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CHAPTER 2: LITERATURE REVIEW
Bharathi and Gupta (2017) explored the factors
influencing job stress and employees' productivity in the various IT sectors of
India. [MOU1] The literature from 1990
to 2017 relevant to the employees’ productivity and commitment was considered
in the research. Most of the researches covered the educational, banking,
economical, financial, and communicational sectors considering the factors
influencing job stress and employees’ productivity (Al-dalahmeh et al, 2018). Interpersonal relations, gender
discrimination, and work stress were considered the core factors influencing
job stress and employees' productivity (Harzer, and Ruch, 2015; Sharma and Dhar, 2016). [MOU2] It was concluded
that these factors have a direct relationship with the job stress and indirect
relation with the employees' productivity and can be solved using the variables:
work timing, absenteeism, compensation, role overlapping, relationships, and control
engaged with the job stress and employees' productivity[MOU3] . The research was based on the IT sectors
and specific regions of India. The results can be validated by considering the
research on the International level.[MOU4]
Harzer and Ruch (2015) focused on the
characteristics strengths coping with job stress in the organizations. 214
Samples from the nurse population and 150 mixed samples belonging to the
different fields were included in the data collection. Lack of high-quality
skills as well as interpersonal differences, intellectual gaps, and emotions
playa a key role in job stress and lag in the performance of employee (Kim et al. 2018). The
interpersonal and emotional character strengths have a positive effect on the
nurses' employees’ productivity and performance but the intellectual character
strength influences nurse's individual performance negatively. The character
strengths are flexible, therefore; it can improve the negative effects of the
job strand performances (Coenen
and Kok, 2014). The research focused on the only characteristics to
judge the job stress and variable of the job stress influencing the employees’
productivity and performance. The
research might be extended considering different job stress variables such as
work burden, low wages, or peer pressure.
Vijayan (2017), explored the job stress factors and the effects of these
factors on the employees' working performance. Moreover, the research focused
on the strategies to mitigate job stress. The data was collected from the
employees who belonged to the Aavin company in Coimbatore. The security issues,
work burden, low salaries, role ambiguity, role issues, and autonomy were
considered the general stress related to the job (Kavosi et al., 2018). But, it was concluded that work
burden, security issues, and shift work are the root stresses in the
organization and these factors directly reduce organizational performance. The
study suggested considering counseling, incentive, and meditation as the
strategies to improve the performance and productivity of the employees. The
research was based on the methodology considering the Aavin company employees
and the results can be reliable and valid by expanding the research region (Felzensztein et al., 2015). As
the research was conducted on a single company Aavin, so it can not be
considered valid or effective for every organizational structure. Further
research needs to be conducted in order to meet more desired outcomes in retail
sector.
Jalagat (2017) aimed at finding the performance of the employees in the
presence of the job stress parameters. The questionnaires were divided between
the 80 participants to collect the data but, 60 respondents returned the
questionnaire paper out of 80. Meanwhile, the regression and correlation
techniques were used to find the results. The findings of the study explained
that there is a tradeoff between underutilization and workload and, employee
performance. According to Luet al. (2016), the outcomes of the employees are associated
with the workload and family balancing. It was suggested that the supervisors
need to focus on the employees’ skills with motivation and variables of the job
stress to enhance the organizational performance.
Garr (2014) proposed work/life fit policies to decrease the job stress
and impact of these policies on employees’ productivity. The study was based on
the quantitative approach by conducting telephonic interviews and asking open
questions from the employees of various companies. It was founded that the
flexibility in the work/life fit policies decreased the job stress and it
influences the employees' commitment and productivity positively. Productivity
management is one of the big issues as well as among the necessities of an
organization among employees (Vijayan,
2017). The research suggested to the managers and supervisors to make
sure flexibility in the organizational policies relevant to the employees to
overcome the stress. The telephonic interview procedure has a lack of interest
to the participants and decreases the validation of the results (Bowden and Galindo-Gonzalez 2015).
Habib et al. (2014), identified the relationship between the organization
culture and stress as well as the effect of the organizational culture on the
employees' commitment and employees' intention toward the organization. Bhatti (2016) suggested providing a
culture stress-free environment in the organization to achieve the target of
the performance by enhancing the productivity level of employees. The
data was collected using the questionnaire procedure from the employees. The
Multan district of Pakistan was considered for a questionnaire from employees
for the data collection. The results using correlated techniques and SPSS
showed that the turnover, job satisfaction, and employees’ commitment rely on
the culture of the organization. The nature of the organization directly
influences the employees’ satisfaction.The organization's culture can help the
smooth working of the organization (Yousef,
2017), and the nature and environment of the setup should be focused on
to get the objectives.
Rizwan et al. (2014) identify the job stress causes and their effect on job
satisfaction, employees' performance, and commitment. The role conflict and
role ambiguity were discussed as the root causes of the job stress in the
research (Schmidt et al., 2014).
The role ambiguity is the change in the role due to the rapid change in the
organization system (Kim et al.,
2015). The questionnaire procedure was considered to collect the primary
data from the participants. 200 questions were identified but only 90 out of
200 questions were selected for the research and SPSS analysis was used for the
results. According to the results, role conflict and role ambiguity have significant
relation with job stress. Meanwhile, satisfaction is associated with the job
stress role ambiguity negatively, but the role conflict has no significant
relation with job satisfaction. The research suggested that understanding the
employees’ attitude can be helpful to find the results of the research. [MOU5]
George and Zakkariya (2015) aimed to find the job-related stress and job satisfaction
among the various bank employees. 337 employees from three different banks as
public, new generation, and private banks were asked to solve the
questionnaires. Finally, one-way ANOVA was considered to find how the job
stress and satisfaction changes among the employees of three different banks.
The workload is associated with private sectors while the employees of public sectors
are more satisfied as compared to the employees of the private and new
generation bank sectors (Tabvuma
et al., 2015). It was concluded that employees of the private and new
generation sectors have greater job stress than the public sectors, similarly,
the public sector employees are satisfied more as compared to the new
generation banks and private banks employees. In addition, the results showed
that job stress due to workload and satisfaction are negatively related with
each other (Guinot et al., 2014).
Only bank sectors were considered in the research, and the researcher can
expand their results by collecting the data from employees belonging to the
different sectors instead of banks.
The researcher defined
the Perceived Organization Support (POS) and discussed the mediating role of
POS between commitment and job stress. According to Felzensztein et al. (2015),
The extent to which workers feel their organisation values their efforts,
concerns regarding their health, and meets their emotional and social
requirements is referred to as POS. The data was collected considering the 400
employees in the five hospitals in Amman and Jordan. The data were analyzed
using regression analysis and correlation techniques. The findings of the
research indicated that the POS plays a key role between satisfaction and job
stress. In addition, job stress and POS are negatively interlinked and also
there is a negative relation between POS and satisfaction and commitment (Felzensztein et al., 2015). The
accurate results can be achieved considering the vast region for data
collection. More reliability and validity can be achieved considering the
different sectors to collect the data.
As stated by Liu et
al. (2019), there always remain a global concern of low healthcare turnover
especially in remote or rural areas due to work burden and dissatisfaction at
workplace settings. The main purpose of the research was to find out the reason
behind low turnover rate in rural health sector of china while keeping the
variables of work stress and job satisfaction in contact (Liu et al., 2019).
The method that was utilized to conduct the study was based upon three stage
random sampling on 11 different provinces of China on 5046 respondents. The
study revealed that 29% of the workers that have low turnover rate were less
educated as well as were working on low wages (Liu et al., 2019). This
indicates that low salaries and lack of technical skills due to illiteracy my
also become one the major reasons behind stress and dissatisfaction at
workplace setting. There are so many limitations in the study, as it was
conducted on a limited western region of China. Meanwhile, the variables that
are being utilized in the study were only education, low salary, and job
satisfaction. The study did not manage to provide the productivity level of
employees at such harsh conditions. Further study needs to be conducted to get
the desired outcomes.
Anjum et al, (2018), conducted
a study whose main purpose was to analyze the impact of toxic workplace setting
on the productivity and commitment level of the employees. The study revealed
that workplace toxics environment which involves bullying, Ostracism,
Incivility, and Harassment can severely damage the productivity as well as
commitment levels of the employees.
According to
Fisher-Blando and J.L (2008), toxic work environment which includes bullying
and Incivility can result in decreasing down the overall productivity as well
as commitment level of the employees. Meanwhile, the study also revealed that
satisfaction level of such employees decreases down to such an extent that
employees’ turnover rate also starts decreasing down with the passage of time
(Fisher-Blando and J.L,2008). This infers that bullying and job satisfaction
are negatively interlinked with each other. The study conducted by Anjum et al.
(2018), only talked about few variables that are related to work setting
bullying and toxic behaviors. Meanwhile, it lacks number of other variables
such as retail market structure, peer pressure, lack of technical skills, and
education background. The study can be further enhanced or validated by adding
variables such as satisfaction level of employees as well as productivity and
commitment level.
The main objective of
any firm is to reduce the work-related stress to enhance the commitment level
of their employees toward the organization. However, work burden and many
factors keep on inserting stress at certain points within an organizational
structure (Winnubst, 2018). This occupational
stress can further be understood from the study conducted by Zehra et al.,
(2017), the main purpose of the research is to find the correlation between
occupational stress and commitment level of doctors working at private and public
sectors. The study revealed that public sector doctors in Pakistan are less
stressed to that of Private sector due to work burden as well as pressure from
the top management in private sector (Zehra et al., 2017). Meanwhile, the male
doctors in private sector are even more stressed to their counterpart female
doctors. The research revealed that increased stress level in private sector is
due to the pressure from top management as well as tough working routines. The
data being utilized for this research is only being collected 1039 responses from
Karachi, Pakistan. The study only focused on the occupational stress and
commitment level while ignore numerous other factors. The study can further be
validated by including more variables in it.
Nasir (2010), conducted a study by considering three components
commitment, stress, and career path to analyze the behavior of works in small
and medium sized organizations. The main purpose of the study was to determine
the relation between type of commitment and its positive as well as negative
impacts on the employees of an organization (Nasir, 2010). The research was
conducted on employees of medium as well as small sized firm with full-time and
part-time job holders through questionnaires. Furthermore, the research work of
Nasir (2010), revealed that employees are more satisfied in the organizational
structure with less pressure from top management and vice versa. According to
Punya and Nisha (2015), there seems to be high level of occupational stress in
the employees of insurance company because of their hectic routine and pressure
from top management. This infers that pressure from top management is also one
of the main factors behind occupational stress and diminishing productivity
level of employees.
Pawełczyk-Cnudde
(2018), aimed to describe the negative effects of stress on the sustainability
of an organization as well as utilized quantitative findings to explain
organizations the negative effects of stress on the overall productivity. The
expenses of intense stress were deemed prohibitive, and as a result, Belgium
enacted legislation to safeguard workers against workplace emotional exhaustion
(Houtman et al., 2021). The need for legislation to protect employees from
burnout by Belgium government shows the negative effects of stress on the
productivity and mental health of employees. Pawełczyk-Cnudde (2018), found out
that employees that work within stressful environment are more likely to face
mental health issues as well as psychological disorders. These health issues in
return effect their working abilities and thus the commitment of employees as
well as the productivity of overall organization decreases down. Occupational
stress affects worker productivity, raises absences and withdrawal behaviors,
raises the time duration taken off office for medical visits, and raises
medical expenses for an organization, all of which have negative health
consequences (Ogetai et al., 2018). This infers that health of employees is
necessary for the sustainability and productivity of a firm. The study
conducted by Pawełczyk-Cnudde (2018), only utilized questionnaires for its
research work on limited number of respondents. The results can be further
improved by conducting research at macro level.
Yousaf et al.
(2019), conducted a study with an aim to
use the social support buffering hypothesis and the conservation of resource
theory to investigate work - related stress and its harmful repercussions, such
as organizational commitment and role ambiguity, among top-notch hotel
management workers in the China. The main source of the data being collected
for this study was from 318 restaurant workers in the eastern part of China
(Yousaf et al., 2019). Work satisfaction was discovered to be a mediation
factor in the connections between work stress and job involvement for top-notch
restaurant sector employees, as well as occupational stress and staff turnover
intentions (Yousaf et al., 2019). This infers that it found a negative link
between job satisfaction and work-related stress within the study and vice
versa in the hotel management industry. According to Yalabik et al. (2017), work
engagement could not be maintained without a strong foundation of employee
satisfaction. This implies that there exists a negative relationship between
work engagement and employees’ satisfaction. Meanwhile, it is impossible for
the organizations to achieve sustainable goals without proper involvement of
their employees within the job through proper dedication and engagement.
Abu-Shamaa et al.
(2015), conducted a research work with an aim of measuring the effects of work
satisfaction as well as engagement on organizational commitment. The author
conducted the study because organizational commitment in the recent business
world is getting more importance as businesses grow and prosper even greater with
employee’s engagement as well as their commitment towards the company’s goal
(Abu-Shamaa et al., 2015). This suggests that employee’s engagement and
commitment toward work is of great importance for the businesses to in order to
prosper. This study looked at two qualitative characteristics that influence
it: work satisfaction and job involvement. An experimental research was
done to confirm the determinants' connection to organizational commitment, and
the findings revealed that these concepts have a favorable influence on the
dependent variable (Abu-Shamaa et al., 2015). However, there comes numerous
limitations in the study as the author only used qualitative data to measure
the outcomes. Meanwhile, the variables being utilized in the study were very general
in nature with no quantitative measures involved. The study can be further
validated by taking quantitative measures alongside a larger set of respondents
from different industrial areas.
Tosun &
Ulusoy (2017), conducted a research with three main purposes: the first goal
was to determine the work engagement, occupational contentment, and job
stress of medical professionals; the 2nd goal was to examine the
relationship between the work engagement, occupational contentment, and
professional stress; and the final goal was to examine the work engagement,
occupational contentment, and stress levels of medical professionals as per
their geographical locations and characteristics. The samples collected
for the study were from Turkish hospital university from 735 respondents. The
study revealed that main determinants of stress within occupational setting
were peer pressure, workload, and pressure from top management. Meanwhile,
there exist a negative relationship between job stress and occupation
contentment and work engagement. Furthermore, the level of stress as well as
occupational commitment and engagement differ from person to person according
to their demographic locations. The main limitation in the study was that the
data was took from a single hospital. The study could be further validated if
sample size and area of study world be larger[MOU6] .
2.1 Conclusion
Most
of the researches are based on the relationship between job stress,
productivity, commitment, satisfaction, and performance. Job stress directly
influences the employees' productivity, satisfaction, and commitment, and
organizational performance. Productivity, satisfaction, commitment, and
organizational performance decrease with job stress. The job stress increases
from public to private sectors and influences more to employees' performance
and commitment negatively as compared to the public sectors. Moreover, role
conflict, shift work, role ambiguity, work burden, interpersonal, and low
salaries were considered as main factors of job stress which directly and
indirectly affect the satisfaction and performance of employees and
organizations.
CHAPTER 3: RESEARCH METHODOLOGY
3.1 Overview
This
chapter will describe the methodology that will be used to find the impact of
job stress on the productivity and commitment of employees within an organization.
Meanwhile, the current chapter will also highlight different layers of onion
model that will be utilized to analyze the results and outcomes of the
research. This chapter will also thoroughly highlight the techniques and
procedures that will be used to analyze the sampling strategies and approaches.
Meanwhile, this chapter will also talk about research ethics as well as sample
size that will be use for the research before analyzing data and frequency.
3.2 Onion Model
The
onion model is used due to the quantitative data that is collected using the
survey procedure. It is used from the outer layer to the inner layer, and each
stage explains the research process (Müller, 2019). But the question is that why the researcher has
used the onion model in the research? Sinha et al. (2018), answered the question based on the data type
(quantitative data) and advantages of the model as:
1.
Highly
structured
2.
The analyst has
to proceed with the topic stepwise and integrate the ideas
3.
High
maintenance
4.
Quantitative
based
3.2Research philosophy
The
research philosophy is the knowledge of facts, reality, assumptions, theories,
and observations to be used in the research. It is based on three philosophies:
epistemology, oncology, and axiology (Alharahsheh and Pius, 2020). Interpretivism research philosophy will
be considered in the present study. Interpretive methods include conceptual
frameworks and viewpoints that incorporate a view of reality as socially
produced or rendered significant via the interpretation of events by
individuals (Ryan, 2018). This
study will be using the interpretivism approach as interpretivism is helpful
for the qualitative data. This study will be utilizing interpretivism paradigm
because of the attributes that are given below:
1.
It relies on
the experiences of the human practices with the passage of time
2.
It is not
required to go in-depth, unlike positivism relying on the depth observations
3.
It is
qualitatively based
4.
Reliable and
valid research-based
As
positivism depends upon qualitative data, and the sampling technique being used
for this study is questionnaires. The observable and quantifiable data being
collected from questionnaires can be analyzed from interpretivism paradigm.
Meanwhile, this paradigm can later lead towards generating the statistical
analysis. The main drawbacks of interpretivism are the subjective nature of the
technique and the large amount of opportunity for researcher bias. As data is
frequently influenced by personal viewpoints and beliefs, primary data obtained
in interpretivist studies cannot be generalized (Alharahsheh & Pius, 2020).
3.3 Research approach
The
present research is based on the deductive approach. The research approach as a
second layer of the onion model relies on the previous layer of research
philosophy. Therefore, the study's aim is necessary to understand to link the
layers and to use the appropriate techniques in the research.
1.
straightforward
approach and relies on the Interpretivism
2.
It has a vast
source of data
3.
It does not
need observing in-depth
4.
Based on the
qualitative approach
The
study will be using deductive approach for research, which will formulate the
set of hypotheses to initiate the process. Furthermore, relevant research
techniques will be utilized to further test them wrong or right. However, there
are certain drawbacks of using this approach such as high risk of faulty
economic reasoning or applying it on wrong assumptions which will completely
bring invalid results.
3.4 Research strategies
The
research strategy as a third layer of the onion suggests the way of how data is
collected (Asher and Popper, 2019).
Interviews, case studies, literature review, experiments, and strategies are
chosen approaches on the basis of which the data of the research can be
collected (Beery, 2016).
The researcher has considered the survey based on the interviews with the
participants. Facts and opinion questionnaires process are two types of surveys
asked from the participants. The survey has been conducted based on
questionnaires process, and the researcher has focused on the employees
belonging to the different sectors to get accurate and reliable data of the
research.
3.5 Data Collection Methods
Data
collection method is a process of collecting data based on the observations
through the utilization of questionnaires, surveys, or interviews. Observations
within data collection methods aims to find out the behavior of people towards
a certain norm by collecting their viewpoints through different strategies.
Meanwhile, the basic purpose of the data collection is to find the authentic
and right information regarding the research work being conducted by an
individual. This is one of the key parts within the research work and the
researcher must insert its full potential in this part of the study to get valid
and authentic results.
The study
results will be more validated and authentic if the source as well as collection
of data is in large number. Meanwhile, there are two different types of data
that can be collected that one may collect for this section of the study which
is primary and secondary sources. The primary source data is the unique data
that is collected from the relevant source for the first time. The primary data
can be collected through the utilization of interviews, questionnaires, and
surveys. While, secondary data is already existed source of data. Secondary
data can be collected from existing sources such as websites, publications, and
newspapers.
This study
will collect data from different individuals associated with Retail sector in
Utter Pradesh, India. The study will utilize personals from different positions
to get the optimum results. The reason behind selecting retail personals from
different positions is to understand every aspect of stress, productivity, and organizational
commitment through proper observations. Meanwhile, the retail sector is the busiest
business in the present world, where one can find every kind of persons. So,
the election of retail sector individuals is to get the valid and authentic
results within their workplace setting.
3.5.1 Sampling Strategies and Samples
There are
two basic kinds of sampling techniques that are mostly used in data collection which
are probability and non-probability based approaches. The sampling technique
that will be utilized for this specific study will be non-probability sampling.
Furthermore, the sampling approach that will be utilized to collect the data
will be snowballing. Snowball approach is a process through which one may reach
the authentic source through different referrals through non-probability sampling
technique (Parker et al., 2019).
The ultimate objective behind the utilization of snowballing approach is to reach
the authentic personals without getting distracted from the main research. Snowball
approach will help the study to reach those individuals in retail sector of
Uttar Pradesh, India that suffers most from the work-related stress.
Techniques
and procedure are the combination of two layers in the onion framework which
are merged. This last layer of the model deals with the data collection, sample
size, and analysis using the various quantitative and qualitative techniques (Melnikovas, 2018). The survey has
been conducted and, 95 samples and 12 questions relevant to the relationship
between job stress and employees’ productivity, commitment are considered in
the research. The individuals that are utilized for survey process are
supervisors, board of directors, managers, clerks, and random employees that
work in the retail sector of Uttar Pradesh, India. The 95 samples from a 120
population have been chosen, and this filtering is based on the employees’
expertise of the relevant field, and questions have been asked with the samples
randomly to make the research cost-effective and time effective.
3.5.2 Analysis
The study
utilized the questionnaires to collect data from different personals associated
with retail sector. The study will use the findings from questionnaires to
generate tables and graphs on the Excel sheet for the analysis. The questions
will be divided upon the bases of objectives that are being utilized in this
study. The data will be coded numerically from strongly dissatisfied to Strongly
Satisfied. Furthermore, statistical test will be utilized to analyze data.
3.7 Ethical consideration
The
recent study has followed all the ethical standards being defined by the
university. The information being collected from different individual is
completely confidential. There has not been any breach of data or use of force
to collect any data or information from the individuals who participated in it.
The individuals have been given incentives and clearified every deatil before
conducting survey on them. Meanwhile, the study has been conducted with consent
of those individual through their volunteer involvement. Meanwhile, the data
collected from those observation is kept confidential and will only be utilized
for this study.
Onion
model is being used for the purpose of data collection in the research
methodology of this study. Meanwhile interpretivism philosophy is utilized with
a deductive approach. The current research work has utilized effective method
of observations and data finding. There were total of 120 respondents being
selected for this study out of which 95 respondents gave their response. The
questionnaires have been filled by the individuals being staying in Uttar Pradesh
and are closely associated with the retail sector.
3.8 Research limitations
The
study has considered the 300 samples, and that is a high sample size due to
which biasing can be developed. The accurate and reliable results can be
achieved using the threshold size of the sampling. Moreover, the latest
methodology model can be used instead of the onion model given in 2007.
3.9 Conclusion
The
present research on the topic, impact of job-related stress on the productivity
and commitment of the employees, is based on the quantitative approach due to
which the onion framework has been used. The researcher has used the onion
model under the moral values, andused quantitative, Positivism, and deductive
approaches in the research for convenience and seeing the topic requirements.
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