فایل ورد کامل بررسی میزان استرس در کارمندان زن شاغل در بخش خصوصی

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تعداد صفحات این فایل: ۱۰ صفحه

زنان باید نقش دو گان خود هم در خانه و هم در محط کار را حفظ کنند. ایجاد تعادل و توازن در خانواده و محیط کار به طور موثر باعث ایجاد استرس و تنش در میان زن ها می شود.بنابراین، نتیجه مگیریم که سازمان های خصوصی باید اقدامات لازم در جهت کاهش استرس زنان کارمند در محیط کار را اتخاذ کنند تا بهره وری افزایش یابد و محط سالم در محل کار ایجاد شود.

عنوان انگلیسی:A Study on Stress Level of Women Employees in Private Sector~~en~~

Statement of the Problem Modern life is full of problems and stress, both on the personal and the professional. When questioning women’s present situations, either at work or in personal life, life and career are not two divergent topics, they have to be seen together in the same light to extract the best. Both are compliment to each other and there should be a good balance between them. Objectives To analyse the factors that cause stress among the employees To analyse the reasons behind various factors for stress 3. Review of Literature Carry. L. Cooper and Judi Marshall (1978) have found that much job stress is due the interaction of a specific individual with a specific job context at a particular point of time and cannot be foreseen. It may be possible to identify certain company wide stressors which can be tackled at an overall level. Poor morale, lack of job security and restricted career opportunities are likely to be amongst those managers in any company today. Action therefore can be concerned with making sure that it is followed as soon as possible by effective coping. Goerge Stotelmyer Everly, Jr. and Daniel A. Girdano (1980) have discussed a few relaxation programmes such as Contraction – Relaxation, Stretch – Relaxation, Relaxation recall and Freedom posturing for reducing stress. Shailendra Singh and Arvind. K.Sinha (1986) focussed on the relationship of perception of time urgency and challenge in work with psychological variables namely; relationship with co-workers, job person fit, organizational commitment and locus of control was examined. The perception of time urgency and challenge in work was negatively related to perceived measure of good interpersonal relationship with co-workers, jobperson fitness, and organizational commitment and was positively related to internal control of reinforcement. The pattern of relationship showed that persons high in perception of time urgency and challenge in work may not be very desirable inputs for the maintenance of good organizational climate as they lack cordial relationship with co-workers, commitment towards organization and also they may not feel comfortable themselves due to paucity of the job and their own personal fitness. By way of implication a note of caution was forwarded regarding exercise of perception of time urgency and challenge in work pattern of behaviour despite its shortterm positive consequences. C. Beena and P. R. Poduval (1992) conducted a study on Gender Differences in Work Stress of Executives revealed that age and sex, are two independent variables. It is found that when age increases, the experienced stress score also increases. Sex is also a major factor affecting stress condition. E. Kevin Kelloway and Julian Barling and Afsar Shah (1993) examined the effects of negative and positive Industrial Relations stress on both mood and job satisfaction. Twenty Industrial Relations practitioners Eighth AIMS International Conference on Management January 1-4, 2011 2322 completed daily reports of Industrial Relations stress, mood, and job satisfaction over a 20 day period. After controlling for serial correlation, negative industrial relations stress affected negative mood and in turn, job satisfaction. Positive industrial relations stress had direct effects on both positive mood and job satisfaction with positive mood also affecting job satisfaction. All effects were concurrent with no next – day effects of stress on mood or job satisfaction. Lois. E. Tetrick and Yitzhak Fried (1993) have been devoted to exploring the linkages between Industrial Relations and stress. Little attention has been focussed on how workplace control and the potential for conflict between labour and management that is viewed to be inherent within organizations is associated with stress and strain. The results are very coherent among themselves as well as with our current understanding of stress within the work environment. Eve Warren and Caroline Toll (1995) analysed how pressures are generated and accumulated and seeing each person as an individual, altering oneself to the signs of over or under stress and taking steps to keep people in the healthy stress area will enhance performance and make for good management practice .Such an approach recognizes that stress is a fact of life and a positive tool for motivation and work quality. Gerard Hargreave (1998) has found that, when the stress is managed well, it can work in a positive way to help us to perform better. If it is badly managed or ignored, it will be a killer. He has also found that, by improving more general skills such as time management, assertiveness, goal setting and communication, one can reduce stress. Tim Hindle (1998) has said that the effects of stress are closely linked to individual personality. The same level of stress affects different people in different ways, and each person has different ways of coping. Strategies for coping with stress can be divided into main categories: adaptive and maladaptive .The former tends to lead the problems being resolved, while the latter can increase problems. Further he said, finding a balanced life style and a self assessment exercise are essential to our overall well being.

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