Review of Literature

REVIEW OF LITERATURE
JOB SATISFACTION is a dynamic phenomenon. Job satisfaction is the favourableness or

unfavourableness with which the employees view their work and is the collection of positive
or bad feelings with which employees view their job (Newstrom and Davis, 1997). Job
satisfaction is related to incentives based on individual or small group performance, while
organizational commitment is more strongly related to company level incentives (Drago,
Estrin, Wooden, 1993).
Faizuniah Pangil et al. (2011) investigated the relationship between organizational climate
and job satisfaction among government agency officers. The results indicated four
dimensions, such as - reward orientation, responsibility, structure and participation. These
four dimensions of organizational climate are significant predictors of job satisfaction.
Employees perceive that the organizational climate within the organization provides low
rewards, responsibility, structure and participation. In order to improve government agencies
employees’ job satisfaction, the organizational climate should be conducive. They need to get
used to the new way of management (i.e. employee participation) and eventually
organizations could prosper or benefit from their unique human capital.
Nowadays, work place and work conditions have more effective with globalization,
technologies, economics situation (Shrivastava and Purang, 2009). Thus, the significance
of higher job satisfaction is mostly based on work place and its condition with the
management of organization (Bota, 2013). For the managerial structure of an organization,
principals/leaders have inevitable effect on employee’s job satisfaction (Judge, Bono and
Locke, 2000). In this context, leadership and behaviours of leaders have a significant effect
on satisfaction of employees (Mirkamali, Thani and Alami, 2011; Omar and Hussin,
2013).
Mohsin Altaf (2013) concluded that participation of employees in decision making is an

important factor that impact on job satisfaction. This ultimately increases employee
productivity both in private and public sectors. Implementation of participative management
is difficult in public agencies as compare to private organization; public sector considers
planning oriented and focus to enhance performance.
Shobhna Gupta, J. and Hartesh Pannu K. (2013) compared the job satisfaction between
private and government sector. Employees of public sector were more satisfied in terms of
salary, organizational culture and work load when compared to that of private sector. Higher
feeling of inequality and lack of supervisory support were found in public sector as compared
to private sector.
J.S. Kifle and Desta (2012) showed that females are more satisfied with the social
networking they encounter inside the organization. However, males are motivated by career
progress, responsibilities and working hours. Petrides and Furnham (2006) found that
females experience less perceived control on their work as they progress.
Ahmed, Raheem and Jamal (2003) studied the job satisfaction of 236 teachers in senior
secondary schools. Female teachers enjoyed greater satisfaction than their male counterparts
did.
OCCUPATIONAL STRESS is complex phenomenon and subjective experience. National

Institute for Occupational Safety and Health defined job stress as, “the harmful physical and
emotional responses that occurs when the requirements of the job do not match the
capabilities, resources or needs of a person.”
The psychologists and management scientists have difficult news about potential
psychological situational conditions or job factors which causes job stress. The reaches
engaged in analyzing the antecedent and consequences of job stress have reported different
physical and psychological conditions at work as potential occupational stressors (Rehn et
al., 1904; Kan S. Quinn, 1970; French and Caplan, 1972; M.C. Grath, 1976; Cooer and
Marsheel, 1976, 1977; House et al., 1979).
Cobb (1975) opined that the relation load creates severe stress among workers and manager.
If this individual manager cannot cope with the increase responsibilities it may lead to several
physical and psychological discover among them. Book (1973) reported that qualitative
changes in the job create adjustment problem among employees. The interpersonal
relationship within the departments and between the departments creates difficulties with the
organization to a great extent.
Occupational stress has been increasing in the field of education as cited by researcher (Blix
et al., 1994; Sowa et al., 1994; Chen and Miller, 1997; Chaplain, 2001; Gersch and
Teuma, 2005; Plash and Piotrowski, 2006) with reasons given from work load to demands
of the administrator and parents. Occupational stress can make teachers ineffective and
inefficient in their roles (Eskridge and Coker, 1985; Farber, 1984; Schamer and Jackson,
1996). It can have a negative influence on schools, overall teaching performances, the
physical and emotional well being of teachers and students (Kyriacou, 1984; Philips, 1993).
Fimian, M. J. (1986) in his study indicated that continued stress can drastically lower job
satisfaction and performance and can also damage the individual’s personal life. Logically, a
teacher’s mental health can be expected to affect class room performance and interactions
with students and others as well. Other variables associated with teacher stress and burnout
are role problems, loss of control, isolation, dissatisfaction with salary, role overload, role
ambiguity and lack of administrative support.
Dr. Beulah Viji Christiana, M and Dr. Mahalakshmi, V. (2013) Role Stress and its Impact
on Public and Private Sector Managers in Chennai: An Empirical study and found, there is no
significant difference in the stress experience by both the public and private sector managers
certain individual stressors such as, work experience and educational qualifications yield
differences. D’Aleo, Stebbins, Lowe, Lees and Ham (2007) examined a sample of 559
public and 105 private sector employees to assess their respective risk profiles. They find
that, public sector employees face more stress than private sector employees. Malik (2011)
collected data on 200 bank employees in Quetta, Pakistan of which 100 work in public sector
banks and the remaining 100 in private sector banks. The author found that, there is a
significant difference in the level of stress to which both groups are subjects and that public
sector bank employees face a high level of occupational stress. Bushara Bano and Rajiv
Kumar Jha (2012) explored the differences in job related stress, if any, between public and
private sector employees, based on ten role stressors and found both private and public sector
employees face moderate level of stress. While there is no significant difference overall
between public and private sector employees in terms of total stress levels, certain individual
stressors such as, work experience and educational qualifications – do yield differences.
Shobhna Gupta, J. And Hartesh Pannu K. (2013) showed that there is significant
difference in the level of job stress between public and private sectors employees. The private
sector employees faced the difficulty in maintaining work life balance. Employees are the
assets of an organisation and to retain them the organisation must take effective measures.
Salary should be according to job profile and stress level of employees. Certain modern
techniques like yoga, instrumental activities should be included in organisation to reduce the
job stress.
A broad national study of 2584 Canadian physicians found that both male and female
physicians had elevated levels of workplace stress associated with lower levels of
contentment of medical practice (Richardsen AM, 1991). Research in other organisational
contexts has shown that, women consistently report higher levels of psychological and
physical stress than their male co-workers (Derogatis and Savitz, 1999). Research involving
women working in other non traditional occupations like steel mills and mailrooms, has
shown that, females working in these environments may experience hostility that may elevate
reported levels of stress (Walshok, 1981). Furthermore, research has also shown that, males
and females have different view points on what is stressful (Stotland, 1991) and how to cope
with stress when it becomes problematic (Barnett et al., 1987).

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REVIEW OF LITERATURE

JOB SATISFACTION is a dynamic phenomenon. Job satisfaction is the favourableness or

Mohsin Altaf (2013) concluded that participation of employees in decision making is an

OCCUPATIONAL STRESS is complex phenomenon and subjective experience. National

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