative variable; age. It shows that minimum age of the respondent was 19 and
maximum age was 53 with an average of 30.48.

Pie Chart

44

The percentage of respondents for each stressor is presented through the pie chart to
describe the contribution of respondents for each stressor which influences job satisfaction of
the employees in the community schools as per their opinion. It is shown through the pie
charts that relationship at workplace was the most dominant stressor chosen by the majority
of the respondents followed by job autonomy and workplace environment.

4.3 Central Tendency and Dispersion Measuring Results

This part is to be done descriptive statistics which are calculated with the help of
questionnaire form based on variables contained within in the independent variable which is
job stress and job and dependent variable which is job satisfaction. The central tendency and
dispersion is used to measuring the correlation among job stressors (work overload,
relationship at work, role conflict, and physical environment, job autonomy) and job
satisfaction obtained from sample respondents.
The data was examined than analyzed to provide basic information about the nature of
each variable in this study. As Hair (2007) states that descriptive analysis is to be done to
calculate percentages, frequency and mean score which here determines the level of stress.
Table 4.2 shows the information which was obtained from the respondents of the
community school with respect to stress and job satisfaction. Table exhibits that the
arithmetic means for the work overload, job autonomy, relationship at work, workplace
environment and job satisfaction. Relationship at workplace seemed to be the major
predictor of stress with mean 3.68 and standard deviation 1.216 respectively. There was a
high level of stress related to relationship at workplace which means that the employees
perceive stress related to relationship at workplace. Job autonomy seemed to be the second
factor of stressing employee with mean 3.63 and standard deviation 1.059; this means there
45

is unclear duty, authority and information on the role the employee conducting. Workplace
environment has mean 3.38 and standard deviation 1.246. Low level of work overload at
2.44 mean with stander deviation 1.143 followed by role conflict which was seemed to be
the least contributor for the stress with mean 2.24 and standard deviation 1.075, that shows
low level stress related to work overload and role conflict which was perceived by the
respondents in schools. The mean and standard deviation job satisfaction is 3.55 and .771
respectively. It may be conclude that the sample respondents of the organizations have
moderate satisfaction level towards their job.

4.5 Results of Inferential Statistics of Respondents

This part intends to determine and establish the outcomes which have been drawn
through inferential statistics engaged in this study. The assessment and evaluation of the
objectives of this study has to be done with the help of Pearsons Product Moment

46

Correlation Coefficient. Conclusions are drawn with the aid of linear and multiple regression
statistical tools and decisions came into considerations with regard to proposed hypotheses.

4.6 Pearson's Product Moment Correlation Coefficient

As per the definition provided in Webster's Online Dictionary, the correlation is a
measurement which is to signify how thoroughly two predictors co-vary. The ranges are
given below.
1. 1 (perfect negative correlation)
2. 0 (no correlation)
3. +1 (perfect positive correlation)
According to Chapman & Hall/CRC correlation is a method of assessing linear
association between two continuous variables. The thumb rule presented by Houghton
Mifflin; 2003 Hinkle DE, is to be followed for the interpretation.

47

4.7 Correlate job stressors (work overload, role conflict, and job autonomy, relationship
at work and Workplace environment) and job satisfaction.
Pearsons Product Moment Correlation Coefficient has been used to correlate each
stressor with job satisfaction. The individual relationship is to be shaping between each
independent and dependent variables which are as follows;
(1) Work overload and job satisfaction
(2) Role conflict and job satisfaction
(3) Job autonomy and job satisfaction
(4) Relationship at workplace and job satisfaction
(5) Workplace environment and job satisfaction

48

The results show that the correlation coefficient between workload and job
satisfaction is -.357 , which shows low negative association with each other at one per cent
level of significance (r= -0.357, p < 0.01),which means there is a negatively low level of
relationship between work overload and job satisfaction. Pearsons r value of this study is
negative which shows r is negative it means the value of work overload (one variable)
decreases, the job satisfaction (second variable) also decreases. The above matrix examines
the weak linear negative correlation between the independent variable (work overload) and
dependent variables (job satisfaction). The value of significant was 0.002 which is less than .
05 reveals that both the variables have statistically significant but negative relation.
A low negative, still statistically significant relationship exist between role conflict
and job satisfaction which is proved with the r value which is (r = -0.333 p < 0.01). Table
49

shows t-test result that is -0.333 with a significance of .004. This means the probability of
occurring these results is less than .05 which indicates that null hypothesis is rejected. In
other words proposed research hypothesis that is role conflict negatively affect job
satisfaction of the employees but with less statistical significance.
It is depicted that the variable, job autonomy, is statistically significant associated
with job contentment (r = 565, p < 0.01) which shows a positive moderate association
between job them. Pearsons r value of this study is negative which shows r is positive which
means the value of job autonomy (one variable) increases, the job satisfaction (second
variable) also increases. The above matrix observes the moderate and positive liner
correlation between these two predictors. The significance value which is 0.000 which is less
than .05 reveals that both the variables have statistically significant positive relation.
There is moderate, positive and statistically significant relationship between
relationship at workplace and job satisfaction proved by the value of r which is (r = 0.589, p
< 0.01) which tells that relationship at workplace enhances the job satisfaction of the
employees moderately. Pearsons r value is positive which means the value of job autonomy
(one variable) increases, the job satisfaction (second variable) also increases. The above
matrix observes the moderate linear, positive correlation between relationships at workplace
and job satisfaction. The value of significant was 0.000 which is less than .05 reveals that
both the variables have statistically significant positive relation.
Workplace environment significantly has positive relationship with job satisfaction (r
= 0.612, p > 0.01) which means workplace environment moderately related to job satisfaction
of the employees. Pearsons r value is positive which means the value of workplace
environment (one variable) increases, the job satisfaction (second variable) also increases.
The above matrix observes the moderate linear, positive correlation between workplace
50

environment and job satisfaction. The value of significant was 0.000 which is less than .05
reveals that both the variables have statistically significant positive relation.
It is to be concluded that workplace environment followed by relationship at
workplace and job autonomy make significant positive relationship to get employee satisfied.
On the other hand work overload followed by role conflict are to be correlated negatively
with job satisfaction which means these variable cause low level of job satisfaction among
the teachers.

4.8 Regression analysis and Hypothesis testing

The following subsections present the results of regression analysis and testing
hypothesis. Regression analysis is to be used to test the hypotheses involves in the study by
identifying the connection or association among the dependent and independent variables. A
model is based on hypothesized relationship which estimates the parameter values to develop
equation of regression analysis which helps to make interpretation.
4.9 Linear Regression
The following subsections present the results linear regression analysis and hypothesis
testing.

4.9.1 Regress job satisfaction (as dependent variable) on work overload (as independent
variables)
Hypothesis 1

51

The summary of the model (table 4.4) is to exhibit the values of R and R2 where the
value of R is to demonstrate the simple correlation that is -0.357 indicating negatively low
correlation between the work overload and job satisfaction. The total amount of deviance in
the dependent variable (job satisfaction) is to be represented by values of R2which explains
how much variation can be explained by the independent variable (work overload). 12.8 %
variation in job satisfaction is to be explained by work overload in this model, which is very
low but statistically significant.

52

ANOVA measures how much the data is fit to predict the dependent variable in the
regression equation. The table 4.5 predicts the dependent variable significantly well fit in
regression. The results of F-test, 10.092, with.002 significance explains the probability of
outcomes occurring is less than .05 which indicates that null hypothesis is rejected. In other
words proposed research hypothesis that is work overload has negative impact on job
satisfaction is accepted.
The coefficients in table 4.6 present the T and P values. The work overload (t =
-3.177; P = .002) has significant relationship with job satisfaction. Work overload has inverse
relationship with job satisfaction is shown by the value of Beta that is.357 which is
statistically significant at 95% confidence level. In other words if work overload increases by
1-unit, the job satisfaction decreases by 0.357 units which means employees perceive
overworked and the level of satisfaction towards their job diminishes. On the basis of results,
the null hypothesis is rejected.
The results supported the H1 according to which a negative and substantial
association has been found between work overload and job satisfaction. Nirel (2008) showed
the consequences of that high-level work overload thats lead towards emotional problems
resulting lower level of satisfactions. Kawakami and Tsutsumi (2005) argued that reason of
distress among employees is the continued working hours.

4.9.2 Regress job satisfaction (as dependent variable) on Role Conflict (as independent
variables)
Hypothesis 2

53

The summary of the model (table 4.7) is to exhibit the values of R and R2 where the
value of R is to demonstrate the simple correlation that is -0.333 indicating negatively low
correlation between the job autonomy and job satisfaction. The total amount of deviance in
the dependent variable (job satisfaction) is to be represented by values of R2which explains
how much variation can be explained by the independent variable (role conflict). 11.1 %

54

deviation in satisfaction has clarified by the independent variable that is role conflict in this
model, which is very low but statistically significant.
ANOVA measures how much the data is fit to predict the dependent variable in the
regression equation. The table 4.8 predicts the dependent variable significantly well fit in
regression. The results of F-test, 8.627, with.004 significance explains the probability of
outcomes occurring is less than .05 which indicates that null hypothesis is rejected. In other
words proposed research hypothesis that is role conflict has negative impact on job
satisfaction is accepted.
The coefficients in table 4.9 present the T and P values. The role conflict (t = -2.937; P
= .004) has significant relationship with job satisfaction. Role conflict has inverse
relationship with job satisfaction which is shown by the value of Beta that is0.333 which is
statistically significant at 95% confidence level. In other words if role conflict increases by 1unit, the job satisfaction decreases by 0.333 units which means employees perceive role
conflict and the level of satisfaction towards their job diminishes. On the basis of results, the
H2 is failed to reject.
Result exhibited a negative but statistically significant association between role clash
and job contentment. Several researches have reported negative significant relationship
between both of them. Fie (2009) concluded that a significant negative influence of role
conflict is on job satisfaction. According to Venkataramn; Ganapathi (2013) role conflict and
job satisfaction are negatively associated. The finding of (Steven2010) proposed that role
conflict brings job satisfaction and high propensity to leave.
4.9.3 Regress job satisfaction (as dependent variable) on Role Conflict (as independent
variables)
Hypothesis 3
55

The summary of the model (table 4.10) is to exhibit the values of R and R2 where the
value of R is to demonstrate the simple correlation that is 0.565 indicating moderately
positive correlation between job autonomy and job satisfaction. The total amount of deviance
in the dependent variable (job satisfaction) is to be represented by values of R2which explains
how much variation can be explained by the independent variable (job autonomy). 31.9 %

56

variation in job satisfaction is to be explained by job autonomy in this model, which is very
low but statistically significant.
ANOVA measures how much the data is fit to predict the dependent variable in the
regression equation. The table 4.11 predicts the dependent variable significantly well fit in
regression. The results of F-test, 32.378, with.000 significance explains the probability of
outcomes occurring is less than .05 which indicates that null hypothesis is rejected. In other
words proposed research hypothesis that is job autonomy has positive impact on job
satisfaction is accepted.
The results of coefficients in table 4.12 present the T and P values. The job autonomy
(t =5.690; P = .000) has significant relationship with job satisfaction. Job autonomy has
positive relationship with job satisfaction which is shown by the value of Beta that is 0.565
which is statistically significant at 95% confidence level. In other words if job autonomy
increases by 1-unit, the job satisfaction decreases by 0.565 units which means employees
perceive job autonomy the level of satisfaction towards their job increases. On the basis of
results, the null hypothesis is rejected.
The finding of this research revealed that job autonomy has positive statistically
significant relation with job satisfaction. This finding is supported by (Morrison et al., 2005)
who found that positive and significant relation between both the variables. The fining is also
supported by also supported by (Cuyper and Witte, 2005)

4.9.4 Regress job satisfaction (as dependent variable) on relationship at workplace (as
independent variables)
Hypothesis 4
57

The summary of the model (table 4.13) is to exhibit the values of R and R2 where the
value of R is to demonstrate the simple correlation that is 0.589 indicating moderately
positive correlation between relationship at workplace and job satisfaction. The total amount
of deviance in the dependent variable (job satisfaction) is to be represented by values of
R2which explains how much variation can be explained by the independent variable
58

(relationship at workplace). 34.7 % variation in job satisfaction is to be explained by

relationship at workplace in this model, which is moderately significant.
ANOVA measures how much the data is fit to predict the dependent variable in the
regression equation. The table 4.14 predicts the dependent variable significantly well fit in
regression. The results of F-test, 36.615, with.000 significance explains the probability of
outcomes occurring is less than .05 which indicates that null hypothesis is rejected. In other
words proposed research hypothesis that is relationship at work has positive impact on job
satisfaction is accepted.
The coefficients in table 4.15 present the T and P values. The relationship at
workplace (t =6.051; P = .000) has significant relationship with job satisfaction. Relationship
at workplace has positive relationship with job satisfaction which is shown by the value of
Beta that is 0.589 which is statistically significant at 95% confidence level. In other words if
relationship at workplace increases by 1-unit, the job satisfaction decreases by 0.589 units
which means if employees perceive relationship at workplace the level of satisfaction towards
their job increases. On the basis of results, the null hypothesis is rejected.
The finding indicates that relationship at work moderately, positively and significantly
relate with job satisfaction. This finding is supported by (Bateman, 2009) who found that
positive relation between relation at work and job satisfaction. Sauter, (1992) relationships at
work negatively influence job satisfaction.
4.9.5 Regress job satisfaction (as dependent variable) on relationship at workplace (as
independent variables)
Hypothesis 5

59

The summary of the model (table 4.16) is to exhibit the values of R and R2 where the
value of R is to demonstrate the simple correlation that is 0.612 indicating moderately
positive correlation between workplace environment and job satisfaction. The total amount of
deviance in the dependent variable (job satisfaction) is to be represented by values of
60

R2which explains how much variation can be explained by the independent variable
(workplace environment). 37.5 % variation in job satisfaction is to be explained by workplace
environment in this model, which is moderately significant.
ANOVA measures how much the data is fit to predict the dependent variable in the
regression equation. The table 4.17 predicts the dependent variable significantly well fit in
regression. The results of F-test, 41.384, with.000 significance explains the probability of
outcomes occurring is less than .05 which indicates that null hypothesis is rejected. In other
words proposed research hypothesis that is work place environment has positive impact on
job satisfaction is accepted.
The results of coefficients in table 4.158 present the T and P values. The workplace
environment (t =6.433; P = .000) has significant relationship with job satisfaction. Workplace
environment has positive relationship with job satisfaction which is shown by the value of
Beta that is 0.612 which is statistically significant at 95% confidence level. In other words if
workplace environment increases by 1-unit, the job satisfaction decreases by 0.612 units
which means if employees perceive workplace environment the level of satisfaction towards
their job increases. On the basis of results, the null hypothesis is rejected.

4.9.6 Regress job satisfaction (as dependent variables) on job stressors (work overload,
role conflict, and job autonomy, relation at work and workplace environment)
Hypothesis 6

61

62

Table 4.19 shows that the 86% variance in dependent variable is clarified by job
stressors (1. Workplace environment, 2. Work Overload, 3. Relationship at workplace, 4. Job
Autonomy, 5.Role Conflict) which showed the level of the influence of job stress on
employee satisfaction.
Table 4.20 shows F-test result that is 77.726 with .000significance, indicating the
probability of the chances of being occurring which is less than .05 that indicates the null
hypothesis is rejected. In other words proposed research hypothesis that is job stress
significantly influence job satisfaction is accepted.

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Table 4.21 shows values of Standardized Value of Beta, which are interpreted below:

1. The standardized beta value of work overload is -.250 which infers that the 1 unit
change in Work overload leads to .250 decreases in in dependent variable that is Job
Satisfaction
2. The standardized beta value of Role Conflict is -288 which infers that the 1 unit
change in Role conflict leads to decrease in .288 in dependent variable which is Job
Satisfaction.
3. The standardized beta value of Job Autonomy .376 which infers that the 1 unit change
in Job Autonomy leads to increase in .376 in dependent variable that is Job
Satisfaction.
4. The standardized beta value of Relationship at work place is .313 which infers that the
1 unit change in Relationship at work leads to increase in .313 in dependent variable
that is Job Satisfaction.
5. The standardized beta value of Workplace environment is .448which infers that the 1
unit change in workplace environment leads to increase in .448 in dependent variable
that is Job Satisfaction.

The table 4.21, presenting the construct workplace environment had the dominating
influence on job satisfaction. To supports the results, the large t value (t=-8.371) and
corresponding low p value (p< 0.01) are shown for workplace environment which had the
maximum beta measurement (0.448), which is followed by the Beta value calculated for job
autonomy (0.376), relationship at workplace (0.313), role conflict(-0.288) and work overload
(-0.250).
Y= +1x1+2x2+3x3+4x4+5x5

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Job Satisfaction= 1.762 + (-.169 Work overload) + (-.206Role Conflict) + (.274Job

Autonomy) + (.198Relationships at workplace) + (.277Workplace environment)

Hence, it can be concluded that the null hypothesis is rejected .so; job stressors (work
overload, role conflict, role ambiguity, job autonomy, relationship at work and physical
environment) may significantly explain the variation in job satisfaction at 95% confidence
level in the community schools.

On the basis of the results emerged through the investigation the research questions
are being addressed here.

Q1: How job satisfaction is affected at stressful work place?

The analysis of results depicts that the workplace environment proved to be an
essential and dominating factor to determine the employee contentment and satisfaction in
any organization. 37.5 % of variance in employees contentment is expressed by the
environment of the workplace which means job satisfaction is dominantly influenced by
workplace environment at community schools. Outcomes of workplace stress can result into
physical health related problems like reduction in immunity, cardiovascular problems,
musculoskeletal disorders; psychological health problems like anger, depression, anxiety and
lack of confidence; and behavioral problems like high turnover, injuries, and decreased job
satisfaction. Eckles, (1987) stated that stress can leads towards downheartedness, mental illhealth, bodily sicknesses and long-lasting syndromes, such as heart illness, (Patton, 1988) or
other problems such as drug and painkiller misapplication and intoxication identified by
(Scanlon, 1986; Patton and Questell, 1988). In another study made on a large North
65

American-based multinational corporation in Malaysia and Pakistan, negative linear

relationship was found between stress and job performance [xlvi]; and a study on public and
private banks of Bangladesh revealed negative effects on the health of employees wellbeing
in response to workplace stress.

Q2: What is the relationship between each occupational stressor and job satisfaction with
respect to the community school academicians?

According to the Results from Pearsons Product Moment Correlation Coefficient, it

is revealed that, there is low negative but statistically significant relation between work
overload and job satisfaction, role conflict and job satisfaction, on the other hand there is
moderate positive statistically noteworthy interdependence is found between job selfsufficiency and job gratification, association at workplace and job satisfaction and workplace
environment and job satisfaction.

Q3: How the selected job stressors create dire consequences for academicians of the
community schools?

Dire consequences of stressors

Moolla (2005: 54), rightly pointed out the three focal costs of work related strain and
stress.

1. Physiological
2. Psychological
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3. Behavioral consequences.

Physiological consequences
Moolla 2005:54) says Physical well-being is the basic need of educators. Stress
results in numerous symptoms like nuisances headache, high blood heaviness and heart
disease .other symptoms include immune system problems. Phillip (2004: 12) the
musculosketal system complications likes backaches and abdominal problem.

Psychological consequences of stress,

Newstrom and Davies (2004:123) brought conclusion that stress leads to emotive
unpredictability, irritability reaction to learners and colleagues which cause anxiety and
stiffness eventually results in lack of concentration and work performance disorders, chronic
illness, hopelessness and exhaustion among the employees.

Behavioral concerns of stress

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Stressful behavior is may create uneasiness for others by using alcohol and smoking.
People tend to smoke more when under stress. Drug exploitation may also rise (Palmer. 2006:
44) which leads to accident, violence and appetite disorders frequently creating job
dissatisfaction (Baron and Greenberg; 2003:176) increase absenteeism and attrition among
the educators.

Q4: Which job stressor is manifested as the most dominant stressor among the community
schools?
From the results of coefficient table 4.21, Beta-values of each stressor was compared
and analyzed which concluded that the predictor, workplace environment, had influenced the
job satisfaction most dominantly. To supports the result, the t value (t=-8.371) which is larger
among all with corresponding low p value (p< 0.01) for workplace environment is calculated
which has the maximum beta measurement that is (0.448), which is followed by the Beta
value calculated for job autonomy (0.376), relationship at workplace (0.313), role conflict(0.288) and work overload (-0.250).

Q5: Dose job stress impact job satisfaction of the academicians of the community schools?

The results of this study evident all the selected variables are significant for
determining the level of job stress at workplace and how much employees perceive job
satisfaction. The table 4.19 depict that the Job Satisfaction got vary 86% with respect to
chosen variables (Workplace environment, Work Overload, Relationship at workplace, Job
Autonomy, Role Conflict) which showed the level of the influence of job stress on employee
satisfaction.
68

Table 4.20 shows F-test result that is 77.726 with .000significance, indicating the
probability of the chances of being occurring which is less than .05 that indicates the null
hypothesis is rejected. In other words proposed research hypothesis that is job stress
significantly influence job satisfaction is accepted.

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Chapter # 5
Conclusion and Recommendation
5.1 Conclusion
The investigation was aimed to scan the impact of selected job stressors on employee
job satisfaction in community schools with respect to the specific hypotheses and empirical
findings emerged from the investigation. The impact of job stress in community schools was
explored based on the questionnaire of randomly selected employee of 71. In the descriptive
analysis, the results of the central tendency also showed that, the most indicator of stress was
relationship at workplace followed by role conflict, physical environment and role conflict.
Pearsons Product Moment Correlation Measurement generated the results which revealed a
low negative but statistically significant relation between work overload and job satisfaction,
role conflict and job contentment. A moderate positive relationship which is statistically
significant was found between job autonomy and job satisfaction, relationship at workplace
and workplace environment with level of satisfaction for their jobs in these selected
community schools.
Furthermore, the correlation analysis indicates that work overload has low negative
association with job satisfaction but still the variation in job satisfaction is significantly and
negatively explained by work overload. It can be concluded that as employees perceive
overworked, the level of satisfaction towards their job diminishes. The correlation between
role conflict and job satisfaction is low and negative. Role conflict has significant negative
effect on job satisfaction which causes variation in job satisfaction. As the conflict of role
exists, satisfaction of employees toward their job decreases. When there is unclear
responsibility and duty satisfaction of employees toward their job decreases. The relationship
70

at work is correlated with job satisfaction moderately and positively. Relationship at work
place significantly and positively explains the variation in job satisfaction. . When
relationship at work is good job satisfaction increases. There moderate positive statistically
significant relation between job autonomy and job satisfaction. When job autonomy is high
job, satisfaction increases. Workplace environment is moderate positive significantly
correlated with job satisfaction with highest beta which proves its highest influence on job
satisfaction. The finding for job satisfaction indicated that there is moderate level of overall
job Satisfaction.
The model summary of multiple regression analysis revealed that The R square value
of 0.857, demonstrates that 85.7% of variation in job satisfaction explained by the job
stressors considered in this study. The F-Statistic suggests that all the independent variables
of job stressor together significantly predict the variation in job satisfaction which when one
variable is controlled, five of the other job stressors are statistically significant determining
the variation in job satisfaction. F-test result that is 77.726 with a significance of .000 which
means that probability of these results occurring is less than .05 which indicates that job
stress significantly influences on job satisfaction.
The table 4.21, presenting the construct workplace environment had the dominating
influence on job satisfaction. To supports the results, the large t value (t=-8.371) and
corresponding low p value (p< 0.01) are shown for workplace environment which had the
maximum beta measurement (0.448), which is followed by the Beta value calculated for job
autonomy (0.376), relationship at workplace (0.313), role conflict(-0.288) and work overload
(-0.250).

71

The R square value of the simple linear regression given by 37.5 % of variance in
dependent variable which is job satisfaction is clarified by workplace environment. It implies
the variation in job satisfaction is dominantly explained by workplace environment which is
expressed by R square in the selected community schools.

5.2 Recommendation
The results emerged from the study made very strong conclusion that job satisfaction
of the employees is essential for the organizations to gage employees level of stress which
may cause lots of physiological and psychological consequences. If personnel perceive job
satisfaction they accomplish their accountabilities in the finest way possible. Similarly in
traumatic or stressful job phase they desire no more to stay with the organization. The
researcher forwards the following recommendations to the management of the community
schools extracted from the results of the study.
1. To decrease role conflicts in the organization, only one single manager or supervisor
should be positioned to command the employees is a way that no one feel
incompatible with the assigned task and responsibilities given to them by the manager
or supervisor.
2. Making clear employees responsibility, authority, objective, duty and giving adequate
information concerning their role can increase role awareness among the employees.
3. Devise practical strategies by inculcating IT applications and software to lessen the
work overload at individual to group level. Helping employees not to be over loaded
by keeping their individual basic needs into kind consideration.
4. Closer affiliation among the relationships at workplace may result in additional social
care and support at work which can be the source of learning and gaining together.

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5. To keep enhancing the job satisfaction of the employees, collaborative and

cooperative organizational culture and supervisors attention along with the
constructive feedback will be effective a lot.
6. Granting high autonomy will lead to increasing intrinsic motivation thereby
increasing, job performance and satisfaction.
7. To give stress management training minimizes stress problems.
8. To estimate the impact of the monetary decline on issues such as remuneration and
work overload should be researched further to represent factual causes of stress in any
organization.
9. Teachers belong to special education as compared to general education teachers have
different stress factors which affect teachers performance and productivity so further
research should examine stress factors belonging to special educational institute.
10. The causes of stress and strain are categorized differently in private and public school
so further research can leads to examine the sources of stress among private and
public faculty educators.
11. The managerial interventions should also consider all five stressors. The stress
reducing interventions should be implemented and that longitudinal research
regarding educator stress at schools should be undertaken.
12. Jobs should be loaded vertically that includes empowering employee to set schedules,
make syllabus and lesson plan, determine and execute different methodologies, make
their own decisions about starting and stopping work, taking breaks, and assigning
priorities that will lead to increasing intrinsic motivation thereby increasing, job
performance and satisfaction.

5.3 Management Report

Strategic significance of teaching profession in societal and economic development of
a country cannot be over looked in this digital era where the role of teachers has achieved to
multi dimensions targeting students, parents, management, colleagues etc. The contribution
73

of educators is greatly affected by intra as well as extra institutional dynamics, which create
explicit and implicit barriers to ordinary and monotonous operations of teachers. As the
repetitive working of educators is being interrupted, the teachers start cultivating the frame of
mind which is filled with tiredness and frustration. If the disrupted state of concerns
continues then undesirable and dysfunctional emotions will smash the teachers performance
under the term stress consist on unwanted environmental or organizational stressors.
Educators doesnt go well until their job satisfaction stop decreasing because of stressful
workplace which result in unwanted conducts like absenteeism, blunders during work,
violence at workplace, personal and professional life unbalance etc.
The findings of this study articulate that teachers working in the selected schools are
experiencing a moderate level of occupational stress which could be mitigated feelings of
employees in future if not uprooted today. The stress was calculated with the help of pre
-designed parameters which are work overload, role conflict, job autonomy, relationship at
work place and workplace environment. The empirical evidences derived from the data which
was collected from the respondents through the questionnaire justified the gap analysis
according to which community schools suffers stress. The dominant influence of workplace
environment was calculated which highlighted the importance of working environment and
working conditions for the employee satisfaction.
Secondly, the relationships with boss and colleagues can impart sustainable influence
on the job satisfaction of the working capacity. The results indicated that job autonomy was
proved as an effective tool to enhance employees involvement and satisfaction which if used
to empower the positive potential of the employee. Work overload and role conflict impacted
the job satisfaction of the employees negatively in the organizations which emphasized to
maintain the soundness of performance it is imperative to provide them balanced and pre74

defined job roles which are compatible with their potential and human needs. Jobs should be
loaded vertically that includes empowering employee to set schedules, make syllabus and
lesson plan, determine and execute different methodologies, make their own decisions about
starting and stopping work, taking breaks, and assigning priorities that will lead to increasing
intrinsic motivation thereby increasing, job performance and satisfaction.
The level of job satisfaction in the organizations is moderate which pointed out that if
management works on strategies for each stressor to get it overcome, the level of satisfaction
could be raised up to the desired level. The managerial interventions should also consider all
five stressors. The stress reducing interventions should be implemented as well.
The community school systems or management must support the needs of teachers in
order to maintain an efficient and effective workforce who are up to the challenge of
educating a diverse student population. In the current economic decline in which teachers are
being asked to work hard, deal with increased class sizes and accept reduced salaries due to
furlough days, it is even more imperative that school administrators address the needs of
their teachers in order to maintain a healthy productive workforce that is able to meet the
needs of their students.

75