Employee Attitude towards Stress and its Impact on Absenteeism in

Arete IT Services Pvt. Ltd, Vijaywada

Authors
Ms. Kovvuri Aparna
Pin No: 17551E0051, MBA II Year
Email Id: aparnareddykovvuri786@gmail.com
Dr. P R K Raju, Director-DMS
Godavari Institute of Engineering & Technology,
Rajamahendravaram.

Abstract:
Stress has a significant impact on employee’s productivity and affects the organizational
performance by increasing absenteeism and which affects the organisation negatively. The aim of
the study is to find out the attitude of the employee towards stress and causes of stress within the
organisation and its impact on absenteeism. A total of 76 employees from different departments in
Arete IT Solutions Pvt. Ltd, Vijayawada is taken as sample of study. Data was collected by using
questionnaire with background questions, job stress such as role conflict and ambiguity, lack of
participation in decision making, lack of authority, workload and interpersonal relationships and
statements about the effect on organizational performance. Then this study helps to determine the
most inducing stressors amongst employees which lowers employee’s performance in the
organisation. The external factor is beyond the control of organisation. The findings showed that
occupational stress does not have a direct impact on intention to leave and absenteeism. First
organisation need to increase job satisfaction by reducing occupational stress. By reducing stress,
organizations preserve reducing the intention to leave and absenteeism.
Key words: Occupational Stress, Absenteeism, Role conflict, Job satisfaction
Purpose of Research:
Occupational Stress is the way human beings react both physically and mentally to changes events
and situation in their working lives. People experience stress in different ways and different
reasons. Job stresses have negative impact on employees performance and lead to job
dissatisfaction, decrease employees morale and motivation, employees absenteeism and increase
job turnover, In contest with employees absenteeism businesses are faced with impeded
productivity, ineffective service delivery and reduced performance, thereby negatively affecting
sustainability. The purpose of this research is to focus on the main issues faced due to
occupational stress and its impact on employees‟ absenteeism. The study can be significant
particularly for the employees to minimize the own job related stress and saving themselves from
variety of health issues. The study also helps management to reduce their rate of absenteeism
which leads to poor organizational performance. Thus the study stands for overcoming day to day
job related issues amongst both employer and employees to turn the organisation efficient and
effectively.
Introduction:
Stress is also understood as a state of tension practiced by people facing extraordinary demands,
constraints or opportunities. The pressure of recent life, not to mention the strain of employment,
will result in emotional imbalances that put together labelled stress. The term stress commonly
refers to excessive stress caused by extraordinary demands, constraints or opportunities.
It is a famous incontrovertible fact that employee as the lifeblood of each organization. The
higher they're - the higher qualified, trained, and managed, the more practical and profitable the
organization are in this lightweight, Human Resource Management may be outlined because the
economical and effective utilization of human resource to realize goals of a company
Occupational Stress is stress associated with one’s job. Stress usually stems from surprising
responsibilities and pressures that don't align with a person’s data, skills, or expectations,
inhibiting one’s ability to cope. Stress will increase once staff don't feel supported by supervisors
or colleagues, or feel as if they need very little management over work processes. Absenteeism
refers to workers absence from their regular task once he's commonly schedule to work. In
different words, it signifies the absence of an employee from work when he is scheduled to be at
work. Any employee may stay away from work if he has taken leave to which he is entitled or o
ground of sickness or some accident or without any previous sanction of leave. Therefore absence
is also approved or unauthorized, willful or caused by circumstances on the far side one’s
management.

Meaning:
Stress can be defined as the harmful physical and/ or emotional responses that occur when the
requirements of the job do not match the capabilities, resources, or needs of the worker. Job
stress can lead to poor health and even injury to the employee. Absenteeism is a habitual pattern
of absence from a duty or obligation in his day-to-day activities in the organisation.
Traditionally, absenteeism has been viewed as an indicator of poor individual performance, as
well as breach of an implicit contract between employee and employer; it was seen as a
management problem, and framed in economic or quasi-economic terms. More recent
scholarship seeks to know absence as associate degree indicator of psychological, medical, or
social adjustment to figure. High absence within the geographical point is also indicative of poor
morale, however absences also can be caused by geographical point hazards or sick building
syndrome.

Definition:
According to Richard S Lazarus, stress is a feeling experienced when a person thinks that “the
demands exceed the personal and social resources the individual is able to mobilize”.
According to Labour Bureau of Shimla, Absenteeism is defined as the total man shifts lost
because of absence as percentage of total number of man shifts scheduled to work.

Need for the Study

Employee absenteeism is common in all companies in all industries. However, in some
companies or in some industries there can be huge absenteeism. There may be different factors
or backgrounds causing this huge absenteeism rate and it indicate different sources for employee
absenteeism. But, in IT Industry, stress may be one of the critical factor that results in employee
absenteeism. However, there are few studies done by different researchers relating to the attitude
towards stress and its impact on employee absenteeism. In addition to that, there are many
studies that were done at the company levels. As a whole, there is a sound theoretical and
empirical knowledge gap about the sources of stress and its impact on employee absenteeism.
Therefore, the problem of the study is: what are the significant factors which affect the employee
absenteeism in the Arete IT Solutions Pvt Ltd. Then, the objective of the study is to find out the
employee attitude towards the stress and its impact on employee absenteeism in Arete IT
Solutions, Pvt Ltd, Vijayawada.
Scope of the Study:
A study entitled “Employee Attitude towards Stress and its impact on Absenteeism among Arete
IT Solutions, Pvt. Ltd. Vijayawada”, highlights the important consequences of occupational
stress which leads to low morale and turns increasing absenteeism towards work among
 employees in the organizations. The study initiates the determination of different factors which
lowers employee’s performance such as poor physical working conditions, work overload, time
pressures, job instability, personality, control and decision making capacity, depression, work
demands, family demands, compensation, motivation working environment, occupational stress.
Thus the study significantly identifies the important inducing stressors present in the
organization which includes role conflict and ambiguity; promotion, development and training
opportunities; participation in decision-making and authority; workload and working conditions
etc.,

The research identifies the ways of job stress which leads to employees‟ absenteeism in
the organization by means of analyzing of stressors with relation to job dissatisfaction,
employee morale and job turnover. Finally the research evaluates the directions to minimize
job stress among employees and thus reduce the rate of absenteeism within the organization.

Objectives of the study:

1. To find out the factors which are responsible for absenteeism Arete IT Solutions, Pvt Ltd,
Vijayawada.
2. To study the employee attitude towards stress and its impact on employee absenteeism
3. To find out the rate of absenteeism among workers with reference to those factors of absenteeism
that is controllable by the management.
4. To find out the influence of other factors which are responsible for absenteeism
5. To suggest some measures to manage stress and reduce the rate of absenteeism

Research Methodology:
Meaning:
Research is an academic activity and as such the term should be used in a technical sense.
According to Clifford Woody Research comprises defining and redefining problems, formulating
hypothesis or suggested solutions; collecting, organizing and evaluating data; making deductions
and reaching conclusions; and at last carefully testing the conclusions to determine whether they fit
the formulating hypothesis.
Research Design:
“A research design is the arrangement of conditions for collection and analysis of data in a manner
that aims to combine relevance to the research purpose with economy in procedure.”
Descriptive Research:
Descriptive research includes survey and fact-finding enquiries of different kinds. The major
purpose of descriptive research is description of the state of affairs as it exists at present. The main
characteristic of this method is that the researcher has no control over the variable; he can only
report what has happened or what is happening.
Sampling Design:
A sampling design is a definite plan for obtaining a sample from a given population.
It refers to the techniques or the procedure the researcher would adopt in selecting item for the sample.
Sampling Method:
 Probability sampling: Probability sampling form a finite population refers to that method
of sample selection which gives each possible sample combination an equal probability of
being picked up and each item in the entire population to have an equal chance of being
included in the sample.
Sampling Technique:
 Simple Random Sampling: In some instance, every element in the population has a known
and equal chance of being selected as a subject is known as systematic sampling.
Sampling Unit:
The researcher considered the workers who are working in Arete IT Solutions Pvt. Ltd, Vijayawada
as the sampling unit for this study.
Sample Size:
The sample considered for this study is 76.
Sources of Data:
 Primary Data:
The primary data are those which are collected afresh and for the first time, and thus
happen to be original in character. The data required for the study is taken from the
employees of the Arete IT Solutions through questionnaire.
 Secondary Data:
The secondary data are those which have already been collected by someone else and
which have already been passed through the statistical process. For this study secondary
data collected from the various Journals, Text books, websites. Etc.,
Data Collection Techniques:
In this study structured questionnaire are used for data collection. The questionnaire has been
constructed in view of objectives of the study.

Data Analysis and Discussion:

Table-1: Demographic Profile of Workers

Particulars No. of Respondents Percentage

(%)
Male 49 64
Gender
Female 27 36
Marital Single/Unmarried 51 67
Status Married 25 33
18-25 Years 24 32
25-30 Years 19 25
30-35 Years 15 20
Age
Group 35-40 Years 08 11
More than 40 years 02 3
Status of Literate 76 100
Literacy Illiterate 0 0
Education Up to school level 0 0
Demographic Profile of Workers
From the above table-1 it is clear that
 64 % of the respondents were male and 36 % of the respondents were female.
 33 % of the respondents were married and 67 % of the respondents were remaining single. It’s an
advantage to the organisation.
 Majority of the respondents were aged 18-25 years (32%) followed by 25-30 years (25%), 30-35
years (20%) , and 35-40 years(11%). Organisation is having more no of young employees.
 Majority of the respondents said that long working hour as major inducing factor of occupational
stress in the organization.

Graph-01

CONTEXTUAL FACTORS
INFLUENCING
Decision
Making Workload
Job Pressure
instability

Long
working
hours
Poor
working Time
conditions Pressure

From the above Graph-01 it is clear that more number of employees getting stress from the time
pressure. After that workload could be the second main reason for occupational stress. Long working
hours have less impact on stress compared with other contextual factors.
Graph-02

FACTORS INFLUENCING STRESS

ON WORK FAMILY INTERACTION
Sleep
disturbance Work
s demands

Poor
nutrition
Family
Work demands
flexibility

From the above Graph-02 it is clear that the work demands and sleep disturbances are the primary
reasons for the stress. Poor nutrition could have the least impact on stress when compared with the
other factors. Family demands also have considerable impact on the stress. It also be considered as a
vital factor and it needs to be focused.
 Graph-03

FACTORS AFFECTING
EMPLOYEES’ PERFORMANCE

Job Occupation
satisfaction al stress

Working Compensat
environme ion
nt
Motivation

It is clear from the above graph-03 that occupational stress and job satisfaction having a great impact
on the performance of the employee in the organisation. But it is said that motivation is having less
impact on the employee performance.

Graph-04

ORGANIZATIONAL EFFORTS TO
MINIMIZE STRESS
Highly
Highly
Dissatisfied dissatisfied
satisfied

Neutral Satisfied

From the graph-4 Majority of the respondents are not identified the organizational efforts to minimize
stress and 9 % of the respondents are dissatisfied with the organizations’ efforts to minimize stress.
Only 16 % of the respondents are highly satisfied with the organizations’ efforts to minimize stress.
Organizations’ needs to identify new ways of minimizing stress.
 Graph-05

HOW OFTEN DO THEY ABSENT IN A

MONTH
Nil
< Twice

Once

Twice

According to the responses received, nearly 60 % of the respondents are absent twice and once in a
month. 26 % of the respondents are absent more than twice. It is clear that company needs to take
certain steps to decrease this percent.
Graph-06

REASONS FOR EMPLOYEE ABSENT

Health problem
Others / domestic
Working reasons
environment

Work
dissatisfaction
Stress

According to the graph-6, nearly 62 % of the respondents are absent twice and more than twice in a
month. It is clear that company needs to take certain steps to decrease this percent. 24 % of the
respondents are absent once in a month and 14 % of the respondents given that they were not absent
even once in a month.
 FINDINGS
During the interaction with the employees, as a part of study on employee attitude towards stress and its
impact on absenteeism, Arete IT Solutions Pvt. Ltd., Vijayawada
 Majority of the respondents leaving the organisation as early as completion of two years of service.
Very less percentage of respondents are working more than two years of service. Here employee
turnover is more. It will not be good for the company.
 Most of the employees are getting stress through time pressure. But workload pressure and job
insecurity are also factors which stimulating stress among employees.
 As per data collected, occupational stress is one of the important factor which is influencing the
performance of the employees nearly 30 percent. After this next most influencing factor is job
satisfaction.
 Almost half of the respondents feel and believe that they can manage stress through developing mental
skills. Physical and Social skills taking next place in managing stress after mental skills.
 43 % of the respondents stood neutral when asked for organisation efforts to minimize stress. It means
there is considerably low satisfaction among employees towards organisation efforts to minimize stress.
 Nearly half of the respondents are absent for two or more than two days in a month. It will not good for
the organisation and primary reasons for their absenteeism was occupational stress and health issues.
Organisation has to look upon this issue serious.
 Majority of the respondents nearly 70% feel that there is a great impact of stress on health issues and 45
% of the respondents are readily not willing to work overtime in the organisation.
SUGGESTIONS
Based on the study conducted the on the employee attitude towards stress and its impact on
absenteeism the following are the key suggestions.
 Oorganisation might take efforts to reduce the contextual factors which inducing occupational
stress which leads to reduce workload pressures and time pressures, in this which reduces the time
pressures for workers that will create a better working condition and reduces the absenteeism at
workplace, which will reduces the role conflict in the working space.
The organisation may provide some technical skills which is used to managing occupational stress
such as breathing exercises, meditation, spiritual skills etc., which helps to reduce occupational stress,
then the absenteeism rate will also decreases by the way of using technical skills. As well as the
organisation also take other some efforts to managing stress and absenteeism.
The organization shall improve the degree of favourableness among employees‟ in order to
achieve higher productivity by means of minimizing occupational stress.
Based on findings nearly 40-50% of the employees‟ are think organizational efforts helps to
minimizing stress for employees‟ are good which reduces stress as well as absenteeism and helps to
 both management and workers to build a strong relationship in organization at future.
Based on findings nearly 50% of the respondents are not willing to work more than two years. Here
employee turnover is more. So, company should focus on this issue seriously and find reasons to
decrease the employee turnover.
CONCLUSION

One of the important problem of every organisation especially IT industry is stress. It has become the
most common cause of employees in all the industries and especially IT too. Stress can make an
individual productive and constructive when it is identified and well managed in proper time. Positive
attitude and meditation would easily manage the stress to great extent. Thinking in a broader perspective
of life will definitely change stress levels in employees. There are many ways to managing stress, such
as meditation, yoga and some other techniques to cope stress etc. The negative stress or distress kills the
employees’ positive attitude and it turns to absenteeism, turnover, anxiety and depression. From this
study, it is identified that the employees were suffered from high level of job stress that too because of
time pressure. So the organisations should focus more on initiating positive attitude amongst employees
to minimise absenteeism. Even it is not possible to eliminate absenteeism completely by the way of
providing valuable means to their internal resources i.e., employees. The provision of various facilities
and techniques will help to reduce absenteeism. The major cause for absenteeism amongst employees
are due to the time pressure, not maintaining good relations with co-workers & superiors and negative
attitude which creates ultimately occupational stress. Though absenteeism is invisible, but proves fatal
for the entire IT industry. So the reduction in absenteeism will helps to improving the productivity and
better performance

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