International Journal oI Eunctional Management

(ISSN2319-1406), Vol-1, Issue-1 March-April 2013

~A Study on Role Stress Levels of IT Professionals in Chennai, India

Mr. S.RA1A, M.Sc., DIBT., MBA., M.Phil., PGDIB.,(PhD)``
**Asst. ProIessor, Department oI Management Studies,
Sri Venkateswara Institute oI Science and Technology,
Kolundhalur 631 203 Cell-9380832357
Email: raja22486yahoo.co.in
ABSTRACT
The recruitment division oI every company laid their emphasis more on closing as many vacant positions
as possible in a shorter duration but they are not able to realize what they are losing in the long term.
On the positive side the staIIing departments are making huge productivity, able to sustain in the market
but on the other side they are not able to understand the damage that`s happening in the long term by not providing
the necessary knowledge and interest in recruitments. This damage is caused because oI the high pressure the
recruiters going through and the depression oI not able to achieve the unrealistic targets also results in lessening the
motivational levels. The damage is so strong that in long term the consultancy loses on its reputation and also on its
potential.
The study was conducted in Chennai with a sample oI 112 IT proIessionals. The current study has
investigated the various Iactors which have contributed to the stress experience oI IT proIessionals. It aims to veriIy
the eIIectiveness oI stress management in improving the level oI employee productivity oI IT proIessionals to
describe their levels oI job stress and to discuss the Iactors that contribute to employees ' stress experience and
recommending measures Ior preventing distress within the organization.
This study reveals that high level oI role stress was experienced among the IT proIessionals.
Key words: Recruitment, stress experience,
Introduction
In today`s corporate world, with the nature
oI work changing at whirlwind speed, stress at work
and stress ill health has become a subject with many
people, and a matter oI concern with many
organizations. The number oI individuals aIIected by
job stress is growing day by day in almost every
industry.
We generally believe that the stress is
caused by external events and the dynamics oI the
environment. But we need to emphasis the Iact that
the stress is caused by our reaction to the external
environment. The manner in which we perceive and
understand the changes or the particular event creates
same event can bring happiness and cause stress in
two diIIerent people depending upon how they react
to it.
Stress management is an integral component
oI the organizational climate and an important
element in managing employee relationship. Usually
stress is present in every type oI work in every
organization, but the thing is people should not get
over stressed and hence there is lot oI chances that
the output gets lowered.
The stress has direct impact not only to the
work but to the Iamily also. Hence, it is necessary to
have a study on the stress Iaced by the employees in
the work place and to Iind out some suitable solution
to reduce it.
Pareek has deIined role as a set oI Iunctions
that an individual perIorming in response to the
International Journal oI Eunctional Management
(ISSN2319-1406), Vol-1, Issue-1 March-April 2013

expectations oI others and his/her own expectations

about the role. There are two role systems: role space
& role stress.
Pareek (1983) pioneered research work on
role stress by identiIying as many as 10 diIIerent
types oI organizational role stresses. These are
described here brieIly.
1. Inter role distance (IRD) when there is
conIlict between the organizational role and
other roles
2. Role stagnation (RS) when there are Iew
opportunities Ior learning and growth in
organization
3. Role expectations (REC) when there are
conIlicting demands made on the role by
diIIerent people in the organization
4. Role erosion (RE) when an individual
Ieels that some important Iunctions which
are related o his work are given to someone
else to carry out he/she Ieels that the job
which he is doing is not challenging
5. Role overload (RO) when there is a Ieeling
that too much is expected Irom the role than
what the occupant can cope with
6. Role isolation (RI) when there is a lack oI
appropriate linkage oI one`s role with the
others role in the organization
7. Personal inadequacy (PI) when there is a
lack oI knowledge, skills or adequate
preparation to be eIIective in a particular
role
8. SelI role distance (SRD) when there is
conIlict between one`s value and selI
concepts with the requirements oI the
organizational role
9. Role ambiguity (RA) when an individual
does not have a clear picture oI work
objectives, co- workers expectations and the
scope and responsibilities oI his/her job.
10. Resource inadequacy (RI) when there is
non-availability oI resources needed Ior
eIIective role perIormance.
Rationale and scope of the study
The concept oI organizational role stress has
gained popularity in the developed countries. The
present study has been conducted to Iind out the
various issues underlying organizational role stress
and to present them as a composite whole and in the
process identiIy all the possible Iuture directions Ior
research in this area.
The study oI stress patterns among the
employees is to identiIy the diIIerent level oI stress
which happens in each individual.
The study will helps to gain new valuable
suggestions and recommendations on the basis oI
analysis and interpretations
Purpose of the study
To identiIy better improvements needed Ior
the company by including survey among the
employees.
To oversee the comIort level among the
employees in their working environment
To analyze the employees personal habits
and stress in both work and personal liIe
Objectives
To study the role stress level among the
employees in the work place
To identiIy the Iactors that causes stress
among the employees
To suggest measures Ior preventing distress
within the organization
To give suitable suggestions to reduce the
stress
International Journal oI Eunctional Management
(ISSN2319-1406), Vol-1, Issue-1 March-April 2013

Methodology
Research design:
The study explores the organizational role
stress levels oI IT proIessionals in Chennai. The
study uses a descriptive research design. The survey
was conducted among the IT proIessionals with the
help oI the questionnaire.
Sample:
The study was conducted within the square
soIt technology with the sample size oI 112.
Sampling techniques:
The convenience sampling technique was
adopted Ior selecting the sample.
Data collection:
The primary data were collected by two
methods
1. Survey through hard copy
2. Survey through internet
Instrument used:
The tools used were the organizational role
stress scale developed by udai pareek
Limitations:
The study is based on the small population
like 112 samples with in the square soIt technology.
The research was concluded through
questionnaire Irom employees.
Accuracy oI the study is purely based on the
inIormation given by the respondents.
Some oI the respondents were reluctant to
come out with the exact details required in the
questionnaire
Review of literature
The word stress is derived Irom the Latin
word, stingere, meaning to draw tight. 'Stress is the
reactions oI people have to excessive pressures or
other types oI demand placed on them. Managing
stress at work discussion document, United Kingdom
Health & saIety commission, London, 1999|
'Stress is a Non-speciIic response oI the
body to any demand (selye, 1914)
'stress reIers to physiological, behavioural
and cognitive responses to events appraised as
treating (or) exceeding one`s coping responses and
options (lazarus,1966)
(slattery, selvarajan & anderson, 2008) in
their study on the relationship between new employee
development (NED) practices, role stressors and
employee work related attitudes assessed that NED
practices were both negatively related to role
ambiguity and role conIlict. Role stressors were
positively related to role ambiguity and role conIlict.
Pareek & metha deIined stress as a conIlict
between the organizational roles and Non
organizational roles perIormed by individual.
(Bedeian & armenakis, 1981) in their study
conIirmed the importance oI role perceptions in
understanding job related attitudes. Role conIlict and
ambiguity were associated with high levels oI job
induced tensions and low levels oI job satisIaction.
The Iindings have also Iound direct implication on
the perceived desirability oI leaving or staying in an
organization.
Findings & Discussions
57 oI the respondents are Male and
remaining 43 are Iemale.
64 oI the respondents always Ieel that
there is some interIerence oI personal liIe
over proIessional liIe. This shows the high
level oI Inter-Role distance stress among the
employees.
68 oI the respondents disagree with that
they are not learning enough in their present
role Ior taking up higher responsibility. Thus
International Journal oI Eunctional Management
(ISSN2319-1406), Vol-1, Issue-1 March-April 2013

a reduced level oI Role Stagnation stress is

seen with the employees.
71 Ieel that they can able to satisIy the
demands oI higher role occupants with their
current Role. Since there is no such Role
Erosion Stress among respondents.
71 disagree with that there role reduced its
importance. Since there is no such
considerable Role Expectation ConIlict
stress among the respondents.
SigniIicant numbers oI respondents (50)
Ieel that their work load is not too heavy.
This shows the considerable presence oI
Role Overload Stress.
68 Ieel that there is inadequate attention
Irom other roles. Thus the role Isolation
stress is high among the respondents.
All the respondents Ieel that they are having
adequate knowledge to handle the
responsibilities in their role. ThereIore there
is No such Personal Inadequacy Stress
among respondents.
57 Ieel that they are doing things against
own judgments.
61 Ieel that they are unclear about the Job
Responsibilities oI their current role. Since
the Role Ambiguity Stress is very high
among the respondents.
Majority oI the respondents (71) Ieel that
they are getting adequate inIormation
needed to carry out responsibilities assigned
to them. Since no such Resource Inadequacy
Stress among Respondents.
61 Ieel that their various interests are
neglected. Since we can inIer that
considerable amount oI Inter-Role Distance
Stress is prevailing among respondents.
61 not obsessed with the thoughts oI
preparing themselves Ior higher
responsibilities.
Majority oI the respondents (79) are
satisIied with their role that they can able to
satisIy the conIlicting demands oI their peers
and juniors. Only signiIicant amount oI
people are not satisIied.
61 are satisIied with their current role and
Iunctions. Only signiIicant amount oI people
are dissatisIied. Since there is no such
considerable Role Expectation ConIlict
stress among the respondents.
64 Ieel that there is ConIlict between the
Quantity and Quality oI the work which they
are doing. This shows that the respondents
are preoccupied with Role Overload Stress.
64 Ieel that there is Lack oI interaction
between their roles with other roles. Erom
this, we inIer that the role Isolation stress is
high among the respondents.
Majority oI respondents (71) Ieel that they
have enough skills to handle the
responsibilities oI their role. Since there is
no such considerable Personal Inadequacy
Stress prevailing among respondents.
54 Ieel that they can be able to use their
training expertise in their role.
Majority oI the respondents (71) Ieels that
they are unaware oI the expectations oI
other people in their work. It is inIerred that
they have Role Ambiguity Stress.
57 Ieel that they are not getting enough
resources in their work.
61 oI the respondents always Ieel that they
are unable to spend time with their Iamily.
International Journal oI Eunctional Management
(ISSN2319-1406), Vol-1, Issue-1 March-April 2013

This shows the high level oI Inter-Role

distance stress among the employees.
Majority (82) oI the respondents always
Ieel that they do not have enough time and
opportunities to prepare themselves Ior the
Iuture challenges oI their role. This shows
the high level oI Role Stagnation Stress
prevails in the concern.
Majority oI the respondents (82) Ieel that
they are unable to satisIy the conIlicting
demands oI clients with others in their
current Role. Since there is high amount oI
Role Erosion Stress among respondents.
57 expect to take additional responsibility.
Since there is a considerable amount oI Role
Expectation ConIlict stress among the
respondents.
68 Ieel that they are loaded with too much
responsibility in their current role. This
shows the considerable presence oI Role
Overload Stress.
Majority oI respondents (71) expect more
consulting between their roles with other
roles. Since we inIer that the role Isolation
stress is high among the respondents.
61 Ieel that they do not have right training
Ior their own role. Since here is considerable
amount oI Personal Inadequacy Stress exists
in the concern.
68 do not Iind more Mismatches between
their interest and their work and so there is
less SelI-Role Distance Stress in their
current role.
68 Ieel that several aspects oI their role are
vague and unclear
Since the Role Ambiguity Stress is very
high among the respondents.
Majority oI the respondents (71) Ieel that
they are getting enough people to work
along with them in their current role. Since
no such Resource Inadequacy Stress among
Respondents.
Suggestions
The organization should have to take
immediate steps to manage these major
stress exist among employees.
The management should educate the
individual employees about their roles and
responsibilities.
The management has to assure that there
should be proper communication and
interaction between the employees and also
between the employee and the employer.
Since this Role expectation conIlict stress
can be perceived as a constructive
phenomenon in the working environment,
the management can give additional
responsibilities to the employees along with
proper training.
One more aspect to be looked at by the
management is providing the proper training
in terms oI team building, stress
management, soIt skills. This helps in the
creation oI passionate recruitment work
culture which in turn helps the employees to
work with interest and love.
Keeping the realistic targets Ior the
consultants helps them to achieve the best
by providing the necessary training and
proper knowledge on recruitment. This also
helps them to achieve the numbers and also
the amount.
Management should try to Iind out the
lacking resources which are being obstacle
International Journal oI Eunctional Management
(ISSN2319-1406), Vol-1, Issue-1 March-April 2013

to the eIIective perIormance oI employees in

the working environment and take steps to
eIIectively use those resources or to go Ior
additional.
Erom the Iindings, the researcher recommends
that the stress management programme should be
extended to all IT companies, so that they too maybe
equipped with the requisite skills that will enable
them to cope with the stressIul nature oI their jobs.
Conclusion
To conclude, it can be said that the
organization experience the high level oI role stress.
The managers must take essential measures to help
them to overcome the stress related problems. II they
don`t pay attention to these alarming issues then the
organization will be Iorced to Iace the loss due to
absenteeism and turnover. The study establishes that
the role stress dimensions experienced by the
employees make a signiIicant impact upon the entire
organization.
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