Effects of Stress and Absenteeism on Job Satisfaction

Table of Contents

Executive Summary.................................................................................................... 3
Introduction................................................................................................................ 4
Literature Review....................................................................................................... 5
Theoretical Framework Model..................................................................................... 7
Methodology............................................................................................................... 8
Participants:..................................................................................................... 8
Research Tools:................................................................................................. 8
Regression Analysis:......................................................................................... 8
Findings...................................................................................................................... 9
Bar Chart of Control Variable Personal Information.....................................11
Bar Chart of Independent Variables (Stress, Absenteeism)............................12
Bar Chart of dependent Variables (Satisfaction)............................................14
Conclusion................................................................................................................ 15
Limitations:.................................................................................................... 15
Recommendations:........................................................................................ 15
References................................................................................................................ 16

Executive Summary
This study aims to investigate and evaluate effects of stress and absenteeism on job
satisfaction. In addition, it will identify certain factors which contribute to occupational stress
among employees. The systematic sampling technique was used to select 120 participants
for the study. It has been observed via casual discussions that workload was the major cause
of occupational stress. It is further observed that respondents, in order to relieve stress
often walk around and visit other colleagues in their offices to discuss matters unrelated to
work. The central theme of this research study is focused on digging out the fundamental
causes of job stress. Further, how job stress affects their job performance and job
satisfaction. We formed a team of 4 students to conduct this study. Being a team, we
prepared a questionnaire that could best extract the elements that can help our study in
observing the effects of stress and absenteeism on job satisfaction.
In our model, stress and absenteeism is independent variable, and job satisfaction is
dependent variable. We have also considered age, gender, education and occupation as
control variable that affect job satisfaction. We built three hypotheses in order to help us to
find relationship among stress, absenteeism and job satisfaction. A) Job stress negatively
affects employee job satisfaction. B) Absenteeism causes stress that affects job satisfaction.
C) Job Satisfaction is significantly related to Job Stress and Absenteeism.
Our survey team has gone through tertiary sources to look into literature review of our
research subject. We distributed 120 questionnaires among employees of Confiz Solutions
pvt ltd, retired military officers who are currently working for private companies and UCP
students who have some prior job experience. Questionnaire contained 3 sections i.e.
personal, absenteeism and stress to conduct the study. Likert scale has been used to
measure various dimensions of job satisfaction, stress and absenteeism in this questionnaire.
We yielded 100 questionnaires back on time, so we decided to use data of those 100 forms
in our study.
Each assessment was looked at individually and descriptive statistics were computed using
SPSS computer software. Frequency reports on the specific questions were run to determine
agreement within the measure. All assessments were also correlated with one another to
view any existing relationships between the variables.
Our findings say Individuals under excessive stress tend to find their jobs less satisfying.
Due to the intense competition, organizations are exerting more and more pressure on
employees in order to compete each other. Excessive workload, absenteeism, and physical
working conditions cause job stress and that decreases employees job satisfaction.

pg. 2

Introduction
Job stress is one big problem in this global world. Most of the employees often or very often
feel stress due to work. The human resource managers in some organizations have
mentioned stress to be great impediment in the effective performance of employees. Job
stress has become an increasingly common negative outcome of todays dynamic life. In
recent times, many research studies have measured and determined the effects of job stress
on health and well being of nurses in the hospital settings and elsewhere. Job stress detracts
nurses from qualitative working lives, enhances psychiatric morbidity and contributes
towards physical illness, such as musculoskeletal problems and depression (ILO, 2001).
The term stress is basically from physical science where it means the force placed upon an
object to cause damage, bending, or breaking. In case of human beings stress is often used
to describe the bodys responses to demands placed upon it, whether these demands are
favorable or unfavorable. Anything that causes stress is called a stressor. Stress is a
condition which happens when one realizes the pressure on them or requirements of
situation are wider than they can handle, and if these requirements are huge and continue
for a long period of time without any interval, mental, physical or behavioral problems may
occur.
Stress is an environmental situation in which a person is required to perform the tasks that
threatens to exceed the persons ability and resources for meeting it, under conditions where
he or she expects a large difference in the rewards from meeting the demand versus not
meeting it (Mc Grath, 1976). In work life extreme stress is so aversive to employees that
they will try to avoid it by withdrawing either psychologically (disinterest or lack of
involvement in the job etc.), physically (frequent late coming, absenteeism, laziness etc.) or
by leaving the job entirely (Beehr and Newman, 1978).
Job satisfaction has been the most frequently investigated variable in organizational behavior
(Spector, 1997). Job satisfaction means how much people feel positive about their job and
the different of their jobs (Spector, 1997). The previous studies suggest that higher level of
job stress causes less job satisfaction (K. Chandraiah, S.C. Agrawal, P. Marimuthu & N.
Manoharan 2003). So there is a need to find the impact of job stress on job satisfaction in
organization. We hope that finding of this study will add value in research in terms of sample
from a developing world country like Pakistan.

Research Question: Effects of Stress and Absenteeism on Job Satisfaction

pg. 3

Literature Review
Stress is a common complaint of workers worldwide (Taylor et. al. 2004). The stress
experience was first documented 50 years ago by Dr Hans Selye, a pioneer in stress research
(Selye, 1974). He considered stress to be non-specific response of human body to any
demand on it (Selye, 1978, 1993). Work related illness in Great Britain found stress to be the
second most prevalent condition claimed to be caused or made worse by work (HSC, 1997:
129-130). The incidence of self reported work related stress has risen nearly threefold
recently. The health and safety executive reported that over half a million individual in Britain
believe they are experiencing work related stress at a level that is making them ill (HSC 97).
Clinical researchers were reported as experiencing stress as an outcome of extensive work
pressure, a lack of control over the work situation, and unsatisfactory interpersonal
relationships (Styhre, et al.2002). A training company found that one in three people
complained that technology at work contributes directly to rising stress level. Referring this
as digital depression the managing director noted how he had recently come across a
person who had 19,400 emails in his inbox (Hilpern, 2003). The U.S. institute of national
safety and health estimates that 40% of work force is affected by stress making it the
number one cause of worker disability (NIOSH2001). A survey of more than 400,000
employees conducted by international survey research of Chicago reported that forty
percent of these peoples say that their work load are excessive and they have too much
pressure at work (Shellenbarger, 1999).
Sources of work stress are work load, job condition, role conflict and ambiguity, career
development and conflicting demands (Hellriegel, 2004). Primary source of stress for many
people clearly are conflict and family demand (Shellenbarger, 1999). Overwork can lead to
death. There have been reports in the newspaper recently of deaths due to overwork in
Japan. Deaths due to this rose to 317 in 2003 doubling the previous record of 147 set in
2002. Doctors, nurses, factory workers, and taxi drivers are the worst affected (Fiona, 2004).
An international study reported that people born after 1955 are up to three times as likely to
experience stress related disorders as were their grandparents (JAMA 1993). Nearly two-third
of the Australian employees says they are under extreme stress at work. Japans institute of
life and living reports that 68% people in that country say that they often feel worried and

pg. 4

anxious, up from 37% a decade earlier. At the Escorts heart institute in Delhi (India), routine
cardiac screening indicates that most executives are in the advance stage of stress (Mc.
Shane, 2004).
The demands of working for long hours lead to stress. This stress can be reduced by social
support (Spector, 2004). There are 3 categories of potential stressors, Environmental,
organizational and personal (Cooper, 1978).
Job stress is due to organizational aspects, long work hours, lack of organizational support
and organizational change (Davey, et al., 2001), lack of support from supervisors and
colleagues, and conflict with demands and pressures (Leka, et al.,2004). A study of naval
personnel of Malaysia examined the relationship between stress and job satisfaction. Results
revealed that occupational stress was negatively associated with eight job satisfaction
(NorLiyana Mohd Bokti and Mansor Abu Talib, 2009). Occupational stress has a direct
negative effect on job satisfaction (Noordin Yahaya, Azizi Yahaya, Farhana Amat Tamyes,
Jasmi Ismail& Saini Jaalam 2010).
In general, job stress has been viewed as a predecessor of job satisfaction, and the two
constructs have been treated as related yet distinct (Stanton, Bachiochi, Robie, Perez, &
Smith,2002). According to Stamps & Piedmonte (1986) job satisfaction has been found
significant relationship with job stress. The lack of satisfaction can be a source of stress,
while high satisfaction can lighten the effects of stress it means that both of job stress and
job satisfaction are interrelated (Fletcher & Payne 1980).
It is well established fact that employees job satisfaction and job stress are related to one
another (Kahn et al. 1964). Job related stress tends to decrease general job satisfaction
(Jackson, 1983). Job dissatisfaction is the simplest and most obvious psychological effect of
stress (Robin, 2004). Stress and dissatisfaction are directly related with one another (cooper,
1976). The negative relation of stress and job satisfaction is confirmed by French and Kaplan
1970, (Morghis, et al 1974).

Theoretical Framework Model

pg. 5

Independent variables:
Stress, Absenteeism
Dependent variable: Job satisfaction
Control variables: gender, job experience, marital status

Hypothesis 1: Job stress negatively affects employee job satisfaction

Hypothesis 2: Absenteeism causes stress that affects job satisfaction

pg. 6

Methodology
Participants: This study is a conducted to measure affect of stress and absenteeism on
job satisfaction. Survey is designed and of the 120 questionnaire distributed in employees of
various organizations in Lahore. 100 questionnaires were yielded. The sample consists of
80% male and 20% female. The 70% respondents are single and 28% of them are married
and rest of 2% divorced. The 90% of employees are under category of 5 years experience.
10% respondents have more than 5 year experience. 19% of respondents are intermediate,
45 % bachelors and 36 % master.

Research Tools: The satisfaction has been measured via survey.

Questionnaire
contained 3 sections i.e. personal, absenteeism and stress to conduct the study. Likert scale
has been used to measure job satisfaction in this questionnaire.

Regression Analysis: Regression analysis is one of the most frequently used tools in
market research. In its simplest form, regression analysis allows market researchers to
analyze relationships between one independent and one dependent variable. Regression
analysis helps one understand how the typical value of the dependent variable is changes
when any one of the independent variables is varied. Regression analysis is also used to
understand which among the independent variables are related to the dependent variable,
and to explore the forms of these relationships. Regression analysis can be used to infer
causal relationships between the independent and dependent variables the key benefits of
using regression analysis are that it can:

Indicate if independent variables have a significant relationship with a dependent

variable.
Indicate the relative strength of different independent variables effects on a
dependent variable.
Make predictions about future

pg. 7

Findings
The data was analyzed giving thought to the main hypothesis; to find the relationships
between stress and job satisfaction. Each assessment was looked at individually and
descriptive statistics were computed using SPSS computer software. Frequency reports on
the specific questions were run to determine agreement within the measure. All assessments
were also correlated with one another to view any existing relationships between the
variables. Survey questionnaire contained multiple types of questions to check various
dimensions of impact of stress on job satisfaction.

Model Summary
Model
1

R Square

Adjusted R Square

.882a

.778

Std. Error of the Estimate

.766

.13980

a. Predictors: (Constant), firstjob, Absenteeism, Stress, Marital, Gender

The model summary table is showing the effectiveness of our model variables. R Square is
measure which gives you an idea about appropriate combination of policies to increase
dependent variable. It refers to significance of overall model or model goodness. If the value
of R square is greater than 0.5 then combination of policies is appropriate and shows model
goodness. Since R Square model is 0.778, that shows our model is reliable.

Descriptive Statistics
Descriptive Statistics
Mean

Std. Deviation

Satisfaction

1.5120

.28895

100

Absenteeism

1.7300

.34208

100

Stress

2.9525

.41086

100

Gender

.70

.461

100

Marital

1.00

.586

100

firstjob

.57

.537

100

This descriptive statistics table shows the mean and standard deviation with 100 N that is
our sample size. Mean of Absenteeism and Satisfaction is less than mean of stress, so is the

pg. 8

case with standard deviation. Control variable marital and gender also has significant st.
deviation and mean that has impact on dependent variable

Coefficients
Standardized
Unstandardized Coefficients
Model
1

Std. Error

(Constant)

.304

.121

Absenteeism

.707

.042

Stress

-.051

Gender

Coefficients
Beta

Sig.

2.513

.014

.837

16.735

.000

.035

-.072

-1.467

.146

.091

.032

.145

2.823

.006

Marital Status

.061

.025

.123

2.440

.017

First job

.017

.027

.032

.629

.531

a. Dependent Variable: Satisfaction

The significant shows likelihood that a result or relationship is caused by something other than mere
random chance. Statistical hypothesis testing is traditionally employed to determine if a result is
statistically significant or not. This provides a "p-value" representing the probability that random
chance could explain the result. In general, a 5% or lower p-value is considered to be statistically
significant.
Statistical significance plays a pivotal role in statistical hypothesis testing, where it is used to
determine if a null hypothesis should be rejected or retained. The null hypothesis is rejected if the pvalue is less than the significance or level. The level is the probability of rejecting the null
hypothesis given that it is true and is most often set at 0.05 (5%).

For Ho we do not reject if our significance value is greater than .05

for H1 we reject Ho if our significance value is less than .05

pg. 9

Bar Chart of dependent Variable (Satisfaction)

pg. 10

Pie Chart of dependent Variable (Satisfaction)

pg. 11

Conclusion
Individuals under excessive stress tend to find their jobs less satisfying. Some of their
intrinsic or extrinsic needs may be thwarted or not met sufficiently. As per many studies in
the literature (Caplan 1991; Keller, 1975), the findings of the present study also reveal the
same. The subjects with lower job satisfaction were found to experience more stress in the
form of workload, absenteeism and physical environment compared to those with higher job
satisfaction. Due to the intense competition, organizations are exerting more and more
pressure on employees in order to compete each other and contradicting demands,
excessive workload and physical working conditions causes job stress that decreases
employees job satisfaction.

Limitations: Firstly data has been collected through questionnaire; cross sectional nature of
the study is the major limitation. Second, we have assumed only role absenteeism and stress
as a predictor of employee job satisfaction, though many other factors too invariably
accounts for employee job satisfaction. Caution should be made that findings of this
preliminary study should not be generalized to the larger population due to its small sample
size. A bigger sample would be needed to represent the general population. Further research
is necessary to explore deeper into the causes of stress and its effect on employees job
satisfaction of Pakistan.

Recommendations: Since our research has shown that there is insignificant relationship
among stress and first job with job satisfaction , and there is signification relationship of
absenteeism, gender and marital status. So, organizations must perform necessary
measures to reduce job stress, absenteeism on job satisfaction. Workload shall be
appropriately assigned according to ability of the employees and keeping in mind age,
gender and education as these control variables directly affect job satisfaction. Employers
should not sit back and just hope that employees are satisfied they need to put some data
behind it. Offer anonymous online surveys or mobile surveys to effectively track how
employees feel about benefits, recognition, supervisor feedback and other aspects that
contribute to employee satisfaction. This will allow improving, tweaking and monitoring
satisfaction levels to reduce stress and absenteeism.

pg. 12

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Histogram Chart of Dependant Variable

pg. 14