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Stress

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A STUDY ON WORK STRESS OF WOMEN

ABSTRACT
Women place a important part in the society, in the modern world women are entrusted with dual roles. These dual roles have caused stress in the working women which in turn leads to many physical and psychological problems. The study focus on identifying the work related stress the women are facing and to identify the area and factors which contribute to the stress at working place. The research also attempts to find out the variables which are related to the work stress. This study assesses and will certainly try to find the factors that directly or indirectly affect the work stress of the employee. It also tries to find the extent of relationship between the various socio-demographic variables and work stress like work load, work environment, management support, salary and allowance, welfare activities.

INTRODUCTION
Stress is the general term applied to the pressures people feel in life. The presence of stress at work is almost inevitable in many jobs. However, individual differences accounts for a wide range of reactions to stress; a task viewed as challenging by one person may produce high levels of anxiety in another. When pressure begins to build up, it can cause adverse strain on a person’s emotions, through, processes and physical conditions. When stress becomes excessive employees develop various symptoms of stress that can harm their job performance and health, and even threaten their ability to cope with the environment. As people who are stressed may become nerve oust and chronically worried, they are provoked to anger and are unable to relax. They may be uncooperative or use alcohol or other drugs excessively. Although these conditions also occur from other causes, they are common symptoms of under lying stress.

It is true that some work has a high stress factor or contains the potential of placing the worker in traumatising situations. Such work is usually recognised and those entering upon it are usually trained understand the issues. It is common for there to be in place measures to control the risk and to support the worker. Symptoms of stress are Behavioural Symptoms, Physiological Symptoms, and Psychological Symptoms. There are different types of stress like Eu-stress, Distress, Hyper stress, Hypo stress. The causes of the job stress are Job Insecurity, High Demand for Performance, Technology, Workplace Culture, Personal or Family Problems.
Women may suffer from mental and physical harassment at workplaces, apart from the common job stress. Sexual harassment in workplace has been a major source of worry for women, since long. Women may suffer from tremendous stress such as 'hostile work environment harassment, which is defined in legal terms as offensive or intimidating behavior in the workplace. This can consist of unwelcome verbal or physical conduct. These can be a constant source of tension for women in job sectors. Also, subtle discriminations at workplaces, family pressure and societal demands add to these stress factors.
In addition to their family responsibilities, other factors also tend to make women more vulnerable to work-related stress. These include lower levels of control in their jobs, since the great majority of women still tend to occupy less senior jobs than men, the higher proportion of women who work in precarious forms of employment, and the proliferation of women in high-stress occupations such as nursing, teaching and work with visual display units (VDUs).

REVIEW OF LITERATURE
Albrecht (1979) hypothesized that there are eight relatively “universal” factors that come into play when evaluating the balance between stress and rewards in organizations. These are 1) work load, 2) physical variables, 3) job status, 4)accountability, 5) task variety, 6) human contact, 7) physical challenges and 8) mental challenges.
Each individual has a “comfort zone” for the eight factors. The goal of management is to find out the comfort zone of each employee that results in optimum performance without producing undesirable side effects. Albrecht’s taxonomy is important because it recognizes the necessity of balance.
Kobasa (1979) studied a large group of executives (n=837) aged 40-59 years, facing high levels of stress. They were divided into two groups on the basis of their reported illness scores. One group (n=86) suffered stress without falling ill, while another group (n=75) reported becoming ill after encounter with stressful life events. Analysis supported the prediction that high stress/low illness executives would shows more control, commitment and interest than the high stress/high illness group.
Arnold and Feldman (1986) Employee stress is directly related to the amount of unnecessarily in their task, expectations, and roles. Mangers can encourage employees to search for more information when they are given unfamiliar tasks or when they are uncertain of their roles. Another way to reduce employee stress is to incorporate time management techniques as well as setting realistic time schedules for the completion of projects.
Klitzman et al., (1990) studied 630 hourly and salaried employees in a component – parts plant of a major manufacturing corporation. Results showed that the way people felt at work was largely a function of conditions at work. Similarly, the way people felt outside work was largely a function of things that occurred outside the job. Both work and non-work stress were independently associated with physical and mental health, although the relationship between non-work stress and health was slightly stronger. Excessive demands or stresses in one domain could exacerbate conflict in the other. Taken together, these findings suggest that the stress people experience at work is not simply a reflection of their ‘personal problems’.

Bhatnagar, Renu (1990) investigated stress in 45 managers who were functional heads of 9 Poona-based industrial units. 48.8% of the samples felt the most stress from having to meet dead line and deal with supervisors. The highest degree of stress was felt by production, maintenance and marketing functions. The lowest degree of stress was felt by personnel, research and development functions. A large number of people had adjusted so that unfulfilled early ambitions and aspirations did not produce any significant negativism. Such individuals employed both long term remedial coping strategies (e.g. lowering expectations, reworking plans, developing hobbies) and short term escapist methods (e.g. smoking, drinking, and sulking).

Srikanth Reddy and Ramamurti (1991) studied the relation between the stress experiences on the job – age, personality and general ability of a person. The sample of the study consisted of 200 executives in and around Hyderabad city, which fall into four age groups (21-30, 31-40, 41-50 and 51-60 years). To find out differences in the sources of stress in different age groups ‘t’ test was carried out.

OBJECTIVE OF THE STUDY 1. To find out the extent of association or relationship between the selected socio-demographic variables with various dimensions of work stress. 2. To investigate the extent of impact of various dimension of work stress on the stress of the employee. 3. To find out the factors which influence work stress .

RESEARCH METHODOLOGY
Research Design
As the researcher aim to study and describe the various aspects of job stress of the employee and also seeks to find out the contributing factors and association with selected socio-demographic variables with job stress he has adopted descriptive cum diagnostic research design.
Inclusion criteria All the women employees , who are in the grade of accounts assistant, head clerk, section officer, office superintendent and peon.
Exclusion criteria All women employees other than who are in the grade of accounts assistant, head clerk, section officer, office superintendent and peon.
And all men employees were excluded in the study.

SOURCE OF DATA
Primary Source The primary source of data was collected by the researcher using the questionnaire method.
Secondary Source Personnel records, journals, books, periodicals and web sites constitute the secondary source of data for the study.
Pilot Study The researcher conducted a pilot study to know the feasibility of conducting such a study in the organization. In the discussion with the personnel manager and office superintendents the researcher was able to get an idea of the field which helped in the formulation of the research topic.
Universe of the Study The universe selected by the researcher for the study consists of the women employees.
Sampling
The researcher has adopted random sampling technique by lottery method to select the sample from the universe.
Tools for data collection The researcher used questionnaire method to collect data from the executives.

The various socio-demographic variables in which the research has been conducted are * WORK LOAD * WORK ENVIRONMENT * MANAGEMENT SUPPORT * SALARY AND ALLOWANCE * WELFARE FACILITIES

Statistical analysis The data collected were carefully analyzed and processed using statistical techniques such as t-test, f-test, chi-square and Karl Pearson’s co-efficient test. The above tests were applied to draw meaningful inferences. The mean and standard deviation were used for numerical data such as age, years of experience etc., median was applied for the distribution of respondents by various dimensions of job stress. F-test was used to find out the significant relationship between department and designation of the respondent with regard to various dimensions of job stress. T-test was applied to find out the significant relationship between two groups. Karl Pearson’s co-efficient of correlation test was applied in number of children and income of the respondent and various dimensions of job stress.
RESEARCH HYPOTHESIS 1. There is significant relationship between incomes of the respondent with various dimension of job stress (Karl Pearson’s co-efficient test). 2. There is significant difference between various designations of the respondent with various dimension of job stress (f test). 3. There is a significant association between qualifications of the respondents with various dimension of job stress (chi-square test) 4. There is a significant association between ages of the respondents with various dimension of job stress (chi-square test).
RESULTS
Table: 1
LOW – HIGH BETWEEN THE RESPONDENTS WITH REGARD TO VARIOUS DIMENSIONS OF JOB STRESS

It is inferred from the table with regard to the dimension of work load of the respondents, 50% of them have low level of job stress and 50% have high level of job stress. With regard to the dimension of work environment of the respondents, 12% of them have low level of job stress and 88% have high level of job stress. With regard to the dimension of management support of the respondents, 12% of them have low level of job stress and 88% have high level of job stress. With regard to the dimension of salary and allowance of the respondents, 12% of them have low level of job stress and 88% have high level of job stress. With regard to the dimension of welfare facilities of the respondents, 16% of them have low level of job stress and 84% have high level of job stress.

Table: 2
DISTRIBUTION OF RESPONDENTS BY THEIR INCOME S. No. | INCOME | No. of Respondents(n :100) | Percentage | 1234 | BELOW 50005001-75007500 -10,00010,001 AND ABOVE | 24252526 | 24.025.025.026.0 | | | | |

It is inferred from the above table that majority of the respondents (26%) are drawing Rs.10, 001 - above as salary. 25% of the respondents are drawing Rs.7, 500 – Rs.10, 000 and Rs. 5,001 – Rs. 7,500 as salary. 24% of the respondents are drawing Rs.5, 000 and below as their Basic salary. The sample had a majority of managers and assistant managers whose minimum monthly income itself is Rs.10, 000.And many of them have good number of experience and thus they draw a huge amount as their basic salary.
Table: 3

KARL PEARSON’S CO-EFFICIENT OF CORRELATION BETWEEN THE RESPONDENTS INCOME AND VARIOUS DIMENSIONS OF JOB STRESS

S. No. | Variable | Correlation Value | Statistical Inference | | | | | 1 | Income and work load | 0.222 | P < 0.05Significant | | | | | 2 | Income and work environment | 0.214 | P < 0.05Significant | | | | | 3 | Income and management support | 0.226 | P < 0.05Significant | | | | | 4 | Income and salary and allowance | 0.226 | P < 0.05Significant | | | | | 5 | Income and welfare facilities | 0.161 | P > 0.05Not Significant | | | | | 6 | Income and OVERALL | 0.216 | P < 0.05Significant |

It is evident from the above table that there is a significant relationship between the income of the respondent and various dimension of job stress, except for welfare facilities. There is a positive correlation between income of the respondent and various dimensions of job stress.
Table: 4
DISTRIBUTION OF RESPONDENTS BY THEIR DESIGNATION

S. No. | DESIGNATION | No. of Respondents(n :100) | Percentage | 12345 | ACCOUNT ASSTHEAD CLECKSECTION OFFICEROFFICE SUPERINTENDENTPEON | 30.021.015.019.015.0 | 30.0 21.0 15.0 19.0 15.0 | | | | |

It is inferred from the above table that majority of the respondents (30%) are Accounts Assistant. 21% of respondent are Head Clerk and 19% of the respondents are office Superintendents. The remaining 15% of the respondents are section office and peon.
Table: 5

ONE-WAY ANALYSIS OF VARIANCE AMONG VARIOUS DESGINATION OF THE RESPONDENTS WITH REGARD TO VARIOUS DIMENSIONS OF JOB STRESS

S. No. | Source | Df | SS | MS | | Statistical Inference | | | | | | | | 1 | work loadBetween GroupsWithin Groups | 495 | 141.5141992.326 | 35.37920.972 | G1= 11.0000G2=9.8571G3=9.4000G4=11.6316G5=13.1333 | F = 1.687P>0.05Not Significant | | | | | | | | 2 | Work environmentBetween GroupsWithin Groups | 495 | 133.7361279.654 | 33.43413.470 | G1= 7.0333G2=7.6667G3=8.4000G4=9.6316G5=10.0000 | F = 2.482P<0.05Significant | | | | | | | | 3 | Management Between GroupsWithin Group | 495 | 70.856511.984 | 17.7145.389 | G1= 4.5333G2=4.9524G3=5.6000G4=6.4211G5=6.6667 | F=3.287P<0.05Significant | | | | | | | | 4 | Salary and allowanceBetween GroupsWithin Groups | 495 | 70.856511.984 | 17.7145.389 | G1= 4.5333G2=4.9524G3=5.6000G4=6.4211G5=6.6667 | F=3.287P<0.05Significant | 5 | Welfare facilitiesBetween GroupsWithin Groups | 495 | 29.186679.774 | 7.2967.156 | G1= 4.8667G2=5.4286G3=5.6000G4=6.4211G5=5.7333 | F=1.020P>0.05Not Significant | | | | | | | | 6 | OverallBetween GroupsWithin Groups | 495 | 1682.31522328.275 | 420.579235.034 | G1= 31.9667G2=32.8571G3=34.6000G4=40.5263G5=42.2000 | F=1.789P>0.05Not Significant |

From the above table it is clear that there is no significant difference along various designation of the respondent with regard to work load and welfare facilities. There is significant difference along various designations of the respondent with regard to work environment, management support and salary and allowance.

Table: 6
DISTRIBUTION OF RESPONDENTS BY THEIR QUALIFICATION

S. No. | EDUCATION | No. of Respondents(n :100) | Percentage | 123 | 12THUGPG | 442531 | 44.025.031.0 | | | | |

It is inferred from the above table that majority of the respondent (44%) are 12 std holders. 31 % of the respondents are PG degree holders and 25 % of the respondents are UG degree holders. Majority of the respondents are 12 std or PUC degree holders as they are in the age group of 55 and above.

Table: 7
ASSOCIATION BETWEEN QUALIFICATION OF THE RESPONDENTS AND VARIOUS DIMENSIONS OF JOB STRESS.

S. No. | QUALIFICATION | Various Dimension of Job Stress | StatisticalInference | | | Low | High | | | | | | | 1 | Work load10thUGPG | n :50221513 | n :50221018 | X2 = 1.806df = 2P > 0.05Not Significant | | | | | | 2 | Work environment10thUGPG | n :12 1200 | n :88322531 | X2 = 17.355df = 2P < 0.01Significant | | | | | | 3 | Management support10thUGPG | n :121200 | n :88322531 | X2 = 17.355df = 2P < 0.01Significant | | | | | | 4 | Salary and allowance10thUGPG | n :121200 | n :88322531 | X2 = 17.355df = 2P < 0.01Significant | | | | | | | | | | | | | | | | | | | | | | | | | | 5 | Welfare facilities10thUGPG | n :161600 | n :84282531 | X2 = 24.242df = 2P < 0.01Significant | 6 | Overall10thUGPG | n :50221513 | n :50221018 | X2 = 1.806df = 2P > 0.05Not Significant |

From the above table it is evident that there is no significant association between the qualification of the respondent and work load, work environment, management support, salary and allowance and welfare facilities

Table: 8
DISTRIBUTION OF RESPONDENTS BY THEIR AGE S. No. | Age | No. of Respondents(n :100) | Percentage | 12345 | 15-2425-3435-4445-5455 AND ABOVE | 1219192426 | 12.0 19.0 19.0 24.0 26.0 | | | | |

It is inferred from the above table that Majority of the respondents 26% are up to 55 years of age, 24% of the respondents are between the age group 45-54 years, 19% of the respondent are between the age group of 25-34 and35-44 years, and 12% of the respondents are between the age group of 15-24 years old . The average work group age is between 55 and above because this constitutes the work force recruited during the formation of the company and is still in this organization.

Table: 9
ASSOCIATION BETWEEN AGE OF THE RESPONDENTS AND VARIOUS DIMENSIONS OF JOB STRESS.
`
S. No. | Age | Various Dimensions of Job Stress | StatisticalInference | | | Low | High | | | | | | | 1 | Work load15-2425-3435-4445-5455 and above | n :5082111019 | n :50 4178147 | X2 = 19.854df = 4P < 0.01Significant | | | | | | 2 | Work environment15-2425-3435-4445-5455 and above | n :1280004 | n :88419192422 | X2 = 42.696df = 4P < 0.01Significant | | | | | | 3 | Management support15-2425-3435-4445-5455 and above | n :1280004 | n :88419192422 | X2 = 42.696df = 4P < 0.01Significant | | | | | | | Salary and allowance15-2425-3435-4445-5455 and above | n :1280004 | n :88419192422 | X2 = 42.696df = 4P < 0.01Significant | | | | | | 5 | Welfare facilities15-2425-3435-4445-5455 and above | n :16120004 | n :84019192422 | X2 = 74.817df =4P < 0.01Significant | | | | | | 6 | Overall15-2425-3435-4445-5455 and above | n :5082111019 | n :50 4178147 | X2 = 19.854df = 4P < 0.01Significant | | | | | |

It is inferred from the above table that there is significant association between the age of the respondents and work load, work environment, management support, salary and allowance and welfare facilities.

DISCUSSION
The study focus on identifying the work related stress, the women’s are facing and to identify the area and factors which contribute to the stress at working place. Data was collected from women employees. The results show that the income factor and the age factor of women significantly contribute to high work stress. However, the designation and the qualification factor do not influence the work stress.
From the analysis of the data it has been found that there has been a much relation between many variables, underlying fact that job stress is present. Some of the ways for preventing or over coming job stress are given below.
Stress management programs. The organization much plan for stress management programs for both individual and group, and focus on analyzing the stressors in the employs life. They often related personal life or workplace related stress
Meditation and associated spiritual or religious practices. Recent studies have found positive correlations between these practices and stress hardiness. Thus the organization can plan for regular practices of such method to reduce job stress.
Behavioral approaches. These strategies include relaxation techniques, breathing exercises, and physical exercise programs including walking. Employer can encourage the worker to carry on such type of practices in the work place
Communication: Workplace tension often results from poor communication, which in turn increases job stress. An inability to express your concerns, frustrations, or other emotions can also lead to increased stress. Thus good communication system should be established in the organization
Competence: Job insecurity is a major source of stress for many people. In this research it has been found out that 40 % of the respondent are above age of 50 . for such people regular training programmes much be organized by the department to help this in development their knowledge and skill .
Support: Feeling unsupported by your coworkers may make it harder to resolve other problems at work that are causing you stress. Thus Management must have a supportive environment with the workers.
Increased responsibilities: Assuming additional responsibilities in the job can be stressful. More the work more the stress, thus the organization must try to find out the caliber of the worker and delegate according to it.
Control: This factor is the most closely related to job stress. Study show that workers who believe that they have a great deal of responsibility but little control or decision-making power in their jobs risk of stress-related illnesses .thus the organization divided the locus of control and shared power must be followed .
Meet with your supervisor: Regular meetings and talk with the supervisor about your performance and job help in preventing job stress. If a performance review is must be included in the working system which can change to clear up issues that may be causing stress. Discuss
Thus these are the few practical suggestion which can be followed in the organization to prevent job stress.
REFERENCES
Gupta N.S. - Organizational theory and Behavior - Himalaya Publishing House - 4 Edition - 1985 - P 200-215
Duivedi R.S. - Human Relations and Organizational Behavior - MacMillon India Ltd. – 5 Edition - 2000 - P 68-102.
Hersey and Blanchad - Management of Organizational – 5 Edition - 1989 - P 220-240S
Keane TM, Barlow DH. Posttraumatic stress disorder. In: Barlow DH, editor. Anxiety and its disorders. New York: Guilford; 2002. p. 418-53.

Performance Under Pressure: Managing Stress in the Workplace by Heidi Wenk Somaz
Banks SM, Kerns RD. Explaining the high rates of depression in chronic pain: A stress diathesis framework. Psychol Bull 2008;119:95-110

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...Section A – English assignment Summary of Bad stress, good stress. Texts 2 Bad Stress, Good Stress by Sacha Bonsor is an article about the issue of coping with stress. Sacha Bonsor writes about Piers Morgan and his aggressive attitude while being put under pressure and being stressed. Sacha Bonsor also writes that stress has become a too common word and that it is an overrated expression in the modern language, which she develops further with the raising statistics of stress from the UK economy. The article also mentions that those people who are able to cope with stress have high levels of what academics and psychologist call “psychological flexibility”. And for those people who cannot handle stress is it possible to teach them how to handle stress effectively. Clare Harris, a lecturer at the Praxis Centre for Developing Personal Effectiveness, says that the crux of the problem is to recognize stress that often manifests itself by taking out one’s tension on others. Yet a certain amount of tension is not only good for us but also vital to our well-being. Comment on the statement: “If you want to live long and healthily, don’t settle into routines” Routines can both be good for you and bad for you. You can say that a routine is like a schedule for your actions in life but you don’t always need to have schedules in your life. People will always make routines in their lives because it’s safe. When you have a routine in your life, you have a picture of what is going...

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...Introduction Stress definition: Stress is pressure from unusual demands, constraints, or opportunities. In other words; stress is a state of tension encountered by an individual(s) facing great unexpected requirements, constraints, or opportunities. The things that cause the stress are called stressors. There are two types of stressors: • Direct stressors that can be traced directly from the workplace. A list of common stressors includes the following: • Task demands: being asked to do too much or being asked to do too little. • Role ambiguities: not knowing what one is expected to do or how work performance is evaluated. • Role conflicts: feeling unable to satisfy multiple, possibly conflicting, performance expectations. • Ethical dilemmas: being asked to do things that violate the law or personal values. • Interpersonal problems: experiencing bad relationships or working with others who do not get along. • Career developments: moving too fast and feeling stretched; moving too slowly and feeling plateau. • Physical setting: being bothered by noise, lack of privacy, pollution, or other unpleasant working conditions. • Indirect stressors that can be driven from non-work and personal factors. • Personal factors: such as personal needs, and capabilities. • Economic difficulties And a lot more. Discussion From the above introduction, and in order to manage the stress, I have to know first where is the stress coming from, and...

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...head: Stress Living a Stress-Free Life Is it possible to attain a stress free life? Is this a reasonable question to ask? A stress free life seems unimaginable and unattainable. We listen to our doctors whom give us loads of information relating to stress and tell us how to successfully balance your work and home life so that your life can be free from stress, but is there any real way to overcome stressors. If you were to ask 10 people what their definition of stress was I am sure you would get 10 different answers from all 10 different people. The reason for this is because stress varies from person to person and how each person copes with it also tends to vary. To understand stress and how it impacts our physical and mental lives, we must educate ourselves on stress, the effects of stress, the causes of stress, the symptoms of stress and how to manage and cope with stress. Stress can be very debilitating and could impact various aspects of our everyday lives if it is not dealt with and managed effectively. I have been through various bouts of stress throughout my life and I have found different ways to combat it which will be explained later in this research paper. As part of my research, I will define stress, the effects of stress, the cause of stress, the symptoms of stress and how to manage and cope with stress, as well as my own personal experience relating to stress. The ideal solution for everyone is to understand stress so when...

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...What are some of the effects of stress for both the individual concerned and for organisations that the individual is part of? To what extent should a manager feel responsible for trying to help reduce this stress? Over the years stress has been defined in many different ways. . Originally it was perceived as pressure from the environment it was conceived of as pressure from the environment, then as strain within the person. The generally accepted definition today is one of interaction between the situation and the individual. It is the psychological and physical state that results when the resources of the individual are not sufficient to cope with the demands and pressures of the situation. Thus, stress is more likely in some situations than others and in some individuals than others. Stress can undermine the achievement of goals, both for individuals and for organisations (box 1). Organizational stress can have a profound effect on production and motivation in the workplace. Worries about job security or the demands of a heavy workload increase stress levels and cause a variety of emotional and physical ailments. When stress factors, or stressors, are coupled with ineffective or uncaring management, stress can become a problem that extends to the entire department or company. Identifying signs of organizational stress is the first step in designing a strategy to address problems(small business) The consequences and symptoms of stress first become visible at the individual...

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Stress

...CHAPTER 1 : INTRODUCTION 1.1 BACKGROUND OF STUDY 1.2.1 Definition of Stress According to Jay W. Marks (2011) , Stress is a feeling that’s created when we react with particular events or problems. It’s the body’s way of rising to a challenge and preparing to meet a tough situation with focus, strength and heightened alertness. In general, stress is related to both external and internal factors. External factors include physical environment – including job, relationship with others, home, challenges, difficulties and expectations you’re confronted with on a daily basis. Internal factors determine your body ability to respond to or deal with the external stress-inducing factors. Stress is simply a fact of nature. The individual responds to stress in ways that affect the individual as well as their environment. 1.2.2 Symptoms of Stress According to the article Understanding Stress by Melinda Smith, Robert Segal and Jeanne Segal (November 2012) , Stress is a common problem among people nowadays especially for the women. There are many signs or symptoms of stress. It is divided into four group that is – Cognitive Symptoms, Emotional Symptoms, Physical Symptoms and Behavioral Symptoms. Firstly is the Cognitive Symptoms. The symptoms are : i. Memory problem ii. Inability to concentrate iii. Poor judgement iv. Constant worrying v. Anxious thoughts Next is the Emotional Symptoms : ...

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...COURSEWORK STRESS IN UNIVERSITY STUDENTS: Investigating problem solving coping, wishful thinking coping, anxiety and depression as predictors of coursework stress. ANN-MARIE ROY Contact: aroy11@caledonian.ac.uk COURSEWORK STRESS STUDY ANN-MARIE ROY ABSTRACT The aim of the present study was to investigate students’ perceived university coursework stress and whether the use of wishful thinking or problem-focused coping was related to anxiety and depression levels. The method of investigation was a four-part questionnaire. Participants were 81 Glasgow Caledonian University students. There were two hypotheses: 1) problem solving copers will score lower on the Hospital Anxiety and Depression scale. 2) Those high in perceived coursework stress and who reveal wishful thinking strategies will have higher anxiety and depression scores. A multiple regression revealed partial support for both hypotheses – problem strategies had no relationship to coursework stress but wishful thinking and anxiety were both positive predictors of stress; however, contrary to hypothesis 2 depression revealed a strong negative association with stress. The conclusion from this study is that wishful thinkers are also more likely to be anxious; problem focused copers are not anxious, depressed or stressed; stressed students do not suffer from depression. The last finding is possibly because coursework stress is a transient stressor not severe enough to trigger depression. 2 COURSEWORK STRESS...

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...UBS 2012-2014 STUDY OF STRESS LEVEL AMONG PEOPLE AND THEIR PERCEPTION TOWARDS STRESS SUBMITTED BY PULKIT NEHRU, MBA BIOTECH, 3RD SEMESTER. TABLE OF CONTENTS Certificate………………………………………………………………………………………...I Acknowledgement……………………………………………………………………………..II Executive Summary…………………………………………………………………………..III Chapter 1: Background of Industry and Company………………………………………1 1.1 Operations…………………………………………………………………………………...2 1.2 Research and Development………………………………………………………….…….3 1.3 Products……………………………………………………………………………………...4 1.4 Motivation of Study………………………………………………………………………….8 Chapter 2: Introduction……………………………………………………………………….9 2.1 The Dynamics of Stress……………………………………………………………………9 2.2 Stress Can be Positive……………………………………………………………………10 2.3 Stress throughout Evolution………………………………………………………….…..11 2.4 Causes of Stress………………………………………………………………………..…12 2.5 Stress and its Impact……………………………………………………………………...15 2.6 Ways to Overcome Stress………………………………………………………………..24 Chapter 3: Research Methodology………………………………………………………..39 Chapter 4: Data Analysis……………………………………………………………………41 Chapter 5: Conclusions…………………………………………………………………..…90 5.1 Limitations of the Study…………………………………………………………………...95 Chapter 6: Bibliography……………………………………………………………………..96 Chapter 7: Appendix…………………………………………………………………………98 CERTIFICATE I hereby certify that this project report entitled “Study of stress level among the people and their perception towards it and its impact” has been prepared by me under the guidance...

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