15 Chapter 6

CHAPTER VI
PROFILE OF RESPONDENTS, IMPACT OF STRESS AND

COPING STRATEGIES
6.1 Introduction
Stress is the state manifested by a specific syndrome that consists of all the
non-specifically induced changes within a biologic system. Every employee needs
to have an overlook on his/her own stress inducing thoughts, feelings and
behaviors. The study requires an analysis of experience and attitude of the
respondents towards the impact of stress and coping with stress. The stress
experience among the sugar mill employees indicates that there are some specific
factors influencing stress. The present study is confined to profile variables like
designation, age, educational qualification, experience, monthly income, marital
status, family type and number of dependents. Profile of respondents in this
chapter is followed by stress experience, impact of stress and coping strategies.
6.2 Profile of Respondents
6.2.1 Designation of the Respondents
The designation of the respondents was identified as one of the variables

influencing the level of stress. In the present study, the respondents include
Cane Officers and Cane Inspectors. Different grades given for Cane Officers in the
sugar mills are Cane Development Officer, Senior Cane Officer, Assistant Cane
Officer, Assistant Manager Cane, Deputy Manager Cane, Manager Cane, General
Manager Cane, Vice President Cane, Chief Manager Cane and Senior Manager
Cane. Different grades given for Cane Inspectors are Cane Sub-Inspector,
Cane Assistant and Cane Development Inspectors. Cane Inspectors are responsible
for the achievement of targets in sugarcane planting and supply, procurement of
laborers required for harvesting, field management, supply of seed materials,
fertilizers, pesticides and weedicides and timely harvest and supply to the factory.
They have to forecast the supply of expected cane from their area of operation.
They have to provide technical guidance to cane growers (farmers) and act as a
liaison between the farmers and the factory. They have to coordinate with their
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Cane Officers and other superiors for such necessary works and they have to
perform works as and when assigned by their superiors. They spend most of their
time with farmers, cane harvesting laborers, lorry drivers and record all
information regarding those people and details regarding cane cultivation,
harvesting, field maps etc.
Cane Officers have the duty to arrange for proper cane supply to the sugar
mill. They take important decisions and manage critical problems at divisional
level. Their work is to supervise and extract work from Cane Inspectors. Within
the specified period, they have to reach the target area for cane cultivation fixed to
them by the sugar mill. They have to provide technical guidance to the
Cane Inspectors. The distribution of the respondents according to their designation
is given in Table 6.1.
Table 6.1
Designation of the Respondents
Number of Total
S.No. Designation
Respondents (%)
1 Cane Officer 62 18.8
2 Cane Inspector 268 81.2
Total 330 100.0

Source: Primary data
From the table 6.1 it is observed that 18.8 per cent of the respondents are
Cane Officers and 81.2 per cent are Cane Inspectors. It is concluded that more than
four - fifth of the respondents are Cane Inspectors.
6.2.2 Age of the Respondents
It is a commonly held belief that as an individual grows in age, he/she tends

to mature in wisdom and experience. Employees at the higher age group, due to
maturity and experience, achieve the goals expected of their positions with greater
ease and intelligence. The aged workers have more knowledge regarding the
existing facilities whereas the young workers have more knowledge on the latest
development in the related field. Stress affects the workers of all age groups.
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Influence of age on the level of stress is also a known fact. Perceptions are highly
influenced by the age of the respondents. In the present study, the respondents
were drawn from different age groups like upto 25 years, 26 to 35 years,
36 to 45 years, 46 to 55 years and above 55 years. The distribution of the
respondents according to the age group is presented in Table 6.2.
Table 6.2
Age of the Respondents
Number of Total
S.No. Age of the Respondents
Respondents (%)
1 Upto 25 years 18 5.5
2 26 -35 years 65 19.7
3 36-45 years 115 34.8
4 46- 55 years 89 27.0
5 Above 55 years 43 13.0
Total 330 100.0

It is noted from the table 6.2 that the dominant age group among the
respondents is 36 to 45 years, which constitutes 34.8 per cent of the total. It is
followed by 46 to 55 years age group, which constitutes 27 per cent. It is continued
by 19.7 per cent of the respondents who belongs to the age group of 26 to 35 years.
5.5 per cent of the respondents are in the age group of upto 25 years. It is inferred
that majority (34.8%) of the respondents belong to the age group of 36 to 45 years.
6.2.3 Number of Respondents in Various Sugar Mills
In the study, the respondents were drawn from various sugar mills, namely
Sakthi Sugars Ltd in Sakthi Nagar, Bannari Amman Sugars Ltd in
Sathyamangalam, Ponni Sugars (Erode) Ltd in Pallipalayam, The Salem
Co-operative Sugar Mills Ltd in Mohanur and E.I.D Parry (India) Ltd in Pugalur.
The number of respondents in various sugar mills is presented in Table 6.3.
100
Table 6.3
Number of Respondents in the Sugar Mills
Number of Total
S.No. Name of Sugar Mills
Respondents (%)
1 Bannari Amman Sugars Ltd 67 20.3
2 Sakthi Sugars Ltd 92 27.9
3 Ponni Sugars (Erode) Ltd 63 19.1
The Salem Co-operative

4 58 17.6
Sugar Mills Ltd
5 E.I.D Parry (India) Ltd 50 15.2
Total 330 100.0

It is understood from the table 6.3 that among the total number of
respondents, Sakthi Sugars Ltd constitutes 27.9 per cent while Bannari Amman
Sugars Ltd constitutes 20.3 per cent of the respondents. 19.1 per cent of the
respondents are from Ponni Sugars (Erode) Ltd while 17.6 per cent are from The
Salem Co-operative Sugar Mills Ltd. E.I.D Parry (India) Ltd constitutes
15.2 per cent of the respondents. It is inferred that majority (27.9%) of the
respondents are from Sakthi Sugars Ltd.
6.2.4 Educational Qualification of the Respondents
Education, in the largest sense, is any act or experience that has a formative
effect on the mind, character or physical ability of an individual. In technical sense,
education is the process by which society deliberately transmits its accumulated
knowledge, skills and values from one generation to another. Education is said to
provide wisdom to the human being, shape the personality and sharpen the mind of
an individual. In the five sugar mills considered for the study, respondents with
varying educational background do exist. In the present study, respondents were
categorized into five groups, namely School level, ITI, Diploma, Bachelor’s degree
and Master’s degree based upon the level of their education. The distribution of the
respondents based on their level of education is given in Table 6.4.
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Table 6.4
Educational Qualification of the Respondents
Educational Number of Total

S.No.
Qualification Respondents (%)
1 School level 93 28.2
2 ITI 67 20.3
3 Diploma 32 9.7
4 Bachelor’s degree 105 31.8
5 Master’s degree 33 10.0
Total 330 100.0

It is clear from the table 6.4 that 31.8 per cent of the total respondents hold
Bachelor’s degree, which is followed by 28.2 per cent with school level education.
20.3 per cent of the respondents are ITI holders. 10 per cent and 9.7 per cent of the
respondents hold Master’s degree and diploma respectively. It is concluded that
majority (31.8%) of the respondents hold Bachelor’s degree.
6.2.5 Job Experience of the Respondents
Experience enabled the respondents in the sugar mills to be effective in

their duties. It is viewed that experience influences the level of stress. In the
present study, job experience of the respondents was confined to less than 5 years,
5 to 10 years, 11 to 15 years, 16 to 20 years and more than 20 years. The
distribution of the respondents according to the job experience of the respondents
is shown in Table 6.5.
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Table 6.5
Experience of the Respondents
Number of Total
S.No. Experience
Respondents (%)
1 Less than 5 years 68 20.6
2 5 -10 years 47 14.2
3 11-15 years 79 23.9
4 16- 20 years 50 15.2
5 More than 20 years 86 26.1
Total 330 100.0

From the table 6.5, it is clear that 26.1 per cent of the respondents have
experience of more than 20 years while 23.9 per cent have 11 to 15 years of
experience. 20.6 per cent and 15.2 per cent of the respondents have less than 5 years
and 16 to 20 years experience respectively. The respondents with experience of
5 to 10 years constitute 14.2 per cent. It is concluded that majority (26.1%) of the
respondents have more than 20 years experience.
6.2.6 Monthly Income of the Respondents
Employee compensation is a vital part of human resource management.

One of the biggest factors affecting industrial relations is the salary or wage
compensation an employee receives for a fair day’s work. Wage and salary
systems have a relationship with the performance, satisfaction and attainment of
goals of an employee. The monthly income represents the income earned by the
respondents from all of their sources. Income is one of the motivation factors to
have linkage with job satisfaction and job performance. Income of the respondents
was considered in the study, as it is a factor to influence stress. The monthly
income among the respondents in the present study was categorized to below
Rs.5,000; Rs.5,001 to 10,000; Rs.10,001 to 15,000; Rs.15,001 to 20,000 and above
Rs.20,000. The distribution of the respondents according to their monthly income
is illustrated in Table 6.6.
103
Table 6.6
Monthly Income of the Respondents
Number of Total
S.No. Monthly Income
Respondents (%)
1 < Rs.5,000 19 5.8
2 Rs.5,001 - Rs.10,000 132 40.0
3 Rs.10,001 - Rs.15,000 129 39.1
4 Rs.15,001 - Rs.20,000 26 7.9
5 > Rs.20,000 24 7.3
Total 330 100.0

It is observed from the table 6.6 that 40 per cent of the respondents earn
a monthly income of Rs.5,001 to Rs.10,000. It is followed by the monthly income of
Rs.10,001 to Rs.15,000 that constitutes 39.1 per cent. 7.9 per cent and 7.3 per cent of the
respondents earned a monthly income of Rs.15,001 to Rs.20,000 and above Rs.20,000.
5.8 per cent of the respondents earn monthly income of below Rs. 5,000. It is inferred
that most (79.1 %) of the respondents earn a monthly income of Rs. 5,001 to Rs. 15,000.
6.2.7 Marital Status of the Respondents
In legal definitions for interpersonal status, a single person is someone who

is not in a relationship. Marriage is a social union or legal contract between people
that creates kinship. The attitudes of a married person differ from that of an
unmarried one. The respondents selected for the study were categorized into
married and unmarried group. The marital status of the respondents in the present
study is given in Table 6.7.
104
Table 6.7
Marital Status of the Respondents
Number of Total
S.No. Marital status
Respondents (%)
1 Married 293 88.8
2 Unmarried 37 11.2
Total 330 100.0

It is understood from the table 6.7 that 88.8 per cent of the respondents are
married and 11.2 per cent of respondents are unmarried. It is concluded that most
(88.8 %) of the respondents are married.
6.2.8 Family Type of the Respondents
In today’s work environment, employees are forced to move to other

countries, states or districts to carry over their job and some prefer their job within
their native place or near to their district. In the former case, it is difficult for the
employees to get all his/her family members to the workplace and so they prefer
nuclear family while some go as single to carry out the job. Generally, employees
prefer to work in the native itself to live as joint family. The type of family is an
important variable, in the profile of an employee. Sometimes, the type of family is
associated with the behavior and attitude of the employee to influence the level of
stress. Based upon the family type, the respondents were categorized under two
groups namely, Nuclear Family and Joint Family. A joint family is also known as a
complex family and includes families of parents and their sons often living under a
single roof. The term nuclear family, evolved in modern world, consists of the
number of members living in the family who share a common kitchen. The
distribution of the respondents based on their family type is illustrated in Table 6.8.
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Table 6.8
Family Type of the Respondents
Number of Total
S.No. Family Type
Respondents (%)
1 Nuclear family 226 68.5
2 Joint family 104 31.5
Total 330 100.0

It is noted from the table 6.8 that the dominant family type among the total
respondents is nuclear family, which constitutes 68.5 per cent, and the respondents
from joint family constitute 31.5 per cent. It is inferred that more than six-tenth of
the respondents are from nuclear family.
6.2.9 Number of Dependents of the Respondents
Employees carry several responsibilities at home as well as in their

profession. Especially employees’ family members are dependent on the employee.
Based upon the number of dependents on them, the respondents were categorized
into three groups, namely less than 4, 4 to 5 and more than 5. The distribution of
the respondents according to the number of dependents is presented in Table 6.9.
Table 6.9
Number of Dependents of the Respondents
Number of Number of Total

S.No.
Dependents Respondents (%)
1 <4 201 60.9
2 4-5 120 36.4
3 >5 9 2.7
Total 330 100.0

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It is observed from the table 6.9 that 60.9 per cent of the respondents have
less than 4 dependents in their family. It is followed by the respondents with 4 to 5
dependents, which constitute 36.4 per cent and more than 5 dependents constitute
2.7 per cent of the total. It is inferred that majority (60.9 %) of the respondents
have less than 4 dependents in their family.
6.3 Stress Symptoms of the Respondents
To handle stress, employees should learn to recognize it. Stress affects the
mind, body and behavior in many ways and all directly tied to the physiological
changes of the fight-or-flight response. The specific signs and symptoms of stress
vary widely from person to person1. Stress symptoms can be grouped under three
general categories such as physiological, psychological and behavioral symptoms.
Some people primarily experience physical symptoms and some experience
emotional symptoms. For others, a change in the way they think or behave
predominates. In the present study, twelve important stress symptoms were identified
with the help of the reviews of Afzalur Rahim, (1997)2; Bernard et al., (1997)3; and
Birgit Aust et al., (1997)4. A brief explanation about the identified stress
symptoms is given below.
6.3.1 Moody
If people are very miserable, then they are called as moody. Moodiness
increases in people who have strong emotional reactions to stress.
6.3.2 Irritability
People tend to get overly temperamental when they have stress at work and
this indirectly makes them to act irritable. Irritable people get easily annoyed or
frustrated and lash out in anger.
6.3.3 Short-Temper
Some people experience short-temper due to less patience when they face
an uncomfortable situation.
6.3.4 Accelerated Speech
Speech and language problems, which can be temporary or permanent,

arise because of both physical and emotional problems.
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6.3.5 Nail Biting
Nail biting is often considered to be a common reaction to stress and in

some cases, it can be a sign of a mental or emotional disorder. The habit of nail
biting can be seen during the periods of nervousness, stress, hunger, boredom or
lack of activities.
6.3.6 Restlessness
When people find themselves continuously agitated instead of being

relaxed, it indicates that they are very strained and stressed. Excessive mental
activity makes people to have restlessness.
6.3.7 Lack of Confidence
Lack of confidence is a negative emotion, as it exaggerates one’s limitations

in capacity, quality and potential for growth. Lack of self-confidence is made up of
aspects like guilt, anger, unrealistic expectations of perfection, false sense of humility,
fear of change or making mistakes and depression.
6.3.8 Getting Confused Easily
Confusion is the inability to think in ones usual level of clarity and can
result in impairing decision-making, as well as create feelings of disorientation.
When people have to handle many tasks together they get confused and are unable
to make their own choices.
6.3.9 Gain/Loss of Weight
Gain /loss of weight mean a significant gain or loss in the body weight of
an individual over a period of month. Stressful situations trigger abnormal eating
and even eating disorders in predisposed people.
6.3.10 Feeling Negative about Everything
Some people feel or think negatively about every matter when their inner
voice amplifies their fears and anxiety.
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6.3.11 Worrying
Worrying is the feeling of uneasiness due to over concern about a situation

or problem. Chronic worrying affects a person’s daily life by interfering with
appetite, lifestyle habits, relationships, sleep, and job performance.
6.3.12 Nervousness
Nervousness occurs when people are agitated and fearful of some event or
person. People, who feel constantly nervous in a work environment, suffer from
excessive job stress. When people are nervous, they lose their clarity of thought taking
the situation too seriously.
6.4 Relationship between Profile Variables and Stress Symptoms
In this section, an attempt was made to study the relationship between

profile variables and stress symptoms variables such as moody, irritability,
short-temper, accelerated speech, nail-biting, restlessness, lack of confidence,
getting confused easily, gain/loss of weight, feeling negative about everything,
worrying, nervousness was examined with the help of ANOVA and t-test analysis.
To find the stress symptoms score, the respondents were asked to rate the
above-mentioned stress symptom variables at five-point scale ranging from never
to always. The assigned values on these scales range from 1 to 5 respectively. The
mean of stress symptom variables was computed for each respondent to have
overall stress symptoms score. Stress symptoms are measured in such a way that
the higher the stress symptoms score, the higher the stress of the respondents.
6.4.1 Education and Stress Symptoms
To know which education groups have high and low stress symptoms, the
following mean table was computed. Table 6.10 presents the mean value of stress
symptoms score for different education groups.
109
Table 6.10
Education and Stress Symptoms
Stress Symptoms Score

Educational
S.No.
Qualification No. of
Mean S.D
Respondents
1 School level 21.90 4.77 93
2 ITI 23.90 6.06 67
3 Diploma 24.31 6.53 32
4 Bachelor’s degree 23.27 5.39 105
5 Master’s degree 21.91 3.55 33
Total 22.98 5.38 330
From the table 6.10, it is understood that the diploma holders are having
stress symptoms mean score (24.31) with standard deviation of 6.53 which is
higher than other education groups. The respondents with school level education
are having lower stress symptoms mean score (21.90) with standard deviation of
4.77. It is inferred that diploma holders are experiencing higher stress symptoms.
In order to find whether the mean stress symptoms differ significantly

among different education groups, the following hypothesis was framed and tested.
H0 : The stress symptoms do not differ significantly among different

education groups.
The one-way analysis of variance was administered to find out the

significant difference among different education groups regarding their stress
symptoms. Table 6.11 presents the ANOVA for stress symptoms and different
educational groups.
110
Table 6.11
ANOVA for Education and Stress Symptoms
Significant/
Sum of Mean F
Df Not
Squares Square value
Significant
Between Groups 267.273 4 66.818
Not
Within Groups 9260.533 325 28.494 2.345
Significant
Total 9527.806 329
The ANOVA table 6.11 reveals that the calculated F - ratio value (2.345) is
less than the table value (2.399). The result is not significant at 5 per cent level of
significance. So the null hypothesis is accepted. Hence, it is inferred that the stress
symptoms do not differ significantly among different education groups, which
means stress symptoms are not influenced by the educational qualification of the
respondents.
6.4.2 Age and Stress Symptoms
To know which age groups have high and low stress symptoms, the
symptoms score for different age groups.
Table 6.12
Age and Stress Symptoms

S.No. Age
No. of
Mean S.D
Respondents
1 Upto 25 years 24.61 5.47 18
2 26 -35 years 24.63 5.84 65
3 36-45 years 21.86 5.81 115
4 46- 55 years 23.08 4.82 89
5 Above 55 years 22.56 3.66 43
Total 22.98 5.38 330
111
From the table 6.12, it is clear that the respondents from 26 to 35 years age
group are having stress symptoms mean score (24.63) with standard deviation of
5.84, which is higher than other age groups. The respondents from 36 to 45 years
age group are having lower stress symptoms mean score (21.86) with standard
deviation of 5.81. It is inferred that the respondents from 26 to 35 years age group
are experiencing higher stress symptoms.
In order to find whether the stress symptoms differ significantly among

different age groups, the following hypothesis was framed and tested.
H0 : The stress symptoms do not differ significantly among different age

groups.
The one-way analysis of variance was applied to find out the significant
difference among different age groups regarding their stress symptoms. Table 6.13
gives ANOVA for stress symptoms and different age groups.
Table 6.13
ANOVA for Age and Stress Symptoms
Significant/
Sum of Mean F
Df Not
Significant
Within Groups 9150.244 325 28.155 3.353 Significant
Total 9527.806 329
higher than the table value (3.377). The result is significant at 1 per cent level of
significance. So the null hypothesis is rejected. Hence, it is concluded that the
stress symptoms differ significantly among different age groups, which means
stress symptoms are influenced by the age of the respondents.
6.4.3 Designation and Stress Symptoms
To know the respondents’ level of stress symptoms for designation, the

symptoms score for designation of the respondents.
112
Table 6.14
Designation and Stress Symptoms

S.No. Designation
No. of
Mean S.D
Respondents
1 Cane Officer 23.94 6.43 62
2 Cane Inspector 22.75 5.10 268
Total 22.98 5.38 330

From the table 6.14, it is observed that Cane Officers are having higher
stress symptoms mean score (23.94) with standard deviation of 6.43 and
Cane Inspectors are having lower stress symptoms mean score (22.75) with
standard deviation of 5.10. It is inferred that Cane Officers are experiencing higher
stress symptoms.
In order to find whether the stress symptoms differ significantly between

Cane Officers and Cane Inspectors, the following hypothesis was framed and
tested.
H0 : The stress symptoms do not differ significantly between Cane Officers

and Cane Inspectors.
The t-test was applied to find whether the stress symptoms differ
significantly between Cane Officers and Cane Inspectors. Table 6.15 illustrates
t-test value for stress symptoms and designation of the respondents.
Table 6.15
t-test for Designation and Stress Symptoms
Significant/
t- test value Table value Df
Not Significant
1.562 1.967 328 Not Significant
Table 6.15 shows that the calculated t - test value (1.562) is less than the
table value (1.967). The result is not significant at 5 per cent level of significance.
So the null hypothesis is accepted. Hence, it is concluded that the stress symptoms
do not differ significantly between Cane Officers and Cane Inspectors, which
means stress symptoms are not influenced by designation of the respondents.
113
6.4.4 Experience and Stress Symptoms
To know which experience groups have high and low stress symptoms, the
symptoms score for different experience groups.
Table 6.16
Experience and Stress Symptoms

S.No. Experience
No. of
Mean S.D
Respondents
1 Less than 5 years 25.22 5.48 68
2 5 -10 years 21.85 5.49 47
3 11-15 years 22.05 5.91 79
4 16- 20 years 23.10 5.06 50
5 More than 20 years 22.59 4.43 86
Total 22.98 5.38 330
It is noted from the table 6.16 that the respondents with less than 5 years
experience are having stress symptoms mean score (25.22) with standard deviation
of 5.48, which is higher than other experience groups. The respondents with
5 to 10 years experience are having lower stress symptoms mean score (21.85)
with standard deviation of 5.49. It is concluded that the respondents with less than
5 years experience are experiencing higher stress symptoms.

different experience groups, the following hypothesis was framed and tested.
H0 : The stress symptoms do not differ significantly among different

experience groups.
The one-way analysis of variance was administered to find out the

significant difference among different experience groups regarding their stress
symptoms. Table 6.17 shows ANOVA for stress symptoms and different
experience groups.
114
Table 6.17
ANOVA for Experience and Stress Symptoms
Significant/
Sum of Mean F
Df Not
Significant
Total 9527.806 329
significance. So the null hypothesis is rejected. Hence, it is concluded that the
stress symptoms differ significantly among different experience groups, which
means stress symptoms are influenced by the experience of the respondents.
6.4.5 Monthly Income and Stress Symptoms
To know which income groups have high and low stress symptoms mean
score, the following mean table was computed. Table 6.18 presents the mean value
of stress symptoms score for different income groups.
Table 6.18
Monthly Income and Stress Symptoms

S.No. Monthly Income
Mean S.D No.
1 < Rs.5,000 28.89 4.90 19
2 Rs.5,001 - Rs.10,000 21.90 4.89 132
3 Rs.10,001 - Rs.15,000 23.54 5.74 129
4 Rs.15,001 - Rs.20,000 21.04 3.01 26
5 > Rs.20,000 23.25 4.95 24
Total 22.98 5.38 330
115
It is understood from the table 6.18 that the respondents with below
Rs.5,000 income group are having stress symptoms mean score (28.89) with
standard deviation score of 4.90, which is higher than other income groups. The
respondents with Rs.15,001 to Rs.20,000 income group are having lower stress
symptoms mean score (21.04) with standard deviation score of 3.01. It is inferred
that the respondents with below Rs.5,000 income group are experiencing higher
stress symptoms.

different income groups, the following hypothesis was framed and tested.
H0 : The stress symptoms do not differ significantly among different income

groups.
difference among different experience groups regarding their stress symptoms.
Table 6.19 gives ANOVA for stress symptoms and different income groups.
Table 6.19
ANOVA for Monthly Income and Stress Symptoms
Significant/
Sum of Mean F
Df Not
Significant
Total 9527.806 329
significance. So the null hypothesis is rejected. Hence, it is inferred that the stress
symptoms differ significantly among different income groups, which means stress
symptoms are influenced by the monthly income of the respondents.
116
6.4.6 Marital Status and Stress Symptoms
To know the respondents’ level of stress symptoms for marital status, the
symptoms score for marital status of the respondents.
Table 6.20
Marital Status and Stress Symptoms

S.No. Marital Status
Mean S.D No.
1 Married 22.43 5.06 293
2 Unmarried 27.27 5.99 37
Total 22.98 5.38 330
From the table 6.20, it is observed that unmarried respondents are having
higher stress symptoms mean score (27.27) with standard deviation of 5.99 and
married respondents are having lower stress symptoms mean score (22.43) with
standard deviation of 5.06. It is inferred that unmarried respondents are experiencing
higher stress symptoms.

married and unmarried respondents, the following hypothesis was framed and
tested.
H0 : The stress symptoms do not differ significantly between marital status

of the respondents.
The t-test was applied to find whether the stress symptoms differ
significantly between married and unmarried respondents. Table 6.21 presents
t-test value for stress symptoms and marital status of the respondents.
117
Table 6.21
t-test for Marital Status and Stress Symptoms
Significant/
t- test value Table value df
Not Significant
5.365 2.591 328 Significant
Table 6.21 shows that the calculated t - test value (5.365) is higher than the
table value (2.591). The result is significant at 1 per cent level of significance. So,
the null hypothesis is rejected. Hence, it is concluded that the stress symptoms
differ significantly between married and unmarried respondents, which means
stress symptoms are influenced by marital status of the respondents.
6.4.7 Number of Dependents and Stress Symptoms
To know the respondents’ have high and low stress symptoms for number
of dependents, the following mean table was computed. Table 6.22 presents the
mean value of stress symptoms score for number of dependents of respondents.
Table 6.22
Number of Dependents and Stress Symptoms

S.No. No. of Dependents
No. of
Mean S.D
Respondents
1 <4 23.41 5.71 201
2 4-5 22.05 4.57 120
3 >5 25.67 6.26 9
Total 22.98 5.38 330
It is understood from the table 6.22 that the respondents with more than 5
dependents are having stress symptoms mean score (25.67) with standard deviation
of 6.26 and the respondents with 4 to 5 dependents are having lower stress
symptoms mean score (22.05) with standard deviation of 4.57. It is concluded that
the respondents with more than 5 dependents are experiencing higher stress
symptoms.
118
number of dependents of the respondents, the following hypothesis was framed
and tested.
H0 : The stress symptoms do not differ significantly among number of

dependents of the respondents.
difference among number of dependents of the respondents regarding their stress
symptoms. Table 6.23 gives ANOVA for stress symptoms and number of
dependents of the respondents.
Table 6.23
ANOVA for Number of Dependents and Stress Symptoms
Significant/
Sum of Mean F
Df Not
Significant
Total 9527.806 329
significance. So the null hypothesis is rejected. Hence, it is inferred that the stress
symptoms differ significantly among number of dependents of the respondents,
which means stress symptoms are influenced by the number of dependents of the
respondents.
6.4.8 Type of Mill and Stress Symptoms
To know the respondents’ have high and low stress symptoms based on
type of mill, the following mean table was computed. Table 6.24 presents the mean
value of stress symptoms score based on type of mill.
119
Table 6.24
Type of Mill and Stress Symptoms

S.No. Type of Mill
No. of
Mean S.D
Respondents
1 Private Mill 22.69 5.10 272
2 Co-operative Mill 24.31 6.43 58
Total 22.98 5.38 330
From the table 6.24, it is noted that the respondents in co-operative mill are
having higher stress symptoms mean score (24.31) with standard deviation of 6.43
and respondents in private mill are having lower stress symptoms mean score
(22.69) with standard deviation of 5.10. It is concluded that respondents in
co-operative mill are experiencing higher stress symptoms.

the respondents in private and cooperative mill, the following hypothesis was
framed
and tested.
H0 : The stress symptoms do not differ significantly between type of mill of

the respondents.
The t-test was applied to find whether the mean stress symptoms score
differ significantly between type of mill. Table 6.25 presents t-test value for stress
symptoms and type of mill.
Table 6.25
t-test for Type of Mill and Stress Symptoms
Significant/
t-test value Table value df
Not Significant
120
Table 6.25 reveals that the calculated t - test value is 2.091, which is higher
than the table value of 1.967 at 5 per cent level of significance. So, the null
hypothesis is rejected. Hence, it is concluded that the stress symptoms differ
significantly between the respondents in private and cooperative mill, which means
stress symptoms are influenced by form of organization.
6.5 Ranking of Stress Symptoms
To find the most important stress symptoms among the respondents,

they were asked to rate in a five-point scale. The marks assigned on these scales
were 1 to 5 respectively. Based on the marks assigned, the average score was
calculated to determine the level of agreeability of the respondents regarding the
stress symptoms. The mean score of stress symptoms and rank are presented in
Table 6.26.
Table 6.26
Ranking of Stress Symptoms
Cane Cane
Officers Inspectors
S.No. Stress Symptoms Mean Mean
Rank Rank
Score Score
1 Moody 2.23 5 2.06 5
2 Irritability 2.42 2 2.30 3
3 Short-temper 2.35 3 2.47 1
4 Accelerated speech 1.94 8 1.66 9
5 Nail biting 1.48 12 1.34 12
6 Restlessness 2.26 4 2.02 6
7 Lack of confidence 1.61 9 1.44 11
8 Getting confused easily 1.97 7 2.08 4
9 Gain/Loss of weight 1.58 10 1.71 8
10 Feeling negative about everything 1.55 11 1.46 10
11 Worrying 2.45 1 2.40 2
12 Nervousness 2.10 6 1.81 7

121
It is observed from the table 6.26 that worrying is the most important stress
symptom for Cane Officers whereas short-temper is for Cane Inspectors and the
mean scores are 2.45 and 2.47 respectively. The second important stress symptom
ranked by Cane Officers is irritability with mean score of 2.42 whereas for
Cane Inspectors worrying with mean score of 2.40. For Cane Officers,
short-temper is the third important stress symptom and the mean score is 2.35
whereas for Cane Inspectors it is irritability with mean score of 2.30. The stress
symptom ranked by both Cane Officers and Cane Inspectors as last one is nail
biting. It is concluded that the most important stress symptoms for the respondents
are worrying, irritability and short-temper.
6.6 Factors Influencing Stress
Stress is a characteristic feature of both the focal individual and his

environment5. It is observed from the pilot study that one’s attitude to job is also a
contributory factor to stress. The aim of the study is to find the factors influencing
stress for the two categories of respondents. In order to determine the most
dominant factor among them, Henry Garrett ranking technique was used. The
primary data collected from the respondents were used for the analysis.
In the present study, twelve major stressors were identified as the

components of individual and organization factors with the help of reviews:
Barbara et al.,(1999)6; Jeremy et al., (2001)7; Manisha Jain., et al (2002)8; Simone
Grebner et al., (2004)9; Lakshwinder Singh et al., (2006)10; Vanitha et al., (2006)11;
and Shin Goo Park et al., (2009)12. A brief description of them is presented below.
6.6.1 Workload
Workload occurs when job demand exceeds human limits and where people
have to do too much work, in little time with few resources. When workload is a
chronic condition, there is little opportunity to take rest and restore balance.
6.6.2 Poor Salary
The economic interests of people drive them to undertake a job and

employee satisfaction depends at least partially, on the compensation offered. Poor
salary results in refuse to undertaking responsibilities, and reducing individual skills
and performance.
122
6.6.3 Time Pressures and Deadlines
Nowadays time pressure is becoming an increasingly prominent feature of

work. Both the business press and the organizational literature have identified a
“time famine”, in which people feel that there are never enough hours in the
workday.
6.6.4 Frequent Travel
Corporate travellers are upto three times as likely to suffer psychological

disorders as their non-travelling colleagues are. The dramatic and sudden changes
in climate, daily routine and sleep pattern, as well as unfamiliar cultures, high
intensity workload and separation from loved ones are likely to compound the
physical and mental problems of travel.
6.6.5 Repetitive and Boring Work
Repetitive work means the work, which involves repeating the same
task again. Psychologists claim that repetitive work can be just as stressful as
more demanding but varied work.
6.6.6 Poor and Unplanned Work
Planning is important for every employee in the organization in order to

complete a work successfully. Lack of planning leads to inadequate preparation,
poor execution and unexpected problems at work.
6.6.7 Shortage of Cane Harvesting Laborers
Shortage of laborers refers to insufficiency in the labor force. This type of

condition exists within a specific company, a community, or throughout a nation.
6.6.8 Unexpected Accidents of Sugarcane-Loaded Lorries
Due to rain and poor road facilities, the lorries that carry sugarcane from
farmlands to sugar mills meet with unexpected accidents.
123
6.6.9 Lack of Career Development
Career development is an organized planning method used to match the

needs of a business with the career goals of employees. Formulating a career
development plan can help employees to do their jobs more efficiently.
6.6.10 Feeling of Powerlessness
Power is the ability or capacity to perform or act effectively. If people are

subconsciously primed with the concept of being powerless, they perform more
poorly at tasks designed to assess their ability to plan, focus on goals and ignore
distractions.
6.6.11 Lack of Job Security
Job insecurity is a condition wherein employees lack the assurance that

their jobs will remain stable from day to day, week to week, or year to year.
Security of job is a vital matter for employees. Persistent job insecurity poses a
major threat to worker health.
6.6.12 Unable to satisfy all Stakeholders
It is common to refer to a company’s employees, customers, owners,

suppliers, local communities, competitors and financiers as major stakeholders. Each
stakeholder expects work to be done effectively, efficiently and elegantly.
6.7 Ranking of Stress Factors
6.7.1 Ranking of Stress Factors by Cane Officers
In order to find the major stress among Cane Officers, they were asked to
rank the stress factors such as workload, poor salary, time pressures and deadlines,
frequent travel, repetitive and boring work, poor and unplanned work, shortage of
cane harvesting laborers, unexpected accidents of sugarcane-loaded lorries, lack of
career development, feeling of powerlessness, lack of job security and unable to
satisfy all stakeholders. The ranks given by Cane Officers were converted into
percentage position. The percentage position of each rank thus obtained was
converted into scores by referring the Henry Garrett table for each factor. The
scores given were added and divided by the total number of Cane Officers. The
124
mean scores for all the factors were arranged in the descending order for their
magnitude and ranks were assigned and thus important factors were identified. The
mean scores of stress factors and ranks are shown in Table 6.27.
Table 6.27
Ranking of Stress Factors by Cane Officers
S.No. Factors Mean Score Rank

1 Workload 60.23 2
2 Poor salary 47.32 8
3 Time pressures and deadlines 59.48 3
4 Frequent travel 51.32 6
5 Repetitive and boring work 40.55 10
6 Poor and unplanned work 40.10 11
7 Shortage of cane harvesting laborers 70.19 1
8 Unexpected accidents of sugarcane-loaded lorries 48.03 7
9 Lack of career development 52.48 5
10 Feeling of powerlessness 43.61 9
11 Lack of job security 35.06 12
12 Unable to satisfy all stakeholders 58.10 4
It is understood from table 6.27 that shortage of cane harvesting laborers is

the topmost stress causing factor for Cane Officers among the various stress
factors. The factor which got the next score is workload. Time pressures and
deadlines is the factor which got the third position according to Garrett ranking
method. Unable to satisfy all stakeholders is the fourth important factor pointed out
by the respondents. The fifth rank selected by the respondents is lack of career
development. Frequent travel is given the sixth rank and unexpected accidents of
sugarcane-loaded lorries is denoted as the seventh rank by the respondents. The
eighth factor that caused stress for Cane Officers is poor salary and feeling of
powerlessness got the ninth rank. Repetitive and boring work is given the tenth
rank, and poor and unplanned work is selected as the eleventh rank by the
respondents. Lack of job security is the last factor according to the views expressed
by the Cane Officers.
125
6.7.2 Ranking of Stress Factors by Cane Inspectors
To find the major stress among Cane Inspectors, they were asked to rank
the stress factors such as workload, poor salary, time pressures and deadlines,
frequent travel, repetitive and boring work, poor and unplanned work, shortage of
cane harvesting laborers, unexpected accidents of sugarcane-loaded lorries, lack of
career development, feeling of powerlessness, lack of job security and unable to
satisfy all stakeholders. The ranks given by Cane Inspectors were converted into
percentage position. The percentage position of each rank thus obtained was
converted into scores by referring the Henry Garrett table for each factor. The
scores given were added and divided by the total number of Cane Inspectors. The
mean scores for all the factors were arranged in the descending order for their
magnitude and ranks were assigned and thus important factors were identified. The
mean scores of stress factors and ranks are given in Table 6.28.
Table 6.28
Ranking of Stress Factors by Cane Inspectors
S.No. Factors Mean Score Rank
1 Workload 62.68 2
2 Poor salary 57.94 4
3 Time pressures and deadlines 45.72 8
4 Frequent travel 49.06 6
5 Repetitive and boring work 44.22 11
6 Poor and unplanned work 46.95 7
7 Shortage of cane harvesting laborers 62.82 1
8 Unexpected accidents of sugarcane- loaded lorries 37.82 12
9 Lack of career development 44.74 9
10 Feeling of powerlessness 44.73 10
11 Lack of job security 50.56 5
12 Unable to satisfy all stakeholders 61.75 3
126
It is understood from the table 6.28 that shortage of cane harvesting
laborers is the topmost stress-causing factor for Cane Inspectors among the various
stress factors. The factor, which got the second rank, is workload. Unable to satisfy all
stakeholders is the factor, which got the third rank according to Garrett ranking method.
Poor salary is the fourth rank as pointed out by the inspectors. The fifth rank selected by
the inspectors is lack of job security. Frequent travel is given the sixth rank and poor and
unplanned work is denoted as the seventh rank by the respondents. The eighth rank that
caused stress for Cane Inspectors is time pressures and deadlines and lack of career
development got the ninth rank. Feeling of powerlessness is given the tenth rank and
repetitive and boring work is selected as the eleventh rank by the respondents. The last
rank expressed by the Cane Inspectors is unexpected accidents of sugarcane-loaded
lorries.
6.8 Grouping of Stress Symptoms Scores
The mean ratings for the stress symptom scores were calculated to know
how far the stress symptoms ratings vary between minimum and maximum range
and also to group stress symptoms. Descriptive statistics for stress symptoms score
is presented in Table 6.29.
Table 6.29
Descriptive Statistics for Stress Symptoms Score
N Minimum Maximum Mean Std. Deviation
Stress Symptoms Score 330 13.00 39.00 22.9758 5.3814
The table 6.29 shows that the ratings for stress symptom scores vary
between minimum of 13 and maximum of 39. The mean rating is found to be
22.9758. Stress symptoms scores were grouped as low, moderate and high based
on mean and standard deviation of the scores. Accordingly, the respondents who
have stress symptoms score less than mean–0.5 S.D (stress symptom score <=20)
were grouped into low stress symptoms group and those who have score above
mean+0.5 S.D (stress symptom score >=27) were grouped under high stress
symptoms group. The respondents whose scores fall between mean–0.5 S.D and
127
mean+0.5 S.D (stress symptom score between 21 and 26) were grouped as having
moderate stress symptoms. The distribution of the respondents falling under low,
moderate and high is given in the following Table 6.30.
Table 6.30
Grouping of Stress Symptoms Scores
Stress Symptoms Scores No. of Respondents Per cent
Low (<=20) 127 38.5
Moderate (21-26) 132 40.0
High (>=27) 71 21.5
Total 330 100.0
From the table 6.30 it is observed that 21.5 per cent of the respondents fall
under high stress symptoms score group. It means that they have experienced
higher stress symptoms. 40 per cent and 38.5 per cent of the respondents fall under
moderate and low stress symptoms score group, which means they have
experienced moderate and low stress symptoms respectively. It is concluded that
majority (40 %) of the respondents have experienced moderate level of stress
symptoms.
6.9 Difficult Factors in the Job
A group of organizational factors, which makes employees difficult in the

job, includes group norms, organization politics, leadership, group conflict,
organization culture and lack of participation. In the present study, the difficult
factors in the job of the employees were group behavior, lack of information, office
politics and conflicts, excessive interruptions and lack of recognition. A brief
description of them is presented below.
6.9.1 Group Behavior
Group behavior refers to the situation where people interact in large or

small groups. Group behavior at work sometimes tends to make the feeling of not
having privacy.
128
6.9.2 Lack of Information
Lack of information such as not knowing how to solve a problem or not

having access to proper tool is very stressful to the employees.
6.9.3 Office Politics and Conflicts
Politics and conflicts often arise in the workplace and many people attempt
to reduce their job-induced stress without resolving their workplace conflict.
Interpersonal politics and conflicts act as a major source of stress in organizations.
6.9.4 Excessive Interruptions
Stress in the workplace can be caused by interruptions. Sudden demands

from supervisors and other workers disrupt the flow of work, adding to the employees’
stress. Technical problems that cause interruptions at work are also a known stress factor
for workers.
6.9.5 Lack of Recognition
Recognition of employee’s values and opinion increase employee’s

self-esteem, improve interaction with supervisors and other employees. Failing to
recognize employees’ opinion can have negative effect on their motivation and
decreases productivity by causing stress.
6.10 Difficult Factors in the Job and Level of Stress Symptoms
In the present study, the difficult factors in the job of the employees
identified were: group behavior, lack of information, office politics and conflicts,
excessive interruptions and lack of recognition. The distribution of the respondents
based on difficult factors in the job and stress symptoms score is illustrated in
Table 6.31.
129
Table 6.31
Difficult Factors in the Job and Level of Stress Symptoms
Stress Symptoms Score Total

S. Low Moderate High
Difficulty in Job
No. (<=20) (21-26) (>=27) No. %
No. % No. % No. %
1 Group behavior 11 30.6 14 38.9 11 30.6 36 100.0
2 Lack of information 13 24.1 22 40.7 19 35.2 54 100.0
Office politics and

3 22 48.9 17 37.8 6 13.3 45 100.0
conflicts
Excessive
4 30 38.0 28 35.4 21 26.6 79 100.0
interruptions
5 Lack of recognition 51 44.0 51 44.0 14 12.1 116 100.0
Total 127 38.5 132 40.0 71 21.5 330 100.0
From the table 6.31 it is understood that lack of recognition is the most
difficult factor in the job opined by most of the respondents. High level of stress
symptoms is experienced by 35.2 per cent of the respondents for the factor lack of
information. 48.9 per cent of the respondents have experienced low level of stress
symptoms for the factor office politics and conflicts. 44 per cent of the respondents
for the factor lack of recognition have moderate level of stress symptoms.
In order to find whether there is relationship between difficult factors in the

job and level of stress symptoms, the following hypothesis was framed and tested.
H0 : There is no significant relationship between difficult factors in the job

and level of stress symptoms.
Chi-Square test was applied to find whether there is significant relationship

between difficult factors in the job and level of stress symptoms. Table 6.32
presents Chi-Square for difficult factors in the job and level of stress symptoms.
130
Table 6.32
Chi-Square for Difficult Factors in the Job and Level of Stress Symptoms
Significant/
Chi-Square value Table value Df
Not Significant
Table 6.32 reveals that the calculated value of Chi-Square (19.830) is

higher than the table value (15.507) at 5 per cent level of significance. So, the null
hypothesis is rejected. Hence, it is inferred that there is significant relationship
between difficult factors in the job and level of stress symptoms, which means
level of stress symptoms are influenced by difficult factors in the job.
6.11 Workload Factors
Workload, repetitive processes and low-value work have all impact on

employee’s ability to be dissatisfied and resilient. The certain workload factors in
the present study were categorized into shortage of required resources, insufficient
co-workers, more administration and paper work, continuous and chaotic job
demands and shortage of help at work. A brief description of them is presented
below.
6.11.1 Shortage of Required Resources
Not having access to proper tool or resource is very stressful to the

employees. Superiors need to make effective decisions about allocating the
resources in a way that will enable the employees to reach the objectives of the
organization.
6.11.2 Insufficient Co-workers
Insufficient workers in the workplace tend to increase the workload of

existing employees. This extra workload results in causing stress for the
employees.
6.11.3 More Administration and Paper Work
The employees have to do administration and office work like writing

documents and letters, record maintenance, postal work etc, apart from their
regular duty. This additional burden of administration and paper work causes
stress.
131
6.11.4 Continuous and Chaotic Job Demands
Continuous and chaotic job demands cause a person’s inability to influence

the timing of tasks and activities, to select tools or methods for accomplishing the
work, to make decisions that influence work outcomes.
6.11.5 Shortage of Help at Work
The employees, at workplace, need co-operation from co-workers and

superiors in the form of help and advice to perform their job well. Shortage of help
in the workplace cause stress to the employees.
6.12 Workload Factors and Level of Stress Symptoms
The respondents in the study have identified some workload factors, which
were categorized into shortage of required resources, insufficient co-workers, more
administration and paper work, continuous and chaotic job demands and shortage
of help at work. The distribution of the respondents based on workload factors and
stress symptoms score is illustrated in Table 6.33.
Table 6.33
Workload Factors and Level of Stress Symptoms

S. Low Moderate High
Workload Factors
No. (<=20) (21-26) (>=27) No. %
No. % No. % No. %
Shortage of required
1 42 44.7 32 34.0 20 21.3 94 100.0
resources
2 Insufficient co-workers 13 24.5 21 39.6 19 35.8 53 100.0
More administration and

3 39 39.0 43 43.0 18 18.0 100 100.0
paper work
Continuous and chaotic job
4 22 42.3 24 46.2 6 11.5 52 100.0
demands
5 Shortage of help at work 11 35.5 12 38.7 8 25.8 31 100.0
Total 127 38.5 132 40.0 71 21.5 330 100.0
132
From the table 6.33 it is observed that most of the respondents reported
more administration and paper work as the major workload factor. High level of
stress symptoms is experienced by 35.8 per cent of the respondents for the factor
insufficient co-workers. Low level of stress symptoms is reported by 44.7 per cent
of the respondents for the factor shortage of required resources. Moderate level of
stress symptoms is reported by 46.2 per cent for continuous and chaotic job
demands. It is concluded that insufficient co-workers is the dominant workload
factor among the respondents to experience high level of stress symptoms.
In order to find whether there is relationship between workload factors and

level of stress symptoms, the following hypothesis was framed and tested.
H0 : There is no significant relationship between workload factors and level

of stress symptoms.

between workload factors and level of stress symptoms. Table 6.34 presents
Chi-Square for workload factors and level of stress symptoms.
Table 6.34
Chi-Square for Workload Factors and Level of Stress Symptoms
Significant/
Chi-Square value Table value df
Not Significant
Table 6.34 reveals that the calculated value of Chi-Square (13.772) is less
than the table value (15.507) at 5 per cent level of significance. So, the null
hypothesis is accepted. Hence, it is inferred that there is no significant relationship
between workload factors in job and level of stress symptoms, which means level
of stress symptoms are not influenced by workload factors.
6.13 Overtime Work and Level of Stress Symptoms
Work is a major part of our lives, and work and non-working activities are
highly independent13. When organizations give overtime work, some employees
take it as their responsibility and take extra efforts to complete the work whereas
some employees feel it a burden. Overtime work refers to working at irregular
hours and extra hours in order to complete the work.
133
In the present study, the respondents handled overtime work with redouble
efforts, slowly take efforts, get annoyed with work, will not take extra efforts and
complain about it. ‘Redouble efforts’ refers to taking maximum efforts to complete
the task and ‘Slowly take efforts’ refers to taking minimum effort in order to
perform the task. ‘Get annoyed with work’ refers to handling the work activity
with irritation and ‘Will not take extra efforts’ refers to not taking any extra efforts
to meet the task. The distribution of the respondents based on response to overtime
work and stress symptoms score is given in Table 6.35.
Table 6.35
Overtime Work and Level of Stress Symptoms
S.No. Overtime Work Moderate High

Low (<=20)
(21-26) (>=27) No. %
No. % No. % No. %
1 Redouble efforts 72 48.0 50 33.3 28 18.7 150 100.0
2 Slowly take efforts 40 29.9 57 42.5 37 27.6 134 100.0
Get annoyed with

3 12 32.4 19 51.4 6 16.2 37 100.0
work
Won’t take any
4 3 33.3 6 66.7 0 0 9 100.0
extra efforts
Total 127 38.5 132 40.0 71 21.5 330 100.0
From the table 6.35 it is observed that most of the respondents took
redouble efforts while dealing with overtime work. 27.6 per cent of the
respondents who slowly took efforts to deal with overtime work have experienced
high level of stress symptoms and 48 per cent have experienced low level of stress
symptoms while they took redouble efforts. Moderate level of stress symptoms is
reported by 66.7 per cent while they won’t take any extra efforts.
In order to find whether there is relationship between overtime work and

level of stress symptoms, the following hypothesis was framed and tested.
134
H0 : There is no significant relationship between overtime work and level
of stress symptoms.

between overtime work and level of stress symptoms is presented in Table 6.36.
Table 6.36
Chi-Square for Overtime Work and Level of Stress Symptoms
Significant/
Not Significant

between overtime work and level of stress symptoms, which means level of stress
symptoms are influenced by overtime work.
6.14 Impact of Stress
Job stress is one of the most important workplace health risks for
employees in developed and developing countries14. Stress results in any kind of
deviation in physical, psychological or behavioral patterns of a person. Both the
quantity and quality of the social relationships that individuals have with others
appear to have a potentially important effect on the amount of stress the employees
experience and will have adverse effects on their health and performance15.
“A healthy workforce is a productive workforce” is a concept embraced by
modern-day business minds. It implicates that the more companies put into their
workforce, the more they will get out.
6.14.1 Impact of Stress on Health
Stress has a negative impact on the health and safety of individuals. Costs
associated with occupational stress in terms of workdays lost, absenteeism, and
health costs have significant implications for organizations16. Stress shows its
serious impact on the health of the respondents. In the present study, out of
135
330 respondents, 288 reported that they had impact of stress on their health. The
response for the impact of stress on the health of the respondents is presented in
Table 6.37.
Table 6.37
Impact of Stress on Health
Impact of Stress on Number of Total

S.No.
Health Respondents (%)
1 Yes 288 87.3
2 No 42 12.7
Total 330 100.0
It is noted from the table 6.37 that 87.3 per cent of the respondents have
impact of stress on their health. The remaining 12.7 per cent of the respondents do
not have impact of stress on their health. Most (87.3 %) of the respondents have
impact of stress on their health.
6.15 Important Physical and Mental Health Problems
Health care expenditures are increasing for workers who report high levels
of stress. Stress plays an important role in several types of chronic health problems
especially cardiovascular disease, musculoskeletal disorders, and psychological
disorders. Mood and sleep disturbances, stomach upset, headache, and disturbed
relationships with family and friends are examples of stress-related health
problems that are quick to develop and commonly seen17. In the present study,
fifteen major physical and mental health problems were identified with the help of
reviews: Muhammad Jamal et al., (1998)18; Barbara et al., (1999)19; Jun Shigemi,
(2000)20; Angela et al., (2004)21; and Megumi Utsugi, (2008)22. A brief description
about them is given below.
6.15.1 Headache
Stress is one of the causes of migraine headaches. Daily stress caused by a

high pressured job can lead to chronic tension headaches.
136
6.15.2 High Blood Pressure
During stressful events, certain chemicals are released from brain to combat
the situation known as “flight or fight” response. The release of these chemicals
provokes blood vessel changes for a while, contributing to high blood pressure.
6.15.3 Stomach Disorder and Ulcer
The most common disorders caused by stress include stomach upsets and
stomach ulcers. Stomach ulcers are inflammation of the stomach caused by
excessive release of hydrochloric acid.
6.15.4 Chest Pain
Stress leads to physical problems like heart disease, high blood pressure,
chest pains and irregular heartbeats.
6.15.5 Back Pain
Psychological and emotional factors cause some type of physical change

resulting in the back pain. Continuation and exacerbation of the pain cycle leads to
people becoming timid and anxious about daily activities.
6.15.6 Skin Irritation and Allergies
People with stress have skin irritation, dryness, itchiness and outbreak of
spots or rash on the skin. These symptoms go hand in hand with an unusually
hectic work schedule, personal difficulties, poor diet, lack of sleep or
environmental stress factors.
6.15.7 Cancer
Chronic stress can increase the risk of diseases such as cancer.
6.15.8 Diabetes
Stressful experiences have an impact on diabetes. Stressors such as family

losses and workplace stress triggers the onset of diabetes, both type 1 and type 2
which have a deleterious effect on glycemic control and affect lifestyle of people.
137
6.15.9 Asthma
Stress weakens immune system of the body and increases vulnerability to

asthma attacks and infections. When people cry or get anxious and upset, breathing
becomes more difficult and make asthma symptoms much worse.
6.15.10 Fatigue
Fatigue is a feeling of extreme physical or mental tiredness. Fatigue can be

acute which comes suddenly or chronic and persisting. Chronic fatigue is worsen
by physical or mental stress.
6.15.11 Sleep Disturbances
Stress results in insomnia or oversleeping. Lack of adequate sleep can make

one moody, irritable, angry, and more vulnerable to illnesses and daily stressors.
6.15.12 Anxiety
It is common for people to have some anxiety regarding their work and job
performance. Anxiety disorders become chronic, relentless and worse if not
treated.
6.15.13 Depression
Depression affects all aspects of everyday life include eating, sleeping,

working, relationships and how a person thinks about himself/herself.
6.15.14 Tendency to Remain Alone
This is a psychological disorder, which manifests as lack of interest,

restricted social communication and interaction and certain repetitive actions and
behaviors.
6.15.15 Poor Concentration
Stress leads to difficulty in focusing at job, making decisions and

remembering things. Hostile work environments also adversely affect the ability of
people to concentrate for long time.
138
6.16 Ranking of Health Problems
The health problems among Cane Officers and Cane Inspectors differed
significantly. In order to find the most important health problems between the two
categories of the respondents, they were asked to rate their health problems in a
five-point scale ranging from never to always. The marks assigned on these scales
were 1 to 5 respectively. The mean score and rank for physical and mental health
problems were computed and illustrated in Table 6.38.
Table 6.38
Ranking of Health Problems
Designation
Health Problems Cane Officers Cane Inspectors

S.No.
Mean Score Rank Mean Score Rank
1 Headache 2.51 1 2.36 3
2 High blood pressure 2.00 8 1.61 12
3 Stomach disorder and Ulcer 2.23 4 2.16 6
4 Chest pain 1.58 12 1.26 14
5 Back pain 2.46 2 2.50 2
6 Skin irritation and allergies 1.73 10 1.66 11
7 Cancer 1.00 15 1.00 15
8 Diabetes 1.46 13 1.70 10
9 Asthma 1.15 14 1.32 13
10 Fatigue 2.08 7 2.14 7
11 Sleep disturbances 2.12 6 1.92 9
12 Anxiety 1.88 9 1.95 8
13 Depression 2.15 5 2.35 4
14 Tendency to remain alone 1.65 11 2.20 5
15 Poor concentration 2.35 3 2.53 1
It is understood from the table 6.38 that headache is the dominant health
problem among Cane Officers with a mean score of 2.51, whereas poor
concentration is for Cane Inspectors with a mean score of 2.53. The second
139
important health problem ranked by both Cane Officers and Cane Inspectors is
back pain with mean scores of 2.46 and 2.50 respectively. For Cane Officers, poor
concentration is the third important health problem with mean score of 2.35.
Cane Inspectors ranked headache as the third important physical health problem
with mean score of 2.36. The last health problem ranked by both Cane Officers and
Cane Inspectors is cancer with mean score of 1.00 each. It is concluded that the
most important physical and mental health problems for the respondents are
headache, back pain and poor concentration.
6.17 Impact of Stress Symptoms on Health
It is highly imperative to analyze the impact of stress symptoms score on

physical and mental health problems score for knowing whether stress symptoms
have influence over physical and mental health problems. The respondents were
asked to rate the physical and mental health problems at five-point scale ranging
from never to always. The assigned values on these scales are from 1 to 5
respectively. The mean of physical and mental health problems for each respondent
was computed to get overall physical and mental health problem score. Physical and
mental health problems is measured in such a way that the higher the score the higher
the stress of the respondents. Simple linear regression analysis was administered to
study the impact of stress symptoms score on physical and mental health problems
score. The fitted regression model is
Y = a+bX
where,
Y= Physical and Mental Health Problems Score (Dependent Variable)
X = Stress Symptoms Score (Independent Variable)
b = Regression Co-efficient of Independent Variable
a = Constant
The impact of stress symptoms score on physical and mental health

problems score among the respondents is presented in Table 6.39.
140
Table 6.39
Impact of Stress Symptoms on Health Problems
Regression
Std. Correlation
Coefficient t Sig.
Error (r)
(b)
(Constant) 6.249 2.413
Stress Symptoms Score 0.814 0.102 0.402 7.963 Significant
The simple regression table 6.39 shows that there is moderate level of
positive correlation between stress symptoms score and physical and mental health
problems score (r=0.402). The regression co-efficient found for stress symptom
score is 0.814. This indicates that stress symptoms score affects physical and
mental health problems score positively. That is, when the stress symptoms score
increases by 1, the corresponding increase in physical and mental health problems
score will be 0.814. The t – test result shows that the regression co-efficient is
significant at 1 per cent level. Thus, from the above analysis, the following observation
could be made. The physical and mental health problem score is positively associated
with the stress symptoms score, which means that stress symptoms have influence
over physical and mental health problems.
6.18 Behavioral Changes
It is a fact that physical and mental health problems will lead to behavioral
changes. Work interference with family life has been associated with job
dissatisfaction, psychological strain, psychiatric disorders, substance abuse and
drinking problem23. The behavioral responses play a key role in determining the
magnitude of stress that brings an innate set of physiological changes among the
employees. In the present study, fifteen behavioral changes were identified with the
help of reviews: Wen-Fang Chan et al., (1997)24; Carol Cunradi et al., (2005)25; and
Maria Melchior (2007)26. A brief explanation about the identified behavioral
changes is provided below.
6.18.1 Frequent Hospitalization
A prolonged illness due to emotional pressures and loss of control over

surrounding environment is a concern for frequent hospitalization.
141
6.18.2 Increased Smoking
It is common to smoke away several cigarettes to beat the work place

stress. Such risk factors like smoking have clear association with real-life stress.
6.18.3 Excessive Alcohol
Depression due to work stress makes many people to opiate themselves

with alcohol. Alcohol abuse is a disease that is characterized by the sufferer having
a pattern of drinking excessively despite the negative effects of alcohol on the
individual’s work, medical, legal, educational and/or social life.
6.18.4 Drug Addiction
Drug addiction is a chronic disease that causes drug seeking behavior and
drug use despite negative consequences to the user and those around him.
6.18.5 General Proneness to Accidents
The more physically or emotionally exhausted a person is, the less attention
they pay to their surroundings. This inattention and preoccupation makes them far
more likely to meet with an accident.
6.18.6 Under eating / Over eating
Chronic stress triggers either calorie accumulation or fat storage or under

eating and nutrient depletion.
6.18.7 Frequent Crying
In humans, crying is shedding tears as a response to an emotional state. The

chemicals that build up in the body during emotional stress can be removed by means of
tears.
6.18.8 Withdrawal from Relationships
Increased feelings of irritation lead to withdrawal from both supportive and

unsupportive relationships such as family, friends, co-workers and supervisors.
Depression rates are higher among people who have a limited social network.
142
6.18.9 Consumption of Supari/Tobacco Items
High demoralization values are associated with consumption of supari and

tobacco. The probability of a high demoralization value increases with intense
psychosocial stress.
6.18.10 Gambling
Gambling addiction, also known as compulsive gambling, is a type of

impulse control disorder. Compulsive gamblers keep gambling whether they are up
or down, broke or flush, happy or depressed.
6.18.11 Suicidal Thoughts
Suicide is the process of intentionally ending one's own life. Suicidal

thoughts are a symptom of severe stress.
6.18.12 Violence
Stress and violence at work is a major issue. Violence is any incident in

which a person is abused, threatened or assaulted in circumstances relating to their
work. This can include verbal abuse or threats as well as physical attacks.
6.18.13 Shouting at Family Members
It is a common fact for the employees to shout at their family members,

when they are highly tensed or stressed.
6.18.14 Seeking Help from Others
When stress becomes overwhelming and employees are unable to function

in a fairly normal way, they seek help from their colleagues, family, friends and
others to meet deadlines and to complete their work.
6.18.15 Poor Performance in Job
Distress unfavorably affects the employee’s health and has a poor impact
on employee’s performance. It reduces employee’s level of motivation and
resultantly there is decline in performance of the organization.
143
6.19 Behavioral Changes of the Respondents
The respondents who were suffering from health problems due to stress,
reported that they had behavioral changes in them. To determine the dominant
behavioral changes among the respondents their responses are shown in
Table 6.40.
Table 6.40
Behavioral Changes of the Respondents
Number of
Respondents
S.No. Behavioral Changes Total
Yes No
111 177 288
1 Frequent hospitalization
(38.5) (61.5) (100)
72 216 288
2 Increased smoking
(25.0) (75.0) (100)
73 215 288
3 Excessive alcohol
(25.4) (74.6) (100)
3 285 288
4 Drug addiction
(1.0) (99.0) (100)
37 251 288
5 General proneness to accidents
(12.9) (87.1) (100)
97 191 288
6 Under eating /over eating
(33.7) (66.3) (100)
26 262 288
7 Frequent crying
(9.0) (91.0) (100)
100 188 288
8 Withdrawal from relationships
(34.7) (65.3) (100)
34 254 288
9 Consumption of supari/tobacco items
(11.8) (88.2) (100)
4 258 288
10 Gambling
(1.4) (98.6) (100)
10 278 288
11 Suicidal thoughts
(3.5) (96.5) (100)
18 270 288
12 Violence
(6.3) (93.7) (100)
181 107 288
13 Shouting at family members
(62.8) (37.2) (100)
133 155 288
14 Seeking help from others
(58.0) (42.0) (100)
99 189 288
15 Poor performance in job
(34.4) (65.6) (100)
144
From the table 6.40, it is clear that shouting at family members is the
dominant behavioral change among the respondents that constitutes 62.8 per cent
of the total. It is followed by seeking help from others that constitutes 58 per cent.
38.5 per cent of the respondents are frequently hospitalized for illness whereas
34.7 per cent wanted to withdraw from relationships with others. 34.4 per cent
showed poor performance in job while 33.7 per cent involved in under eating or
over eating. Excessive alcohol is consumed by 25.4 per cent whereas increased
smoking constitutes 25 per cent. 12.9 per cent experienced general proneness to
accidents and 11.8 per cent consumed supari/tobacco items. Frequent crying is
experienced by 9 per cent while 6.3 per cent showed violence. 3.5 per cent of the
total respondents expressed that they have suicidal thoughts. Gambling and drug
addiction constitute 1.4 per cent and 1 per cent respectively.
6.20 Stress and Job Performance
Performance can be seen through employee’s outcome of work because

they provide the strongest linkage to the strategic goals of the organization and
economic contributions. Stress not only affects the health of the employees but also
shows certain ill effects on job performance. It reduces brain functions such as
memory, concentration and learning, which are central to effective performance at
work. In the present study, effect of stress on job performance was identified with
the help of reviews: Karen Pugliesi., (1999)27; Luo Lu et al., (2000)28; Willem Van
Rhenen et al., (2006)29; and Sarooj Noor (2008)30. The effect of stress on job
performance in the study was categorized into increased absenteeism, decreased
productivity, wasted potentials and skills, loss of goodwill, reduced work
effectiveness, low morale, premature retirement plan and reduced job satisfaction.
A brief explanation about some of the factors is provided below.
6.20.1 Increased Absenteeism
Absenteeism is the habit of frequently being away from work with or without a
reason. Stress is a significant factor in long-term absences from work.
6.20.2 Decreased Productivity
Productivity is a performance measure that includes effectiveness and

efficiency. While some workplace stress is normal, excessive stress can result in
decreased productivity.
145
6.20.3 Wasted Potentials and Skills
Stress often results from simply wasting talent. The stress induced
difficulties in work have a negative impact on the potentials and skills of an
individual.
6.20.4 Loss of Goodwill
The goodwill of the employees has a huge impact on the successful

organization. This affects the safety performance, financial viability and business
success of an organization.
6.20.5 Reduced Work Effectiveness
Work effectiveness is the work outcome performed by an employee in

his/her job conditions. Stress at workplace leads to reduced work effectiveness of
the employees.
6.20.6 Low Morale
Stress is the most common cause of low employee morale. The face of low
morale is helpless frustration and desperately seeks some form of guidance.
6.20.7 Premature Retirement Plan
Increase in workload, relocation and change of shifts are some of the

stressful events that trigger a decision on premature retirement.
6.20.8 Reduced Job Satisfaction
Job dissatisfaction is highly related to stress. Employees tend to get

satisfaction if they meet their needs, wants and requirements.
6.21 Effect of Stress on Job Performance
The effect of stress on job performance in the study were increased

absenteeism, decreased productivity, wasted potentials and skills, loss of goodwill,
reduced work effectiveness, low morale, premature retirement plan and reduced
job satisfaction. Table 6.41 presents the effect of stress on job performance of the
respondents.
146
Table 6.41
Effect of Stress on Job Performance
Number of
Respondents
Effect of Stress Total
S.No.
Yes No
26 304 330
1 Increased absenteeism
(7.9) (92.1) (100)
58 272 330
2 Decreased productivity
(17.6) (82.4) (100)
133 197 330
3 Wasted potential and skills
(40.3) (59.7) (100)
161 169 330
4 Loss of goodwill
(48.9) (51.1) (100)
166 164 330
5 Reduced work effectiveness
(50.3) (49.7) (100)
84 246 330
6 Low morale
(25.5) (74.5) (100)
54 276 330
7 Premature retirement plan
(16.4) (83.6) (100)
180 150 330
8 Reduced job satisfaction
(54.5) (45.5) (100)
It is observed from the table 6.41 that among the total respondents,
54.5 per cent of them reported that they have reduced job satisfaction. It is followed
by reduced work effectiveness that constitutes 50.3 per cent. Loss of goodwill is
reported by 48.9 per cent of the respondents whereas wasted potentials and skills
constitutes 40.3 per cent. Low morale and decreased productivity are reported by
25.5 per cent and 17.6 per cent respectively. Premature retirement plan and increased
absenteeism are found among 16.4 and 7.9 per cent of the respondents respectively. It
is inferred that majority of the respondents reported that they have reduced job
satisfaction due to job stress.
6.22 Impact of Stress Symptoms and Health Problems on Job Performance
It is highly imperative to analyze the impact of stress symptoms score and

physical and mental health problems score on job performance score for knowing
whether stress symptoms and health problems have influence over job performance of
the respondents. Multiple regression analysis was administered to find the impact of
stress symptoms score and health problems on job performance.
147
The fitted regression model is
Y = a0 + b1X1 + b2X2 + e
Where,
Y = Job performance score (Dependent Variables)
X1 = Physical and Mental Health Problem Score
X2 = Stress Symptoms Score
b1, b2 = Regression Co-efficient of Independent Variables
a = Constant
The multiple regression model fitted to the respondents is presented in Table 6.42.
Table 6.42
Impact of Stress Symptoms and Health Problems on Job Performance
Regression
Coefficients Std. Error t Sig.
(b)
(Constant) 2.904 .377
Physical and Mental Health

0.0501 .009 5.861 Significant
Problems Score
Stress Symptoms Score -0.0678 .017 -3.921 Significant
Regression Output
R-Value = 0.320
R2 – Value = 0.102
F – Value = 18.633
Significance = 1% Level
The multiple regression result shows that physical and mental health
problems scores have positive effect on job performance score whereas stress
symptoms scores have negative influence on job performance score. That is, when
physical and mental health problems score increases, there will be corresponding
increase in job performance score, which means that the actual job performance
148
goes down when physical and mental health problems score increases (job
performance is measured in such a way that higher the scores, lower the
performance). As far as stress symptoms score is concerned, increase in stress
symptoms scores would result in decrease in job performance score. That is, the
actual job performance will increase when stress symptoms score increases.
The t - test conducted for regression co-efficient shows that both stress
symptoms score and physical and mental health problems score affect job
performance score significantly at 1 per cent level. The multiple correlation
co-efficient (R) shows the degree of relationships between the dependent variable
and the set of independent variables taken together. The R-value found was 0.320,
which shows that there is a moderate level of correlation and the R2 value (0.102)
shows that 10.2 per cent of variation in the dependent variable. Job performance
score is explained by the set of all independent variables taken together and F - test
value (18.633) shows that the correlation is significant at 1 per cent level. Thus,
from the above analysis, the following observation could be made. Both stress
symptoms score and physical and mental health problems score affect job
performance score significantly at 1 per cent level, which means that stress
symptoms and health problems have influence over job performance.
6.23 Stress Management Facilities
Stress in the workplace, if not managed properly, will cause harm for both
the employer and the employee. The employees rank stress as a top reason for
leaving their company. Yet only 50 per cent of employers offer stress management
programs to employees31. It is essential for all the organizations to provide stress
management facilities to their employees. Stress management training had been
effective in reducing depersonalization and increasing personal accomplishment
among employees32. Stress management encompasses techniques intended to equip
a person with effective coping mechanisms for dealing with psychological stress.
In the present study, the respondents stated that their sugar mills had offered some
stress management facilities like health awareness programmes, vacation and
holiday trips, stress management course, job redesign, recreation centre, cultural
programmes and stress management workshops. The respondents’ were asked if
they avail stress management facilities and the response is given in Table 6.43.
149
Table 6.43
Utilization of Stress Management Facilities
Utilization of Stress
Number of Total
S.No. Management
Respondents (%)
Facilities
1 Yes 104 31.5
2 No 226 68.5
Total 330 100.0
It is revealed from the table 6.43 that majority (68.5%) of the respondents
have not utilized stress management facilities offered by the workplace. Only
31.5 per cent of the respondents have utilized stress management facilities offered
by the workplace.
6.24 Various Stress Management Facilities Offered by the Sugar Mills
In the present study, sugar mills had offered stress management facilities such
as health awareness programmes, vacation and holiday trips, stress management
course, job redesign, recreation centre, social support system at the work place and
stress management workshops. A brief description about those stress management
facilities are given below.
6.24.1 Health Awareness Programmes
Health awareness programmes promote employee health and well-being. They

provide knowledge about symptoms of health problems, improve attitude about
treatment and control, promote positive lifestyle habits and create awareness about
fatal disease, lifestyle disease and the ill effects of alcohol, smoking and drugs.
6.24.2 Vacation and Holiday Trips
Vacations help to feel rested, to gain more enthusiasm, cheerfulness and

energy. Vacation and holiday trips enable a person to have a break and some refreshing
moments from routine and hectic work life.
150
6.24.3 Stress Management Course
Stress management course provides tips on stress management, which help

employees to minimize the negative aspects of stress and remain positive and
productive in the workplace. Stress management course tells the importance of a
healthy diet, exercise and relaxation in preventing and managing stress.
6.24.4 Job Redesign
Redesigning jobs give employees more responsibility and more autonomy.

Job design can be accomplished in a number of ways; the most common method is to
increase job decision latitude.
6.24.5 Recreation Centre
Employees spare their time in recreation centre to relax and play games.
Some organizations provide this facility to keep their employees physically and
mentally healthy.
6.24.6 Social Support System at the Workplace
Team building is one way to develop supportive social relationships at the

work place. Social support systems are enhanced through the work environment by
providing emotional caring, information, evaluative feedback and instrumental
support.
6.24.7 Stress Management Workshops
Stress management workshops help employees to learn relaxation methods

such as yoga, breathing technique and and ‘desk massage’, which relax stressed
muscles, rebalance body and mind.
6.25 Stress Management Facilities Utilized by the Respondents
In total, 104 respondents had utilized various stress management facilities

offered by their sugar mills. Table 6.44 shows the most utilized stress management
facilities among the respondents.
151
Table 6.44
Stress Management Facilities Utilized by the Respondents
Number of
S.No. Stress Management Facilities Respondents Total
Yes
54 104
1 Health awareness programmes
(51.9) (100)
72 104
2 Vacation and holiday trips
(69.2) (100)
33 104
3 Stress management course
(31.7) (100)
31 104
4 Job redesign
(29.8) (100)
54 104
5 Recreation centre
(51.9) (100)
16 104
6 Social support system at the workplace
(15.4) (100)
8 104
7 Stress management workshops
(7.7) (100)
From the table 6.44 it is understood that among those who utilized stress
management facilities, 69.2 per cent of the respondents have enjoyed vacation and
holiday trips provided by the organization. While 51.9 per cent have utilized
employee health awareness programmes and recreation centre. Stress management
course is utilized by 31.7 per cent of the respondents whereas 29.8 per cent have
utilized job redesign. About 15.4 per cent have received social support at the
workplace and 7.7 per cent have attended stress management workshops. It is
inferred that majority of the respondents have utilized vacation and holiday trips.
6.26 Coping Strategies
Stress affects almost everyone in the life and it is important for the
employees to use a variety of coping strategies personally to manage this. Coping
is a stabilizing factor, which help individuals to maintain psychosocial adaptation
during stressful periods. It encompasses cognitive and behavioral efforts to reduce
or eliminate stressful conditions and associated emotional distress33. In the present
study, twelve important coping strategies were identified with the help of reviews:
Afzalur Rahim, (1997)34; Linda Trenberth et al., (1999)35; and Faroo Shah,
(2003)36. A brief explanation about the identified coping strategies is given below.
152
6.26.1 Yoga/Meditation
Yoga builds up a natural response to stress and brings the relaxed state
more into daily life. Meditation is a mental exercise and a powerful way to relieve
stress and evoke a state of deep relaxation. When practiced regularly, yoga and
meditation relieve depression and prevents its recurrence.
6.26.2 Physical Exercise
Regular exercise is one of the best stress reduction techniques. Exercises

like breathing exercise, tension-reducing exercise, walking, jogging and swimming are
very beneficial to have a peaceful body, mind and soul.
6.26.3 Entertainment
Entertainment helps people to temporarily relieve mind from tensions or

worries, and make time to have fun. Going to a movie, listening to music, reading
books, writing, playing games and watching TV are excellent stress relievers.
6.26.4 Away from Stressful Environments
Stressful work environments have their effects on quality of work life.

Pessimists ignore the problem or source of stress and use strategies such as giving up
the goal with which stress is interfering or denying that stress exists.
6.26.5 Sleep
When employees feel agitated or tired and wanting patience, their stress
levels get increased. A good sleep improves quality of life as well as lowers stress
for a short time.
6.26.6 Speaking with Likeminded Persons
Talking distressing personal and work events with family, friends,

colleagues or to the other social network help employees to reduce stress for a
short period of time.
6.26.7 Playing with Pet Animals
Apart from professional therapy and relaxation courses, a popular way to

relieve stress is to play with pets that makes people energetic and provides stress
relief. Having to feed, groom and take care of a pet brings out the nurturing instinct
that is in most people.
153
6.26.8 Prayer
People believe that prayer is the unique form of communication with god
when they deal with some troubles, pressures, hurts and stress. During stressful
situation, the human body produces certain chemicals that make people fidgety and
anxious.
6.26.9 Medications
Medications are useful in the short term to relieve stress and sometimes the
heaviness of a depression serves to mask painful emotions. Several types of
medication used in the treatment of depression, include the SSRIs (selective
serotonin reuptake inhibitors), tricyclic antidepressants, MAOIs (monoamine
oxidase inhibitors) and atypical antidepressants.
6.26.10 Positive Thinking
The power of positive thinking is increasingly recognized as a coping

strategy to deal with stress. Optimism, which is the inclination to expect favorable
life outcomes, is linked to psychological and physical wellbeing.
6.26.11 Time Management
Time management helps the employees to reduce work stress by learning

how to organize and plan work, and being more in control of time so as to achieve
goals.
6.26.12 Tour
Going for a tour is one of the ways for the employees to relieve stress. It
creates a diversion from worries of daily life.
6.27 Ranking of Coping Strategies
Coping strategy implies the kind of aid that individuals receive from self
and interactions with other persons. The coping strategies followed by the
respondents differ significantly. To know the most important coping strategies
followed by the respondents, they were asked to rate their coping strategies in a
five-point scale ranging from never to always. The scores assigned on these scales
were 1 to 5 respectively. The mean score and rank for coping strategies were
computed and shown in table 6.45.
154
Table 6.45
Ranking of Coping Strategies
Cane Officers Cane Inspectors

S.No. Coping Strategies
Mean Mean
Rank Rank
Score Score
1 Yoga/Meditation 1.93 10 1.72 11
2 Physical exercise 2.54 6 2.03 9
3 Entertainment 3.19 4 3.03 5
4 Away from stressful environments 2.22 8 2.56 6
5 Sleep 2.12 9 2.17 8
6 Speaking with likeminded persons 3.38 3 3.22 3
7 Playing with pet animals 1.35 12 1.50 12
8 Prayer 3.83 2 3.25 2
9 Medications 1.80 11 1.81 10
10 Positive thinking 3.87 1 3.14 1
11 Time management 2.87 5 3.09 4
12 Tour 2.25 7 2.28 7
It is understood from the table 6.45 that positive thinking is the most
important coping strategy for both Cane Officers and Cane Inspectors with mean
scores of 3.87 and 3.14 respectively. The second important coping strategy ranked
by both Cane Officers and Cane Inspectors is prayer with mean scores of 3.83 and
3.25 respectively. Both Cane Officers and Cane Inspectors involved in speaking
with likeminded persons and that is the third important coping strategy ranked by
them with mean scores of 3.38 and 3.22 respectively. The last important coping
strategy ranked by Cane Officers and Cane Inspectors is playing with pet animals
with mean scores of 1.35 and 1.50 respectively. It is concluded that the most
important coping strategies for the respondents are positive thinking, prayer and
speaking with likeminded persons.
155
6.28 Level of Stress Overcome by the Respondents
The respondents overcome stress by practicing some coping strategies and

stress management facilities provided by their workplace. Some employees
overcome stress to a great extent and others to some extent. To what extent the
respondents overcome stress by practicing the above coping strategies and stress
management facilities are presented in Table 6.46.
Table 6.46
Level of Stress Overcome by the Respondents
Level of Overcoming Number of Total

S.No.
Stress Respondents (%)
1 To a great extent 74 22.4
2 To some extent 210 63.6
3 No change 46 14.0
Total 330 100.0
From the table 6.46, it is revealed that 63.6 per cent of the respondents
overcome stress to some extent. It is followed by 22.4 per cent of the respondents
to a great extent and no change is reported by 14 per cent of the respondents. It is
concluded that majority (63.6%) of the respondents overcome stress to some extent
by practicing some coping strategies and stress management facilities provided by
their workplace.
6.29 Association between Profile Variables and Level of Stress Overcome by

the Respondents
The association between profile variables and the level of stress overcome
by the respondents was examined with the help of Chi-Square analysis. The profile
variables included were educational qualification, age, designation, experience,
monthly income, marital status, and number of dependents. Before the association
between profile of respondents and their stress experience was examined,
cross table analysis gives the distribution over profile variables and extent of
overcoming stress.
156
6.29.1 Education and Level of Stress Overcome by the Respondents
The abilities and opportunities provided by higher level of education is said

to reduce exposure to stressful situation. Some people with low-level education
also overcome stress to a great extent. Overcoming stress to a great extent or to
some extent depends on a person’s ability. In the study, the respondents overcome
stress ranging from ‘to a great extent’ to ‘no change’. The distribution of the
respondents based on educational qualification and level of stress overcome by the
respondents is shown in Table 6.47.
Table 6.47
Education and Level of Stress Overcome by the Respondents
Level of Stress Overcome by the

Total
Respondents
S. Educational To a great To some No
No. Qualification extent extent change
No. %
No. % No. % No. %
1 School level 24 25.8 60 64.5 9 9.7 93 100.0
2 ITI 20 29.9 34 50.7 13 19.4 67 100.0
3 Diploma 0 0 29 90.6 3 9.4 32 100.0
4 Bachelor’s degree 26 24.8 70 66.7 9 8.6 105 100.0
5 Master’s degree 7 21.2 17 51.5 9 27.3 33 100.0
Total 77 23.3 210 63.6 43 13.0 330 100.0
From the table 6.47, it is clear that 29.9 per cent of the ITI holders
overcome stress to a great extent. 90.6 per cent of the diploma holders overcome
stress to some extent. 27.3 per cent of the respondents with Master’s degrees
reported that there is no change even after practicing some of the coping strategies.
It is concluded that majority of the ITI holders overcome stress to a great extent.
157
In order to find whether there is relationship between education and level of
stress overcome by the respondents, the following hypothesis was framed and
tested.
H0 : There is no significant relationship between education and level of

stress overcome by the respondents

between education and level of stress overcome by the respondents. Table 6.48
presents Chi-Square for education and level of stress overcome by the respondents.
Table 6.48
Chi-Square for Education and Level of Stress Overcome by the Respondents
Significant/
Not Significant

between educational qualification and level of stress overcome by the respondents,
which means educational qualification influences level of stress overcome by the
respondents.
6.29.2 Age and Level of Stress Overcome by the Respondents
Nature of stress changes with age, from episodic to chronic, which in turn
affects appraisal and coping process. As age increases, person’s maturity level
increases and have more personal experience in overcoming problems and stress.
On the other hand, nowadays, young people easily manage stress. The distribution
of the respondents based on the age and level of stress overcome by the
respondents is illustrated in Table 6.49.
158
Table 6.49
Age and Level of Stress Overcome by the Respondents

Total
Respondents
S.No. Age To a great To some No
extent extent change No. %
No. % No. % No. %
1 Upto 25 years 0 0 15 83.3 3 16.7 18 100.0
2 26 -35 years 27 41.5 29 44.6 9 13.8 65 100.0
3 36-45 years 28 24.3 80 69.6 7 6.1 115 100.0
4 46- 55 years 9 10.1 68 76.4 12 13.5 89 100.0
5 Above 55 years 13 30.2 18 41.9 12 27.9 43 100.0
Total 77 23.3 210 63.6 43 13.0 330 100.0
It is understood from the table 6.49 that the respondents upto 25 years age
group, 36 to 45 years and 46 to 55 years overcome stress to some extent, which
constitute to 83.3 per cent, 69.6 and 76.4 per cent of its total. 41.5 per cent and
30.2 per cent of the respondents in 26 to 35 years age group and above 55 years
age group overcome stress to a great extent respectively. It is concluded that
majority of the respondents in 26 to 35 years age group overcome stress to a great
extent.
In order to find whether there is relationship between age and level of stress
overcome by the respondents, the following hypothesis was framed and tested.
H0 : There is no significant relationship between age and level of stress

overcome by the respondents.

between age and level of stress overcome by the respondents. Table 6.50 presents
Chi-Square for age and level of stress overcome by the respondents.
159
Table 6.50
Chi-Square for Age and Level of Stress Overcome by the Respondents
Significant/
Not Significant

between age and level of stress overcome by the respondents, which means level of
stress overcome by the respondents is influenced by age of the respondents.
6.29.3 Designation and Level of Stress Overcome by the Respondents
Nature of stress changes with a person’s job and designation. Higher

positions have more responsibility than the lower ones. It is the experience and
ability, rather than designation, which make a person to overcome stress easily.
The distribution of the respondents based on designation and level of stress
overcome by the respondents is given in Table 6.51.
Table 6.51
Designation and Level of Stress Overcome by the Respondents

Total
Respondents
S.No. Designation To a great To some No

No. % No. % No. %
1 Cane Officer 8 12.9 46 74.2 8 12.9 62 100.0
2 Cane Inspector 69 25.7 164 61.2 35 13.1 268 100.0
Total 77 23.3 210 63.6 43 13.0 330 100.0
160
It is observed from the table 6.51 that 74.2 per cent of the Cane Officers
overcome stress to some extent while 25.7 per cent of the Cane Inspectors
overcome stress to a great extent.
In order to find whether there is relationship between designation and level

of stress overcome by the respondents, the following hypothesis was framed and
tested.
H0 : There is no significant relationship between designation and level of

stress overcome by the respondents.

between designation and level of stress overcome by the respondents. Table 6.52
presents Chi-Square for designation and level of stress overcome by the
respondents.
Table 6.52
Chi-Square for Designation and Level of Stress Overcome by the Respondents
Significant/
Not Significant
Table 6.52 shows that the calculated value of Chi-Square (4.897) is less
between designation and level of stress overcome by the respondents, which means
level of stress overcome by the respondents is not influenced by designation of the
respondents.
6.29.4 Experience and Level of Stress Overcome by the Respondents
The higher the experience of employees in a job, the higher is the

possibility of overcoming stress. The distribution of the respondents based on
experience and level of stress overcome by the respondents is given in Table 6.53.
161
Table 6.53
Experience and Level of Stress Overcome by the Respondents

Total
Respondents
S.No. Experience To a great To some No
No. % No. % No. %
1 Less than 5 years 11 16.2 37 54.4 20 29.4 68 100.0
2 5 -10 years 12 25.5 27 57.4 8 17.0 47 100.0
3 11-15 years 19 24.1 57 72.2 3 3.8 79 100.0
4 16- 20 years 16 32.0 34 68.0 0 0 50 100.0
5 More than 20 years 19 22.1 55 64.0 12 14.0 86 100.0
Total 77 23.3 210 63.6 43 13.0 330 100.0
It is noted from the table 6.53 that 72.2 per cent and 64 per cent of the
respondents with 11 to 15 years experience and more than 20 years experience
overcome stress to some extent respectively. The respondents with experience of
5 to 10 years and 16 to 20 years overcome stress to a great extent which constitute
25.2 per cent and 32 per cent respectively. 29.4 per cent of the respondents with less
than 5 years experience reported that there is no change even after practicing the
coping strategies. It is inferred that majority of the respondents with 16 to 20 years
experience overcome stress to a great extent.
In order to find whether there is relationship between experience and level

of stress overcome by the respondents, the following hypothesis was framed and
tested.
H0 : There is no significant relationship between experience and level of


between experience and level of stress overcome by the respondents. Table 6.54
presents Chi-Square for experience and level of stress overcome by the
respondents.
162
Table 6.54
Chi-Square for Experience and Level of Stress Overcome by the Respondents
Significant/
Not Significant
Table 6.54 shows that the calculated value of Chi-Square (31.836) is higher
between experience and level of stress overcome by the respondents, which means
level of stress overcome by the respondents is influenced by experience of the
respondents.
6.29.5 Monthly Income and Level of Stress Overcome by the Respondents
The economic status of a person influences stress and the extent of coping
with it. The distribution of the respondents based on monthly income and level of
stress overcome by the respondents is given in Table 6.55.
Table 6.55
Monthly Income and Level of Stress Overcome by the Respondents
S. Monthly Income Level of Stress Overcome by the

Total
No. Respondents
To a great To some No
No. % No. % No. %
1 < Rs.5,000 4 21.1 11 57.9 4 21.1 19 100.0
2 Rs.5,001 - Rs.10,000 41 31.1 66 50.0 25 18.9 132 100.0
3 Rs.10,001 - Rs.15,000 24 18.6 97 75.2 8 6.2 129 100.0
4 Rs.15,001 - Rs.20,000 4 15.4 22 84.6 0 0 26 100.0
5 > Rs.20,000 4 16.7 14 58.3 6 25.0 24 100.0
Total 77 23.3 210 63.6 43 13.0 330 100.0
163
From the table 6.55 it is understood that 75.2 per cent and 84.6 per cent of
the respondents overcome stress to some extent whose monthly income is
Rs.10,001 to Rs.15,000 and Rs.15,001 to Rs.20,000 respectively. 21.1 per cent and
31.1 per cent of the respondents overcome stress to a great extent whose monthly
earning is below Rs.5,000 and Rs.5,001 to Rs.10,000 respectively. No change is
reported by 25 per cent of the respondents whose monthly earning is above
Rs.20,000. It is concluded that majority of the respondents overcome stress to a
great extent whose monthly income is Rs. 5,001 to Rs. 10,000.
In order to find whether there is relationship between monthly income and

level of stress overcome by the respondents, the following hypothesis was framed
and tested.
H0 : There is no significant relationship between monthly income and

level of stress overcome by the respondents

between monthly income and level of stress overcome by the respondents.
Table 6.56 presents Chi-Square for monthly income and level of stress overcome
by the respondents.
Table 6.56
Chi-Square for Monthly Income and Level of Stress Overcome by the
Respondents
Significant/
Not Significant
between monthly income and level of stress overcome by the respondents, which
means level of stress overcome by the respondents is influenced by monthly
income of the respondents.
164
6.29.6 Marital Status and Level of Stress Overcome by the Respondents
Married people were found to cope with job stress in better manner due to
support from the spouse or family. The distribution of the respondents based on
marital status and level of stress overcome by the respondents is given in
Table 6.57.
Table 6.57
Marital Status and Level of Stress Overcome by the Respondents

Total
Respondents
Marital To a great To some No
S.No.
Status extent extent change No. %
No. % No. % No. %
1 Married 71 24.2 186 63.5 36 12.3 293 100.0
2 Unmarried 6 16.2 24 64.9 7 18.9 37 100.0
Total 77 23.3 210 63.6 43 13.0 330 100.0
From the table 6.57 it is observed that majority of the married respondents
(24.2 per cent) overcome stress to a great extent. Unmarried respondents overcome
stress to some extent, which constitutes 64.9 per cent.
In order to find whether there is relationship between marital status and

level of stress overcome by the respondents, the following hypothesis was framed
and tested.
H0 : There is no significant relationship between marital status and level of


between marital status and level of stress overcome by the respondents. Table 6.58
presents Chi-Square for marital status and level of stress overcome by the
respondents.
165
Table 6.58
Chi-Square for Marital Status and Level of Stress Overcome by the
Respondents
Significant/
Not Significant
Table 6.58 shows that the calculated value of Chi-Square (2.024) is less
between marital status and level of stress overcome by the respondents, which
means level of stress overcome by the respondents is not influenced by marital
status of the respondents.
6.29.7 Number of Dependents and Level of Stress Overcome by the

Respondents
Increase in the number of dependents enhances the stress level of an

individual. The distribution of the respondents based on number of dependents and
level of stress overcome by the respondents is given in Table 6.59.
Table 6.59
Number of Dependents and Level of Stress Overcome by the Respondents

Total
Respondents
Number of To a great To some
S.No. No change
Dependents extent extent No. %
No. % No. % No. %
1 <4 41 20.4 122 60.7 38 18.9 201 100.0
2 4-5 36 30.0 79 65.8 5 4.2 120 100.0
3 >5 0 0 9 100.0 0 0 9 100.0
Total 77 23.3 210 63.6 43 13.0 330 100.0
166
It is noted from the table 6.59 that all the respondents with more than
5 dependents in their family overcome stress to some extent. 30 per cent and
20.4 per cent of the respondents with 4 to 5 dependents and less than 4 dependents
in their family overcome stress to a great extent respectively.
In order to find whether there is relationship between number of dependents

and level of stress overcome by the respondents, the following hypothesis was framed
and tested.
H0 : There is no significant relationship between number of dependents and

level of stress overcome by the respondents

between number of dependents and level of stress overcome by the respondents.
Table 6.60 presents Chi-Square for number of dependents and level of stress overcome
by the respondents.
Table 6.60
Chi-Square for Number of Dependents and Level of Stress Overcome by the

Respondents
Significant/
Not Significant
between number of dependents and level of stress overcome by the respondents,
which means level of stress overcome by the respondents is influenced by number
of dependents.
167
6.30 Summary
Stress management starts with identifying the sources of stress in one’s life.
In this chapter, it has observed that most important stress symptoms for the
respondents are worrying, irritability and short-temper. Majority of the respondents
reported shortage of cane harvesting laborers and workload as factors influencing
stress. Lack of recognition is the difficult factor in the job as viewed by most of the
respondents. It is observed that most of the respondents reported as more
administration and paper work and insufficient workforce is the dominant
workload factor. Majority of the respondents have redoubled their efforts to deal
with overtime work. The most important coping strategies of the respondents are
positive thinking, prayer and speaking with likeminded persons.
168
FOOTNOTES
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173

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CHAPTER VI

PROFILE OF RESPONDENTS, IMPACT OF STRESS AND

6.2 Profile of Respondents

6.2.1 Designation of the Respondents

The designation of the respondents was identified as one of the variables

2 Cane Inspector 268 81.2

Total 330 100.0

6.2.2 Age of the Respondents

It is a commonly held belief that as an individual grows in age, he/she tends

2 26 -35 years 65 19.7

3 36-45 years 115 34.8

4 46- 55 years 89 27.0

5 Above 55 years 43 13.0

Total 330 100.0

6.2.3 Number of Respondents in Various Sugar Mills

1 Bannari Amman Sugars Ltd 67 20.3

2 Sakthi Sugars Ltd 92 27.9

3 Ponni Sugars (Erode) Ltd 63 19.1

The Salem Co-operative

5 E.I.D Parry (India) Ltd 50 15.2

Total 330 100.0

6.2.4 Educational Qualification of the Respondents

Educational Number of Total

1 School level 93 28.2

4 Bachelor’s degree 105 31.8

5 Master’s degree 33 10.0

Total 330 100.0

6.2.5 Job Experience of the Respondents

Experience enabled the respondents in the sugar mills to be effective in

1 Less than 5 years 68 20.6

2 5 -10 years 47 14.2

3 11-15 years 79 23.9

4 16- 20 years 50 15.2

5 More than 20 years 86 26.1

Total 330 100.0

6.2.6 Monthly Income of the Respondents

Employee compensation is a vital part of human resource management.

1 < Rs.5,000 19 5.8

2 Rs.5,001 - Rs.10,000 132 40.0

3 Rs.10,001 - Rs.15,000 129 39.1

4 Rs.15,001 - Rs.20,000 26 7.9

5 > Rs.20,000 24 7.3

Total 330 100.0

6.2.7 Marital Status of the Respondents

In legal definitions for interpersonal status, a single person is someone who

1 Married 293 88.8

Total 330 100.0

6.2.8 Family Type of the Respondents

In today’s work environment, employees are forced to move to other

1 Nuclear family 226 68.5

2 Joint family 104 31.5

Total 330 100.0

6.2.9 Number of Dependents of the Respondents

Employees carry several responsibilities at home as well as in their

Number of Dependents of the Respondents

Number of Number of Total

1 <4 201 60.9

2 4-5 120 36.4

Total 330 100.0

6.3 Stress Symptoms of the Respondents

6.3.4 Accelerated Speech

Speech and language problems, which can be temporary or permanent,

Nail biting is often considered to be a common reaction to stress and in

When people find themselves continuously agitated instead of being