CHAPTER-2

REVIEW OF RELATED LITERATURE

revious chapter has delineated all the concepts included in

the present research, whereas this chapter focuses on the literature

which is carried out previously in the field of human aspect of

banking. Particularly, in relation with job satisfaction, stress and

anxiety of the employees in various organizations.

In the present research study, the investigator has attempted to

study the concept of employees of Nationalized and cooperative

banks, their gender, their satisfaction about job, stress and anxiety.

When the researcher makes a careful review of the literature, he

becomes aware of the important and unimportant variables in the

concerned area of research.

In assessing each review, researcher has been taken into

consideration following points.

1: Provenance (origin) :- what are the author's credentials?

Are the author's arguments supported by evidence (e.g.

primary historical material, case studies, narratives,

statistics, recent scientific findings)?

 2: Objectivity :- is the author's perspective even-handed or

prejudicial? Is contrary data considered or is certain

pertinent information ignored to prove the author's point?

3: Persuasiveness (expression, fluency):- Which of the

author's theses are most/least convincing?

4: Value-Are : the author's arguments and conclusions

convincing? Does the work ultimately contribute in any

significant way to an understanding of the subject?

Researcher has been reviewed various studies of job

satisfaction, stress and anxiety.

Lock (1976) gives a comprehensive definition of job

satisfaction as ‘A pleasurable or positive emotional state resulting

from the appraisal of one’s job or job experience’. Job satisfaction is

the result of employee’s perception of how well their job provides

these things which are viewed as important.

Job satisfaction or in its broader from work satisfaction, is a

difficult entry to define even in simplistic term for the individual, it

exists when the perceived benefices of the work exceed the personal

costs of a margin deemed by the worker to be adequate under the

circumstances. It is not however a static state and is subject to

influence and modification from forces within and outside of the

immediate work environment. One school of try out Gold Thorpe et.

al. (1968) in fact examines to provide fulfillment outside of the job or

finds fulfillment in the work itself.

Furthermore, job satisfaction is not the unitary or integrated

state that the name would imply. There are multiple facets to the

working state, some of which are more satisfying or perhaps more

acceptable and others less. Job satisfaction at best describes in

comparative terms some integrated means of that state at some point

in time.

Satisfaction has been defined in different way in various

studies Fisher and Hanna (1931) proposed that dissatisfaction stem

largely from emotional maladjustment. They noted that: “The reason

why this fact has not been adequately recognized by those interested

in vocational adjustment is simple, just because he does not know; the

individual seldom assigns the true cause as the factor underlying his

vocational maladjustment. He is dissatisfied, and simple because his

work falls to give him the satisfaction he is seeking, he thinks his

work is to blame.”

Hoppock (1935) defined satisfaction as “any combination of

psychological, physiological, and environmental circumstance that

cause a person truthfully to say, “I am satisfies with my job.” In this

definition the underlying assumption is that, “It is possible for a

worker to balance specified satisfactions against specific

dissatisfactions and those to arrive at a composure satisfaction with

the job as a whole”.

Ginsberg (1951) defined giving three fold schemes of

satisfaction first, there are the intrinsic satisfaction which come from

two sources : (1) The pleasure which is derived from engaging in

work activity (function pleasure), and (2) The sense of

accomplishment which is experienced from meeting social standards

of success and personal realization of abilities through achievement.

Second there are the concomitant satisfactions which are associated

with physical and psychological conditions and third there are

extrinsic satisfaction which is the tangible rewards of work, i.e.

bonuses and rewards.

Bullock (1953) has given definition within the context of work

organization and social system. He says it is an attitude which results

from a balance and summation of many specific likes and dislikes

experienced in connection with the job. This attitude manifests itself

in evaluations of the job and of employing organizations. This

evaluation may rest largely upon one’s own success or failure in

achievement of personal objective and up on the perceived

contribution of the job and employing organization to these ends.

Thus, a worker may like certain aspects of his work yet thoroughly

dislike others.

Smith et.al (1963) Corness University have defined it as an

defective state which is, “A function of the worker’s present job on

the one hard, and his frame of reference on the other.”

Job satisfaction comprises according to Robbers (1966), “those

outward or inner manifestations which give individual a sense of

enjoyment and accomplishment in the perform of work job

satisfaction may come from the speed with which it is accomplished

or from other features relating to the job and its performance.” Blum

(1951) stilted that “Job satisfaction is the result of various attitudes

possessed by an employees.” He further emphasized that those

attitudes are related to the job and are concerned with such specific

factors as supervision, steadiness of employment, conditions of work,

advancement of opportunities, recognition of ability, fair evaluation

of work social relation of the job, prompt settlement of grievances,

fair treatment by employer, and other similar aspects. However, a

more comprehensive approach requires that many additional factors

be included before a complete understanding of job satisfaction can

be obtained such factors as the age, health, treatment, desires, and

level of aspiration of employees should be considered. Further his

family relationship, social status, recreational outlets, and activity in

organization labor political or purely social contribution ultimately to

job satisfaction. Thus, job satisfaction is general attitude which is the

result of many specific attitudes in three areas, namely, specific job

factors individual characteristics, and group relationships outside the

job.

Sinha (1988) studied on 341 bank employees and concluded

that high occupational stress groups had lower job satisfaction.

Bharathi and Reddy (1991) concluded significantly negative

relationship between occupational and job satisfaction. Daftaur

(1986) concluded that job satisfaction is a good predictor of various

level and positions. Bharathi (1990) concluded that attitude toward

the job is associated with job stress. Srivastava and Jagdisha (1987)

studied on stress and mental health of the bank employees.

Herzberg (1966) Stated that the main factors involved in job

satisfaction are advancement, recognition, growth and the job itself

being termed as “Satisfiers” and “dissatisfies” which includes such

things as working conditions and amenities, administrative policies,

relationship with supervisors, technical competence of supervisors

pay job security and relations with peers. Herzberg argue that it the
quality of the dissatisfactions is less than adequate, dissatisfaction

will occur.

Vroom cited by hunt (1971) adds another dimension to job

satisfaction theory. He argues that the choice of job initially depends

upon what he refers to as “First-level outcome” namely money or

direct pay. Behind the first level outcome, are second level outcomes,

which may inherent in the job, such as prestige and power or many be

attainable by way of money provided as first-level out come. The

effort that the worker is willing to expend and the satisfaction that he

derives in doing so, are directly related to the strength of the second –

level goals and clarity of the perceived relationship between the

primary and secondary goals. Expectancy is a third factor. The higher

the expectancy of the secondary goal, as perceived by the worker, the

grater is the perceived worth of the primary and hence the satisfaction

derived in attaining it.

Newman, John E, Beehr, Terry A (1984) conducted a study in

the field of medical and psychological literature pertaining a personal

and organizational strategies for handling job stress & anxiety is

reviewed. The paucity of research in this domain is emphasized as is

the lack of involvement by industrial / organizations. Many strategies

for managing job stress and anxiety exist but their effectiveness has

been evaluated.

Taking in to accord the above discussion the investigator has

selected banking organization as it being playing a significant role in

the human society. Now-a-days the banking services have been

widespread even in to the inner corner of rural area moreover, since

nearly two decades banks are nationalized and with this change many

operations are involved from the smooth work, same how or the

other, the experiences is not found satisfactory as it was presumed.

Now-a-days bank employees are found grumbling regarding

their jobs and have a general tone of dissatisfaction. There may be

many more psycho-social variables like work environment, type of

work, type of cadres, attitudes towards job, education motivation, the

type of leadership and so on. Such factors may credit job stress

among the bank employees and also consequently affect adversely to

their interactions with customers, and also within the cadreness of the

bank employees. As banking services are most vital and leading role

as concerns with more and more human begins, it is important to

study certain factors like job satisfaction and job stress and anxiety in

relation to some variables of bank employees. In the next section,

researcher mentioned all the previous reviews one by one according

to chronology.

Job satisfaction and stress, anxiety has a inverse relationship.

Apart from it, anxiety has been reported to affects the individual

performance and determine social behaviour like conformity,

dependence, social responsiveness, peer rejection and acceptance and

sexual attraction Mc Candles, Castenda and Palermo, (1956), Sarason

(1966), Kissel (1967) and Philips, Martin and Meyers (1972), Anxiety

does have a debilitating effect on complex learning Passi and Singh,

(1972), Gakhar and Luthra (1976), Reevs and May (1977), maze and

motor learning Nijhawan and Cheena (1971) and learning procedures

Akhtar and Sowaid (1972). The detrimental effect of anxiety has also

been found on memory, Borkowski and Maun (1968), Sinha and

Krishna (1972), perceptual processes and performance Naraynan,

(1973), Natrajan and Naraynan, (1974) and academic achievement

Narayanrao, (1974). Test anxiety has been found to be associated

with lower academic performance for some, the reverse might be true

for others Sud and Prabha (1995). A negative relation between

examination (test) anxiety and socio-economic status was reported

Srivastava, Sud and Thakur, (1980) and socially deprived girls

experience higher test anxiety than their non-deprived counter parts.

Sud and Sud, (1997).

By reviewing the studies made on the sex differences in

anxiety, it has been concluded in general that females tends to be

more anxious than males Ruebush, (1963) Phillips (1966) Dale,

(1969) Devi, (1969), Murlidharan and Sharma, (1971), Sharma and

Gandhi (1971), De and Singh, (1972), Nijhawan (1972), Bledsoe,

(1973), Joesting and Joesting, (1975), Arora (1976), Chatterjee

(1976), Mukherjee, Chakraborty and Hassan (1976) but a lot of

contradictory studies have also been made which show no significant

difference in anxiety scores of both boys and girls Gokul Nathan,

(1971), Hundal and Gaur (1974), Sinha (1975), Sinha and Sinha,

(1976), Sharma, (1978) while the results of bivariate study of sex and

area of residence shows that urban boys and rural girls are

significantly more anxious than the urban girls and rural boys

respectively Singh, (1985).

The studies made to explore the psychological correlates of

anxiety reveal a significant relation between the anxiety and need

achievement Bending, (1957) while the later studies in India and

abroad show a negative correlation Kausler and Trapp, (1958), Singru

(1972), Choski (1975), Singh and Kaur, (1976), Peterson, (1976),

Ziroba, (1977), Hill and Eaton (1977), a positive correlation between

high affiliation motive and anxiety and that females tend to have a

higher need affiliation Nasu, (1975). Studies conducted to determine

the relationship between the self concept and anxiety shows

significant negative correlation between the measures of self esteem

and anxiety Many and Many, (1975) while highly anxious persons

have reported significantly greater discrepancy between their

perceived self and ideal self concept than the low anxious persons

Shand and Grau, (1977). Similarly those with high scores on the

manifest anxiety scale tend to rate themselves lower on perseverance

and higher on perfection dimensions than those scoring low

Mukherjee, (1969). Dogmatism was found positively related to

anxiety Smilters, (1970), Castle, (1971), Hanson and Bush, (1971),

Hanson and Clune (1971). A negative correlation in case of

neuroticism with anxiety was reported Bending, (1957) while studies

conducted in India, show that extraversion has no relation with

general anxiety Krishna (1970), Hundal and Singh, (1971).

A negative relationship between assertiveness and measures of

trait anxiety and interpersonal anxiety for both males and females

(Orenstein, Orenstein and Carr, (1975) between escapism and anxiety

Dutt (1966), were also reported while the religiosity was found to be
positively correlated with anxiety Ahmad, (1973), Anxiety has also

been studied in relation to ego strength Gosh and Singhal, (1973),

emotional maturity, Suman and Jones (1966), risk-taking, Singh,

(1968), but efforts made to establish a relationship between anxiety

and intelligence show that manifest anxiety scores were negatively

correlated Hazari and Thakur, (1970), Singhal (1974). An inverse

correlation in female under graduates Chauhan and Tiwari (1973),

and no relationship between intelligence and anxiety have also been

reported Saranson, (1956) Dana (1957), Gakher and Luthra, (1976),

Singh (1985).

Studies made to confirm the relationship between creativity

and anxiety show that moderate or normal anxiety appeared to be an

essential prerequisite for optimum functioning of creative potential in

male while creativity was negatively related to anxiety in females

Arora, (1976) but a prior study showed no differences in the divergent

thinking ability of high and low anxious school children Gakhar and

Luthra (1976). A significant negative relationship was confirmed

between general anxiety and ascendance-submission dimension of

personality Dutt (1970), Dutt and Brar, (1971). A positive significant

relationship between the authoritativeness and teacher's anxiety was

reported Mathew and Mathew, (1971) but in case of students,

authoritarian were found to possess less anxiety than the non-

authoritarian group Krishna and Prasad, (1971).

The urban college students were found to be more anxious than

the rural students Ansari and Krishna, (1971) but in contradiction to it

some other findings conclude that rural children are more anxious

than the urban children and the fact is more pronounced, in upper

class Nijhawan (1972). No significant difference between the scores

of urban-rural population was found Singh, (1985). Noise

environment have been found to be helpful in the development of

anxiety Edsell, (1976), Effect of crowd Slomin, (1974) and perceived

stressful environment stimuli Yasgur, (1973) have also been studied

and deprivational conditions were found positively related to anxiety

Mishra and Tripathi, (1980).

The above review of the researches conducted to relate anxiety

with other variables though does not provide a clear and conclusive

picture but despite it helps to guide a future plan for a deeper prove

with a better insight.

Hingar and Chaudhary (1992) concluded that bank officers of

lower age group are more satisfied with management whereas higher

age group officers are least satisfied with management and more
satisfied with job. On the contrary, Sethi (1997) did not find any

influence of age on the level of satisfaction among bank managers.

An abundance of literature reveals environmental antecedents

like "promotional opportunities" Price and Muller, (1981), Blegen

and Mueller, (1987), Ting, (1997), Iverson and Maguire, (2000) and

"pay" Ting, (1997), Blau, (1999) increases job satisfaction.

It was found in a study that as the quality of supervision

increases, employees' job satisfaction also increases Ellickson and

Logsdon, (2001). Research study conducted by Human Resource

Management (2003) revealed that for the older workers the factors

that contribute to job satisfaction are security and benefits. Franco

(2005) found that age, salary, promotion policy, bonus plans,

educational and job training programs and wages were related to job

satisfaction. Scott (2006) suggested that a balanced lifestyle, rewards

and recognition, positive thinking, and information about job

requirements mutually affect the job satisfaction.

Ivancevich, John M. (1974) examines the effects of the shorter

workweek on selected satisfaction and performance measures. They

studied effects of the 4-day, 40-hr workweek by comparing 104

experimental and 106 control Ss (members of the steelworkers' union)

on measures of job satisfaction, anxiety - stress, and performance

over a 13-mo period. The analysis indicated that the workers in the 4-

day, 40-hr division were more satisfied with personal worth, social

affiliation, job security, and pay; experienced less anxiety - stress ;

and performed better with regard to productivity than their control

group (5-day, 40-hr) counterparts.

Lazarus et al (1985) grouped daily hassles as follows:

1) Household hassles: - For example preparing meals, shopping,

home maintenance.

2) Health hassles:- These includes physical illness medical

treatment etc.

3) Time pressure hassles: - For example, having too many things

to do, too many responsibilities and having not enough time.

4) Inner concern hassles:- For example being lonely and fear of

confrontation.

5) Environmental hassles:- These include crime, neighborhood

deterioration and traffic noise.

6) Financial responsibility hassles: For example concern about

owing money, loan installments etc.

7) Work hassles:- This includes job dissatisfaction dislike for

one’s work duties and problems with coworkers.

 8) Future security hassles:- For example, concerns about job

security, taxes, retirement.

Pincus, J. David (1988) using H. Dennis' (1974) five-factor

communication climate construct framework as a predictor variable, a

study investigated the relationship between perceptions of

communication climate and job satisfaction of supervisory employees

in the banking industry. A systematic random sample was drawn from

68 commercial banks in Orange County, California, during the late

spring of (1985). Thirteen banks were selected for the study, and 137

supervisory personnel from those banks were surveyed (with a 71%

response rate or 98 useable questionnaires). The questionnaire

measured Dennis' five communication factors:

(1) Perceptions of superior-subordinate communication;

(2) Reliability of organization information;

(3) Supervisors' empathy for subordinates;

(4) Upward communication and influence; and

(5) Reliability of information from subordinates and peers.

Job satisfaction questions examined compatibility with fellow

employees, adequacy of immediate supervisor, satisfaction with their

job as a whole, effectiveness of the organization, and satisfaction with

economic rewards. The questionnaire was pre-tested among 30

supervisors at two banks in Orange County not included in the

sample, and the minor changes recommended by the participants were

incorporated. Results confirmed that positively perceived

organizational communication is positively and significantly related

to job satisfaction. Analysis also revealed a positive link between

organizational trust and influence. A major contributor to supervisors'

job satisfaction was their communication with top management and

their ability to influence workplace decisions--not their

communication with immediate supervisors.

Blau, Gary (1989) Tested generalizability of career

commitment measure and its impact on employee turnover using

longitudinally tracked sample of bank tellers (N=133). Found career

commitment could be reliably operationalized and was distinct from

job involvement and organizational commitment. Discusses findings

in terms of identifying threshold level for operationalizing career

commitment and need for future research on career change.

Saunders, Teri; Driskell, James E.; Johnston, Joan Hall; Salas,

Eduardo (1996) analyze the effect of stress inoculation training

on anxiety and performance. For that purpose they conducted a meta-

analysis to determine the overall effectiveness of of stress inoculation

training and to identify conditions that may moderate the

effectiveness of this approach. The analysis was based on a total of 37

studies with 70 separate hypothesis tests, representing the behavior of

1,837 participants. Results indicate that stress inoculation training

was an effective means for reducing performance anxiety, reducing

state anxiety, and enhancing performance under stress. The

examination of moderators such as the experience of the trainer, the

type of setting in which training was implemented, and the type of

trainee population revealed no significant limitations on the

application of stress inoculation training to apply training

environments.

Williams, Stephen; Cooper, Cary L. (1998) try to measuring

occupational stress and stated that occupational stress is hindered by

the lack of compact and comprehensive standardized measurement

tools. The Pressure Management Indicator (PMI) is a 120-item self-

report questionnaire developed from the ccupational Stress Indicator

(OSI). The PMI is more reliable, more comprehensive, and shorter

than the OSI It provides an integrated measure of die major

dimensions of occupational stress. The outcome scales measure job

satisfaction, organizational satisfaction, organizational security,

organizational commitment, anxiety –depression, resilience, worry,

physical symptoms, and exhaustion. The stressor scales cover

pressure from workload, relationships, career development,

managerial responsibility, personal responsibility, home demands,

and daily hassles. The moderator variables measure drive, impatience,

control, decision latitude, and the coping strategies of problem focus,

life work balance, and social support.

Anderson, Vidya L.; Levinson, Edward M.; Barker, William;

Kiewra, Kathleen R. (1999) examined the effects of meditation on

teacher perceived occupational stress, state and trait anxiety, and

burnout. They reported that teacher stress has been the focus of

educational concern and research for decades, and has resulted in the

development of several teacher stress scales and various strategies to

address the negative effects of stress and burnout. Promising results

in reducing teacher stress have come from the practice of

standardized meditation (SM). The current study employed a pretest–

posttest control group design and used the Teacher's Stress Inventory,

State–Trait Anxiety Inventory, and the Maslach Burnout Inventory to

assess the effect of a 5-week standardized meditation class on the

perceived occupational stress of 91 full-time elementary, middle, and

high school teachers (aged 22–60 yrs) from suburban districts in three

states. Results were consistent with previous studies and offered

support for the hypothesis that SM significantly reduces teachers'

perceived stress. Teachers perceived a reduction in stress using SM

only 2–5 times per week. The use of SM by school psychologists to

assist in reducing teacher stress is discussed.

Beehr, Terry A. (1999) conducted a research on job

satisfaction and on supervisor/subordinate relationships, there has

been a focus on subordinates' satisfaction with their supervisors. In

contrast, this study examined supervisor satisfaction with

subordinates. Subjects (N=58) were bank supervisors attending a

training program. Supervisors completed questionnaires on

themselves and on their subordinates. The subordinates'

questionnaires measured the functional relationship and included

subscales on loyalty, cooperation, conscientiousness, willingness to

work hard, follow-through, ability to think for oneself, taking and

giving suggestions, honesty, and interest in the work. Entity

relationships measured included biological, background, and value

differences. Satisfaction with employees was measured using five

questions worded positively or negatively. The results indicated that

if subordinates did things in such a way as to help the supervisor

reach his goals (high on functional relationship), the supervisor's

satisfaction with subordinates appeared to be enhanced. The effects of

entity relationship differences were not based solely on biological or

other background differences, but the perceived value differences had

an important effect on reported satisfaction with subordinates.

Functional relationships were important in the development of

supervisors' satisfaction with their subordinates even after the effects

of entity relationships were taken into consideration.

Dollard, Maureen F.; Winefield, Helen R.; Winefield, Anthony

H. (1999) predicting work stress compensation claims and returns to

work in welfare workers and states that occupational stress is

prevalent in work areas in which there is high contact with distressed

or dependent members of the public. However, little is known about

the prediction and management of stress -related compensation

claims, which can be expensive for employers. The authors

interviewed all staff members of a large public sector welfare agency

who had made a compensation claim for work-related stress during a

12-month period (N=19) and obtained in-depth information from 16

of the 17 who were still available. A clear relationship was found

between type of = stress precipitant and length of stress -related

leave, suggesting that the organizational response to specific stressful

incidents was much more effective than its response to chronic work

stressors. Demographic data for all 19 claimants showed that they had
taken twice as many days of sick leave as the organizational average

in the year preceding their claim. There are important implications for

personnel management practices that may reduce and prevent

work stress for vulnerable workers.

Frese, Michael (1999) examined social support as a moderator

of the relationship between work stressors and psychological

dysfunctioning. In this longitudinal study the match hypothesis

proposed by S. Cohen and T. A. Wills (1985) is extended, and the

buffer effect of social support is tested within a longitudinal study

with objective measures ( N 90 male blue-collar workers in the

German metal industry). Stressors at work were ascertained by

observers and a variant of a peer rating. Psychological, physical, and

social stressors at work and leisure time stressors were ascertained.

The dependent variables of dysfunctioning were psychosomatic

complaints, depression, irritation/strain, and (social) = anxiety .

There were moderator effects of social support on the relationship

between stressors and psychological dysfunctioning. Results are in

line with the match hypothesis as social stressors and socially

oriented aspects of psychological dysfunctioning were affected most

strongly.
 Mohammad Mosharraf Hossain (2000) reported that banking

sector plays a pivotal role in the economic development of a country.

Since one of the key factors of an organization is its employees the

success/failure of the organization largely depends on their

satisfaction/dissatisfaction. Thus, the present study was designed with

a view to investigating the satisfaction of commercial bank

employees and its consequences on related issues. A total number of

440 commercial bank employees from both the private and the public

sectors were randomly selected as sample for the present study. The

results revealed that the public sector bank employees were in a better

position in terms of their job satisfaction than the private sector bank

employees and the executives were more satisfied than the non-

executives. Job satisfaction had significant positive correlation with

performance but significant negative correlation with job stress and

propensity to quit the job. Job satisfaction had the highest positive

contribution to performance. Bank employees perceived their job as

highly stressful irrespective of their rank and status in the

organization. Moreover, banking employees in Bangladesh were

highly dissatisfied with their salary, lack of fair promotional

opportunity, low job status and absence of recognition for good work.
Finally, some recommendations are made to improve the situation to

provide better quality of services to the customers.

Reicherts, Michael; Pihet, Sandrine (2000) examined stress ,

coping, and well-being in entry level nurses, cooks, electronic

technicians, salesmen, and bank clerks. 30 entry-level employees

(mean age 22.2 yrs) self-monitored and recorded psychological states,

stressful events, and context variables at 1-hr intervals for 2-wk

periods approximately 6 and 12 mo following training. Ss also

attended post-monitoring sessions. Results show that Ss experienced

less frequent but more stressful episodes than did controls, and

more anxiety and anger. Coping behaviors were functional, and

stressful events affected mood and physical tension well-being

indicators. It is concluded that adequate coping attenuates the effect

of stress on well-being and facilitates long-term adaptation.

Atkinson, Carol (2002) conducted a survey in England. A 1993

survey in a British bank revealed a lack of strategic approaches to

career management and a negative psychological contract. A 2000

follow-up showed that employees viewed the new contract as a

regression from a relational to a transactional approach. They had

increased responsibility for career development, but management

failed to provide the necessary tools.

 Strazdins, Lyndall; D'Souza, Rennie M.; L.-Y. Lim, Lynette;

Broom, Dorothy H.; Rodgers, Bryan (2004) reported that Job strain

(high demands and low control) is a widely used measure of

work stress. The authors introduce a new way of looking at

work stress by combining job strain with job insecurity, a

combination increasingly prevalent in contemporary economies,

using data from a cross-sectional survey (N = 1,188) of mid-aged

Australian managers and professionals. Those reporting both strain

and insecurity showed markedly higher odds for mental and physical

health problems (depression: odds ratio [OR] 13.88, 95% confidence

interval [CI] 5.67-34.01; anxiety: OR 12.88, CI 5.12-32.39; physical

health problems: OR 3.97, CI 1.72-9.16; and poor self-rated health:

OR 7.12, CI 2.81-18.01). Job strain and insecurity showed synergistic

associations with health, and employees experiencing both could be at

heightened health risk.

Hingar, Rowney and Sogani (2005) in their study on Indian

and Canadian Female Managers found that pay or salary is the most

important aspect of job satisfaction irrespective of country and

culture. Chahal (2005) found that there is not a significant difference

in the level of job satisfaction of bank employees, university teachers,

and journalists owing to gender.

 Parnami (2006) found that executives of carpet industry assign

I rank to supervision, II rank to work aspect of job satisfaction, III

rank to the human relations, IV to promotion and V to salary and

facilities irrespective of their position in the organization.

In a study in Harvard Business Review (2006), it was found

that only 33% of 7700 employees between the age group of 35 and 55

feel energized by their work; 36% say they are in dead-end jobs. One

in three is not satisfied with job and one in five is looking for other

job. (http://harvardbusinessreview. blogspot. com/2006). It shows that

job satisfaction plays an important role in one's life.

Addae, Helena M.;Wang, Xiaoyun (2006) operationalized job stress as

a two-dimensional construct consisting of time pressure and anxiety .

The authors hypothesized that the relationship

between job stress and job -related attitudes such as job involvement

and job satisfaction would be curvilinear but would be linear with

psychosomatic problems. In addition, the authors proposed that

attitudinal factors would mediate the relationship

between job stress and organizational commitment. Data were

obtained from 241 respondents in Trinidad and Tobago. Our findings

revealed that curvilinear relationships were supported for anxiety and

the outcome variables but not for time pressure. The results also
provided full support for our mediation hypotheses in the case

of anxiety. However, partial support for mediation was obtained for

time pressure.

Howard, Ann (2006) explore the relationship of ability and

intrinsic motivation in the prediction of job performance. Intrinsic

motivation was traced to two primary determinants. One, an

organizational factor, is the extent to which an employee's job is

"enriched," or incorporates challenging elements such as autonomy

and variety. A second determinant is an individual difference factor--

the extent to which the individual desires to achieve and grow. Data

were collected from 353 clerical employees in a large, metropolitan

bank. Ability was measured by a pre-employment clerical aptitude

test; information about job characteristics, individual growth needs,

growth satisfaction, and intrinsic motivation was obtained by an

employee questionnaire; and job performance was measured by

supervisors' evaluations. The hypotheses were tested by hierarchical

moderated multiple regression. Ability and intrinsic motivation

combined in an additive way but not in an interactive way in

predicting job performance.

Kiedrowski, P. Jay (2006) set a purpose: To quantitatively

assess a Senge learning organization (LO) intervention to determine if

it would result in improved employee satisfaction. Methodology used

by them was a Senge LO intervention in Division 123 of Company

ABC was undertaken in 2000. Three employee surveys using likert-

scale questions over five years and correlation analysis were used to

compare the impacts in the division, and with the company.

Findings: Employees in Division 123 accepted Senge's concepts more

and had improved employee job satisfaction over those five years

demonstrated by statistically significant gain scores and positive

correlation results. However, the division's gain scores were not

statistically better than the bank, and correlation analysis did not

show a positive relationship between the intervention

and job satisfaction compared to no intervention. Research

limitations/implications: This research was limited by the survey

questions used by the bank, by the difficult conditions in Division

123, and by the implementation approach. Additional research is

needed to quantitatively assess another organization undergoing a

Senge LO intervention. Practical implications: Aspects of a Senge LO

intervention such as team learning, systems thinking, and shared

vision were valuable as part of a change effort in an organization.

Senge's disciplines appeared insufficient as a total change

methodology. Originality/value: This research meets the need for

comprehensive empirical testing of Senge's disciplines which has

been lacking here-to-fore. It also helps leaders better understand,

from a leader's perspective, the tools to use in creating a learning

organization.

Schmidt, Klaus-Helmut; Neubach, Barbara (2007) reported

that recent developments in cognitive and social psychology suggest

that self-control demands have an effect as a source of stress at work.

Initial findings revealed that self-control demands were positively

related to job strain. However, evidence is lacking so far as to

whether self-control demands exert unique influences on strain.

Consequently, in the present study different forms of self-control

demands (impulse control, resisting distractions, overcoming inner

resistances) were investigated in combination with role ambiguity as

a well-established work stressor. The results showed that (a) the

measured forms of self-control demands jointly contributed

significant portions of incremental variance to the prediction of

various measures of strain, and (b) each form was able to explain

specific portions of variance in strain.

Van Dick, Rolf et.al. (2008) reported that past research has

focused on the differential relationships of organizational and work

group identification with attitudes and behavior. However, no

systematic effort has been undertaken yet to explore interactive

effects "between" these foci of identification. They predicted that in

cases of positive overlap of identifications (i.e. high work group

"and" organizational identification) identifications are more strongly

associated with employee job satisfaction and extra-role behavior

than when only one of the identifications is high--that is, the one

identification augments the influence of the other. These hypotheses

were tested and supported with data from two samples of bank

employees (N=358) and travel agency employees (N=308)

Laird, Mary Dana; Perryman, Alexa A.; Hochwarter, Wayne

A.; Ferris, Gerald R.; Zinko, Robert (2009) examined the moderating

effects of personal reputation on accountability-strain relationships.

Although felt accountability has predicted positive outcomes in some

studies, it has demonstrated anxiety -provoking properties in others.

This inconsistency has led researchers to search for moderating

variables that explain why felt accountability promotes or impedes

favorable outcomes. Building on these studies, the authors examine

the moderating effects of personal reputation on the felt

accountability-strain relationship. As hypothesized, the results

indicate that a positive personal reputation ameliorated the strain

reactions caused by felt accountability. In particular, as felt

accountability increased, individuals with strong personal reputations

experienced less job tension and depressed mood at work, as well as

more job satisfaction , but individuals with weak personal reputations

experienced the opposite outcomes.

Okoro, Henrietta Mbamalu (2010) reported that recent merger

waves in most organizations fail to increase organizational

performance and sustain competitive advantage. Several U.S.

organizational mergers failed to sustain market competition and retain

employees. Most consolidated and merged banks in Nigeria are in

distress and have failed to increase organizational performance.

Currently, organizational leaders are facing challenges regarding how

to integrate two or more merged cultures to maintain employee

commitment, job satisfaction, and employee retention. The current

quantitative correlational and regression study collected data related

to a merged bank in Abuja, Federal Capital Territory (FCT) of

Nigeria to examine if a relationship existed between organizational

culture and organizational performance. The study results indicated

that a measure of the combination of cultural traits (mission,

involvement, consistency, and adaptability) had a significant

relationship with each of the organizational performance measures

(employee commitment, job satisfaction, and employee retention).

 Findings from the study revealed that a lack of cultural

integration during a merger and acquisition was related to merger

failure and decrease in organizational performance. Merger failures

were linked to inadequate employee commitment, reduction

in job satisfaction, and increase in employee turnover that indicate

lower organizational performance. The study implication is that

organizational cultural differences may hinder organizational

performance. The study extends the organizational culture,

leadership, and organizational performance academic discourse and

expands the research domain to include a merged Nigerian bank in a

developing country.

Cheung, Francis; Tang, Catherine So-kum; Tang, Shuwen

(2011) examined the relationship between emotional labor and

burnout as well as job satisfaction. Besides, they also explored

whether psychological capital (PsyCap) moderated the emotional

labor-burnout or job satisfaction associations. In total, 264 full-time

Chinese school teachers in China were recruited. Results showed that

PsyCap was related to emotional labor, burnout,

and job satisfaction in the hypothesized direction. Furthermore,

PsyCap moderated the association between emotional labor and the

outcome variables. For instance, positive association between surface

acting on depersonalization as well as negative association

with job satisfaction was weaker when PsyCap was high. In addition,

positive association between deep acting and job satisfaction was

further reinforced among participants with high PsyCap but not

among participants with low PsyCap. Finally, the relationships of

PsyCap with depersonalization as well as job satisfaction were more

salient among employees who reported infrequent use of expression

of naturally felt emotion. Limitations and implications of the study

were discussed.

Duffy, Ryan D.;Bott, Elizabeth M.;Allan, Blake A.;Torrey,

Carrie L.;Dik, Bryan J. (2011) examined the relation between

perceiving a calling, living a calling, and job satisfaction among a

diverse group of employed adults who completed an online survey

(N = 201). Perceiving a calling and living a calling were positively

correlated with career commitment, work meaning,

and job satisfaction. Living a calling moderated the relations of

perceiving a calling with career commitment and work meaning, such

that these relations were more robust for those with a stronger sense

they were living their calling. Additionally, a moderated, multiple

mediator model was run to examine the mediating role of career

commitment and work meaning in the relation of perceiving a calling

and job satisfaction, while accounting for the moderating role of

living a calling. Results indicated that work meaning and career

commitment fully mediated the relation between perceiving a calling

and job satisfaction. However, the indirect effects of work meaning

and career commitment were only significant for individuals with

high levels of living a calling, indicating the importance of living a

calling in the link between perceiving a calling and job satisfaction .

Implications for research and practice are discussed.

Wang, Shu-wen;Repetti, Rena L.;Campos, Belinda (2011)

investigated the role of neuroticism in the associations

between job stress and working adults' social behavior during the first

hour after work with their spouse and school-age children. Thirty

dual-earner families were videotaped in their homes on two weekday

afternoons and evenings. An observational coding system was

developed to assess behavioral involvement and negative emotion

expression. Participants also completed self-report measures

of job stressors and trait neuroticism. There were few overall

associations between job stress and social behavior during the first

hour adults were at home with their spouse and school-age children.

However, significant moderator effects indicated that linkages

between work experiences and family behavior varied for men who
reported different levels of trait neuroticism, which captures a

dispositional tendency toward emotional instability. Among men who

reported high neuroticism, job stress was linked to more active and

more negative social behavior. Conversely, for men reporting low

neuroticism, job stress was related to less talking and less negative

emotion. These patterns were not found for the women in the study.

The findings suggest that when work is stressful, men who are higher

on neuroticism (i.e., less emotionally stable) may show a negative

spillover effect, whereas men who are lower on neuroticism (i.e.,

more emotionally stable) may withdraw from social interactions.

On the basis of these findings with the above reviews, the

following conclusions can be made.

1) There are so many studies are carried out in the field of

job satisfaction, stress and anxiety.

2) A large percentage of human being has been suffering from

stress and anxiety, especially in the work place setting.

3) Researchers and applied psychologists have found that

stress and anxiety induced many psychological and

physiological problems.

4) Various stressful situations directly affect on performance

of the individual and contribute satisfaction negatively.

6) In the light of the above studies, it is observed that stress

and anxiety reduce the job satisfaction.

• Summary

The present chapter focuses on the previous researches with

the central ideas and theme of the present research study. The above

studies are completely and partially related to present topic. While

reviewing the literature on the job satisfaction, stress and anxiety of

the bank employees in Aurangabad, researcher has lamented about

the paucity of meaningful research in this field and chooses this topic

for the research. Thus, researcher has avoided here the repetition and

monotony of the study.