A Study On The Work Life Balance of The Police Staffs With Special Reference To Janamithri Police Station Kenichira
A Study On The Work Life Balance of The Police Staffs With Special Reference To Janamithri Police Station Kenichira
A Study On The Work Life Balance of The Police Staffs With Special Reference To Janamithri Police Station Kenichira
PROJECT REPORT
Submitted By
ANSULA MATHEW
Reg.No.SMARMCM009
ARUNKUMAR T T
Assistant professor
Submitted in partial fulfilment of the requirements for the award of the degree of
MASTER OF COMMERCE
UNIVERSITY OF CALICUT
ST.MARY’S COLLEGE
SULTHAN BATHERY
2017 - 2019
DECLARATION
I also declare that the report has not been previously submitted in
full or part therefore to any institution or university for the award for
any degree or diploma.
Date:
ACKNOWLEDGEMENT
ANSULA MATHEW
CONTENTS
LIST OF FIGURES
INRODUCTION
INTRODUCTION
The research study is conducted for getting the knowledge about the
work life balance of the staffs in police department. That helps us to
understand the different levels of stress in police department and the different
techniques are undertaken by them to manage that stress problems.
Primary Data
Primary data are those, which collected for that is why
original in character. Primary data is obtained through
questionnaire, observation, direct communication with respondents
and personal interviews.
Secondary Data
Secondary data are those which have already collected
through different sources. The researcher purpose the guides as
to what all to be observed in a researcher place it was collected
from various texts, journals and also from related websites and
most importantly from the websites regarding IFRS.
Percentage Analysis
The data is obtained from the questionnaire is analysed through
percentage analysis. The results are shown on percentage basis.
Number of respondents
Percentage = x 100
Total number of respondents
Mean score
The mean value or score of a certain set of data is equal to the
sum of all the values in the data set divided by the total number of
values. A mean is the same as an average.
CHAPTER1 - INTRODUCTION
RELEVANCE OF THE STUDY
STATEMENT OF THE PROBLEM
OBJECTIVE OF THE STUDY
HYPOTHESIS OF THE STUDY
RESEARCH METHODOLOGY
SCOPE OF THE STUDY
TOOLS OF ANALYSIS
PERIOD OF THE STUDY
LIMITATION OF THE STUDY
CHAPTER2 – REVIEW OF LITERAURE
CHAPTER3 - HISTORY OF WORK LIFE BALANCE
MEANING OF WORK LIFE BALANCE
BENEFITS OF WORK LIFE BALANCE
TYPES OF STRESS
SOURCES OF STRESS
PROBLEMS AND CHALLENGES OF STRESS IN WORK
SOLUTIONS OF MINIMISING STRESS
CHAPTER4 - DATA ANALYSIS AND INTERPRETATION
CHAPTER5 - FINDINGS, SUGGESTIONS & CONCLUSION
BIBLIOGRAPHY
APPENDIX
CHAPTER – 2
REVIEW OF LITERATURE
INTRODUCTION
Aaron (2000). His study revealed that, police officers who disassociate or use
avoidance to cope with negative on-the-job experiences experienced increased
stress and poor psychological skills. Proactive screenings for dissociative
behaviours conducted by law enforcement administrators could identify and
lessen risks of negative outcomes (pp.446-447).
Kop & Euwema, (2001). His study revealed that, selecting employees based on
emotional stability and personality characteristics was also found to reduce the
amount of excessive force associated with workplace stress and
depersonalization.
M Madana Mohan, (2003). The researcher found that, Indian police personnel
deals with various problems and strive hard to maintain work life balance.
Police deals with stress in their day to day life. The Police service deals with
internal and external stress, in which external stress includes Societal stress,
Systemic stress and political stress whereas Internal stress like Individual stress,
Family stress, Task and Organizational stress.
Dowler, (2005). His Studies found that, co-workers and supervisors can have
great impacts in reducing stress. Law enforcement agencies which pair police
partners who have similar personalities reduce job dissatisfaction and increase
job performance.
Morash et al., (2006). He revealed that, organisational factors have been given
adequate importance in recent literature and have been found to be a better
predictor of police stress than the factors that represented the nature of police
work.
Buker & Weicko (2007). His studies aimed at that, assessing the effects of
commonly examined police stressors on Turkish National Police revealed that
organisational issues were the most important causes of stress in policing. Of all
the several variables studied, job satisfaction especially with supervisor was
found to be the strongest predictor of stress.
Pienaar et al., (2007). His study revealed that, police academies can ensure
recruits receive the necessary tools to face the demands of police work Hiring
applicants with high scores on conscientiousness, emotional stability, coping
skills, and religious affiliations could prevent future suicides.
Keinan & Malach-Pines, (2007). The researcher found that, creating training
programs designed to address job satisfaction, promotional opportunities and
benefits, family issues, supervisor evaluations and physical fitness would
provide officers tools in managing stress.
Chapin et al., (2008). The researcher found that, officers who believed they
were rewarded for seeking help or helping fellow co-workers felt supported and
that they had overcome the stigma surrounding asking for help. So this study
provides that should ensure better cooperation in organisation.
Gershon, Barocas, Li, & Vlahov, (2009). The researcher revealed that, hiring
officers who have college educations and are properly instructed and evaluated
in the academy can assist in reducing officer stress. So this study provides that
should divide the job to educated and experienced people that should reduce the
stress in organisation.
Hickman, Fricas, Strom, & Pope, (2011). The research study revealed that,
Law enforcement shift work and work assignments also contribute to police
officer stress. One consideration is the redesigning of patrol districts to ensure
an even workload, which would ultimately lead to lowered stress levels.
Bano (2011). The researcher’s study reveals that and indicated that political
pressure, lack of time for family, negative public image and low salary were the
primary causes of stress among police personnel in Uttar Pradesh. So, the
removal of these causes should minimise stress in organisation.
Selokar et al.(2011). His study attempt to identify that, the stressors among
police personnel in Wardha, Maharashtra, found that majority of the personnel
were under stress due to varied reasons such as criticism by superiors, excess
work, lack of rewards, inadequate value given to abilities and commitments and
no satisfaction from work.
Brandl & Smith, (2012). His research study revealed that, the stresses arising
from the law enforcement careers are manifested as various physical and
psychological ailments, including but not limited to premature death and
disability.
Suresh et al. (2013). He attempt to determine that, job events that were
significant sources of stress among Chennai police. The study revealed that
stress was due to organisational factors rather than physical hazards involved in
the police work. The factors included round clock duty, no time for family,
inadequate salaries / facilities, negative interaction with other police staff, poor
equipment, no recognition, too many cases, insufficient staff and harassment.
Srinivasan & Ilango (2013). His research study revealed that, lack of superiors
interest in their subordinates, irregular office work, heavy workload and dealing
with criminals were stressors faced by constables in Northern part of Tamil
Nadu.
Padma & Reddy, (2013). His study reveals that, As police department have lot
many pressure from every angle where female police personal trapped in
dilemma and strive hard to maintain work life as well as family life. It has found
that Married and unmarried female police personnel group have no differences
in balancing their work and personal life.
Terpstra & Schaap, (2013). His research study revealed that, styles of policing
play roles in amounts of stress encountered by officers. Individuals with
service-oriented approaches to policing encounter fewer stressors (e.g., they
experience more respect for their authority from the public), than do officers
with strict crime-fighting styles
Hiral Mehta, (2015). The objectives of the study is the work-life balance of
the employee’s and find out work life balance & its impact on employee’s
performance in an organization. Working hours also lead dissatisfaction.
Researcher has suggested arranging family picnic, providing monetary benefits
for efficient employees, introducing flexi policy will help to balance work-life
of employee.
CONCLUSION
REFERENCE:
Aaron, J.D.K. (2000). Stress and coping in police officers. Police Quarterly,
3(4), 438-450. DOI: 10.1177/109861110000300405.
Kop, N., & Euwema, M.C. (2001). Occupational stress and the use of force by
Dutch police officers. Criminal Justice and Behavior, 28(5), 631-652. DOI:
10.1177/009385480102800505
M Madana Mohan. (2003, Jan-June). STRESS IN INDIAN POLICE. (A.
Mishra, Ed.) SVP National Police Academy, 55(1), 42-46. Retrieved 01 30,
2016, from http://www.svpnpa.gov.in.
Dowler, K. (2005). Job satisfaction, burnout, and perception of unfair
treatment: The relationship between race and police work. Police Quarterly,
8(4), 476-489. DOI: 10.1177/1098611104269787
Morash, M., Harr, R. N. & Kwak, D. (2006). Multilevel influences of police
stress. Journal of contemporary criminal justice, 22, 26-43.
Buker, H. & Weicko, F. (2007). Are causes of police stress global? : Testing
the effects of common police stressors on the Turkish National Police.
Policing : An international journal of police strategies & Management, 30(2),
291-309.
Pienaar, J., Rothmann, S., & Van de Vijver, F.J.R. (2007). Occupational
stress, personality traits, coping strategies, and suicide ideation in the South
African Police Service. Criminal Justice and Behavior, 34(2), 246-258. DOI:
10.1177/0093854806288708
Keinan, G., & Malach-Pines, A. (2007). Stress and burnout among personnel:
Outcomes, and intervention strategies. Criminal and Behavior, 34(3), 380-398.
DOI 10.1177/0093854806290007
Chapin, M., Brannen, S.J., Singer, M.I. & Walker, M. (2008). Training
police leadership to recognize and address operational stress. Police Quarterly,
11(3), 338-352. DOI: 10.1177/1098611107307736.
Gershon, R.R.M., Barocas, B., Li, X., & Vlahov, D. (2009). Mental, physical,
and behavioral outcomes associated with perceived work stress in police
officers. Criminal Justice and Behavior, 36(3), 275-289. DOI:
10.1177/0093854808330015
Hickman, M.J., Fricas, J., Strom, K.J., & Pope, M. W. (2011). Mapping
police stress. Police Quarterly, 14(3), 227-250. DOI:
10.1177/1098611111413991
Bano. R. (2011). Job stress among police personnel. Paper presented at
international conference on economics and finanace research. Singapore.
Retrieved from http://www,ipedr.com/vol4/56-F10027.pdf.
Selolkar, D., Nimbarte, S., Ahana, S., Gaidhane. A. & Wagh. V. (2011).
Occupational stress among police personnel of Wardha City, India. Australian
Medical Journal of Police Science and Administration, 16, 75-79.
Brandl, S. G., & Smith, B. W. (2012). An empirical examination of retired
police officers’ length of retirement and age at death: A research note. Police
Quarterly, 16(1), 113-123. DOI: 10.1177/0093854800027003006
Suresh, R. S., Anantharaman, R.N., Anguswamy, A. & Ganesan.I. (2013).
Sources of job stress in police work in a developing country. International
Journal of Business and Management, 8(13), 102-110.
Srinivasan, S. & Ilango, P. (2013). Stress problems faced by police constables
in North Chennai. Global Research Analysis, 2(4). Retrieved
fromhttp://www.academia.edu/3313879/Stress_Problems_of_Police_Constables
Padma, S., & Reddy, S. (2013). Role of family support in balancing personal
and work life of women employees. International journal of computataional
engineering and management.
Terpstra, J., & Schaap, D. (2013). Police culture, stress conditions, and
working styles. European Journal of Criminology, 10(1), 59-73. DOI:
10.1177/1477370812456343
Anitha, R., & Muralidharan, D. (2014, Nov). A study on the influence of
Demographic and work related aspects on the work life balance of marketing
Professionals. Global Journal for Research Analysis, 3(11), 100-102.
Hiral Mehta. (2015, June). A Study on Work Life balance of Employees & its
impact on the performance of Employees. Global Journal of Research Analysis,
4(6), 96 - 99.
CHAPTER 3
This chapter deals with the profile of impact of stress among police
personnel and how to manage them.
3.2 HISTORY
Most recently there has been a shift in the work place as a result of
advances in technology. Employees have many methods, such as E- mails,
computers and cell phones, which enable them to accomplish their work beyond
the physical boundaries of their office. Researchers have found that employees
who consider their work roles be an important component of their identifies will
be more likely to apply these communication technologies to work while in
their non work domain.
Work life balance starts with identifying the sources of stress. Certain
sources of stress are given below,
The most common potential stressor noted during the interview was
work overload. Both Inspectors and Sub- Inspectors described about the amount
of work they had to perform all through the day which included tasks like
investigation, maintaining law and order, court duty and emergency situations.
They asserted that there was a lack of division of work among personnel and
lack of man power led to work overload and over piling of work.
There are more problems and challenges because of our job. Here we
discussed about the problems and challenges of stress in work.
3.8.1 Demands
Lack of control is the another kind of problem that faced in work. Lack
of control is creating pressure. It is difficult to deal with the uncontrollable
workload or the insecurity of the situation of the working field. In personal
circumstances aspects as illness, exams, kid issues can feel as if all control is
gone and is very stressful.
Unhelpful attitude is also affects to life. The unity and helping mentality
in work encourages the officers to work well. That attitude should remove
unneeded stress in work and also provide happy and satisfaction to the officers.
3.8.6 No skills
All the above challenges can appear in anybody’s life and will add to
stress levels. Not being able to handle stress will kill any chance of a healthy
work-life balance.
3.10 CONCLUSION
INTRODUCTION
This chapter deals with the analysis and interpretation of the data
collected through questionnaire. A field survey was selected as the research
method. A questionnaire was designed to checking the perceptions towards
work stress of police officers. The respondents were asked to answer the
questionnaire, the data was analysed, percentages were calculated based on
this data, and the study was continued.
Table 4.1
Figure 4.1
24.00%
Male Female
76.00%
Inferences: From the table 4.1 and figure 4.1 shows that 76% of respondents are male
and 24% of respondents are female.
4.2 Classification of the Police personnel on the basis of marital status.
Table 4.2
Figure 4.2
30%
Single
Married
70%
Inference : From the table 4.2 and figure 4.2 shows that 30% of respondents are
single and 70% of respondents are married.
4.3 Classification of the Police personnel on the basis of age.
Table 4.3
Figure 4.3
60%
50%
40%
26%
30% Percentage of Respondents
20%
10%
10%
2%
0%
Below 30 years 31 to 40 years 41 to 50 years Above 50
years
Inferences: From the table 4.3 and figure 4.3 shows that out of 50 respondents 26%
of them are below 30 years. 60% are from the age group of 31 to 40 years. 10%
are in the group of 41 to 50 years and 2% are above 50 years.
4.4 Classification of the police personnel on the basis of designation.
Table 4.4
Figure 4.4
2%
6%
92%
Inferences: From the table 4.4 and figure 4.4 shows that out of 50 respondents 2% of
the officers are sub inspectors. 6% of them are senior civil police officer. 92% of them
are civil police officers.
4.5 Classification of the Police personnel on the basis of working
experience.
Table 4.5
Figure 4.5
60%
54%
50%
40%
30%
24% Percentage of respondents
20%
12%
10%
10%
0%
Less than 5 years 5 to 10 years 10 to 15 years 15 years and
above
Inferences: From the table 4.5 and figure 4.5 shows that out of 50 respondents 54%
of the officers have less than 5 years working experience. 24% of them have 5 to 10
years working experience. 10% of the officers have 10 to 15 years working experience
and 12% have more than 15 years working experience.
4.6 Classification of the Police personnel on the basis of educational
qualification.
Table 4.6
Figure 4.6
60%
52%
50%
40%
36%
30%
Percentage of respondents
20%
12%
10%
0%
0%
Up to SSLC Plus two Degree Masters degree
Inferences: From the table 4.6 and figure 4.6 shows that out of 50 respondents 0% of
the respondents are completed SSLC.12% of the respondents are completed Plus
two.52% of the respondents are completed Degree and 36% of the respondents are
completed Masters Degree.
4.7 Classification of the Police personnel on the basis of income.
Table 4.7
Figure 4.7
70% 64%
60%
50%
36%
40%
Percentage of respondents
30%
20%
10%
0% 0%
0%
Below 20000 20000 to 40000 to Above 60000
40000 60000
Inferences: From the table 4.7 and figure 4.7 shows that, respondents in the income
group of below 20000 is nil. 64% of the respondents are in the income group of 20000
to 40000. 36% of the respondents are in the income group of 40000 to 60000 and
respondents in the income group of above 60000 is nil.
4.8 Classification based on level of job satisfaction about working condition
Table 4.8
Figure 4.8
4.36
4.50 4.00
4.00
3.50 3.00
2.83
3.00
2.50
Meanscore
2.00
1.50
1.00
0.50
0.00
Moderately Satis- Less Satisfied Dissatisfied Highly Dissatisfied
fied
Inferences: From the table 4.8 and figure 4.8 shows that, out of 50 respondents the
mean square of the job satisfaction level in highly satisfied is nil. The satisfaction
level in moderately satisfied is 2.24. The satisfaction level in less satisfied and in
dissatisfied is 0.48 and in highly dissatisfied is 0.04.
4.9 Classification based on level of job satisfaction about present
designation.
Table 4.9
Figure 4.8
4.00
4.00
3.25
3.50
2.63
3.00
2.50 2.00
2.00
Mean
1.50
1.00
0.50
0.00
Highly Satisfied Moderately Satisfied Less Satisfied Dissatisfied
Inferences: From the table 4.9 and figure 4.9 shows that, out of 50 respondents the
mean square of the job satisfaction level in highly satisfied and in moderately
satisfied is 1.6. The satisfaction level in less satisfied is 0.36, in dissatisfied is 0.32
and in highly dissatisfied is nil.
4.10 Classification based on whether felt stress because of job
Table 4.10
Figure 4.10
60%
50% 48%
40%
32%
30%
Percentage of respondents
20%
16%
10%
4%
0%
0%
Never Occasionally Rarely Often Always
Inferences: From the table 4.10 and figure 4.10 shows that, out of 50 respondents,
none of them replied that they never felt job stress because of their job. 48% of the
respondents replied that they felt job stress in occasionally. 16% of the respondents
replied that they felt job stress in rarely. 32% of them replied that they felt job stress in
often and 4% of them replied that, they always felt job stress.
4.11 Classification based on Management of Stress
Table 4.11
Figure 4.11
24%
Yes
No
76%
Inferences: From the table 4.11 and figure 4.11 shows that out of 50 respondents,
76% of the respondents respond that, they can manage the stress and 24% of the
respondents said that, they can’t manage the stress.
4.12 Classification based on the methods used for Management of Stress
Table 4.12
Figure 4.12
34.21
31.51
35
30
25
20 15.1
15 10.96
8.22
s
e
10
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v
cti
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Percentage
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te
si
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P
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P
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in
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In
Inferences: From the table 4.12 and figure 4.12 shows that 10.96% of respondents
are practising yoga for reducing stress. 8.22% of the respondents are practising
meditation. 34.21% of the respondents are involving in entertainment activities for
reducing stress. 15.1% of the respondents are enjoying dance or music for reducing
their stress and 31.51% of them are choosing other methods for reducing their job
stress.
4.13 Classification based on stress related disease
Table 4.13
Figure 4.13
18.00%
20.00%
15.00%
Percentage
10.00%
4.14%
5.00%
1.40%
0.00%
Hyper Obesity Diabetes Frequent None Other
tension head ache diseases
Inferences: From the table 4.13 and figure 4.13 shows that 4.14% of respondents are
suffering hyper tension due to job stress. 1.40% of the respondents are suffering
obesity 22.10% of the respondents are suffering diabetes. 30% of the respondents are
suffering frequent head ache. 18% of the respondents do not suffering any diseases
and 25% of them are suffering other diseases.
4.14 Classification based on whether have job security to respondents
Table 4.14
Figure 4.14
28%
Yes
No
72%
Inferences: From the table 4.11 and figure 4.11 shows that out of 50 respondents,
72% of the respondents said that, they have job security and 28% of the respondents
said that, they have job insecurity.
4.15 Classification based on whether respondents can able to balance their
work life.
Table 4.15
Figure 4.15
44%
Yes
56% No
Inferences: From the table 4.15 and figure 4.15 shows that out of 50 respondents,
56% of the respondents said that, they can manage their work life and 44% of the
respondents said that, they can’t manage their work life.
4.16 classification based on what are the factors helps the respondents to
balance their work life
Table 4.16
Percentage
Proper guidance from superiors 10.37%
Inferences: From the table 4.16 and figure 4.16 shows that out of 50 respondents,
14.07% of the respondents said that, they can reduce their work stress by avoiding
defamation by media, 9.25% said that work stress can be reduced through getting
appreciation for good work, 8.51% of them replied that stress can be reduced by
getting proper guidance from superiors, 17.03% replied that it can be reduced through
better cooperation between co – workers, 13.33% replied that work stress can be
reduced through rescheduling of the work schedule and 15.55% of the respondents
replied that enhancement of the work schedule helps to minimize the work stress.
4.17Classification based on whether have separate job policy
Table 4.17
Figure 4.17
48%
52%
Yes
No
Inferences: From the table 4.17 and figure 4.17 shows that out of 50 respondents,
48% of the respondents said that, they have separate job policy and 52% of the
respondents said that, they do not have separate job policy.
4.18 classification based on whether miss out quality time with family or
with friends because the pressure of job.
Table 4.18
Figure 4.18
60% 56%
50%
40%
20%
14%
10%
4%
2%
0%
Never Occasionally Rarely Often Always
Inferences: From the table 4.18 and figure 4.18 shows that, out of 50 respondents,
14% of them replied that never miss out quality time with family or friends. 56% of
the respondents replied that, they missed the quality time occasionally. 16% of the
respondents replied that they missed the time rarely. 24% of them replied that they
missed the quality time in often and 4% of them replied that, they always miss out
quality time with family or with friends.
4.19 Classification based on the amount of time spend at work
Table 4.19
Figure 4.19
48%
50%
45%
40%
35%
30%
24%
25%
Percentage of respondents
20%
15% 12%
10%
10%
5% 2%
0%
Very Unhappy Indifferent Happy Very happy
un-
happy
Inferences: From the table 4.19 and figure 4.19 shows that, out of 50 respondents,
10% of them replied that they are very unhappy about the amount of time spend at
work. 24% of the respondents replied that, they are unhappy about the amounts of
time spend at work. 12% of the respondents replied that they are indifferent about the
amount of time spend at work. 48% of them replied that they are happy about the
amounts of time spend at work and 2% of them are very happy.
4.20 Classification based on whether worried about work
Table 4.20
Figure 4.20
Always 4%
Often 8%
Rarely 36%
Percentage of respondents
Sometimes 52%
Never 0%
Inferences: From the table 4.20 and figure 4.20 shows that, out of 50 respondents, 0%
of them replied that they are never worried about the work. 52% of the respondents
replied that, they are sometimes worried about work. 36% of the respondents replied
that they are rarely worried about the work. 8% of them replied that they are often
worried about work and 4% of them replied that they are always worried about work.
4.21 Classification based on whether feel family is insecure because of job
Table 4.21
Figure 4.21
42%
Yes
No
58%
Inferences: From the table 4.21 and figure 4.21 shows that out of 50 respondents,
58% of the respondents said that, they felt family is insecure because of police job and
42% of the respondents said that, their family is secure.
4.22 Classification based on whether got any additional benefits for their
family
Table 4.22
Figure 4.22
54%
54%
52%
50%
Percentage of respondents
48% 46%
46%
44%
42%
Yes No
Inferences: From the table 4.22 and figure 4.22 shows that out of 50 respondents,
46% of the respondents said that, they got additional benefits because of job and 54%
of the respondents said that, they do not got it.
4.23 Classification based on whether got any promotion or transfer
Table 4.23
Figure 4.23
64%
70%
60%
50%
36%
40%
Percentage of respondents
30%
20%
10%
0%
Yes No
Inferences: From the table 4.23 and figure 4.23 shows that out of 50 respondents,
64% of the respondents said that, they got transfer or promotion and 36% of the
respondents said that, they do not got it.
4.24 Classification based on whether staying with family
Table 4.24
Figure 4.24
60%
60%
50%
40%
40%
Percentage of respondents
30%
20%
10%
0%
Yes No
Inferences: From the table 4.24 and figure 4.24 shows that out of 50 respondents,
60% of the respondents said that, they are staying with their family and 40% of the
respondents said that, they do not stay with their family.
4.25 Classification based on the living place of the respondents.
Table 4.25
Figure 4.25
12%
32%
Police quarters
Own home
Rented home
56%
Inferences: From the table 4.25 and figure 4.25 shows that out of 50 respondents,
32% of the respondents said that, they are living at police quarters. 12% of the
respondents said that, they are living at rented home.
4.26 Classification based on the distance to the police station from home
Table 4.26
Figure 4.26
60%
52%
50%
36%
40%
20%
8%
10%
0%
0%
Less than 5 km 5 to 15 km 15 to 30 km More than 30
km
Inferences: From the table 4.26 and figure 4.26 shows that out of 50 respondents,
none of the respondents have distance to home from police station is less than 5
km.52% of the respondents said that, they have 5 to 15 km distance from police
station. 36% of the respondents said that, they have 15 to 30 km distance to home
from police station and 8% of the respondents have more than 30 km distance to home
from police station.
Table 4.27
Classification based on hours work in a day
Figure 4.27
48%
50%
45%
40%
32%
35%
30%
25% 20%
Percentage of respondents
20%
15%
10%
5%
0%
Less than 8 hours 8 to 10 hours More than 10
hours
Inferences: From the table 4.27 and figure 4.27 shows that out of 50 respondents,
20% of the respondents said that, they works less than hours. 32% of the respondents
replied that they work 8 to 10 hours and 48% of the respondents replied that they
works more than 10 hours in a day.
Figure 4.28
50%
46%
45%
40%
35% 32%
30%
25%
22%
20% Percentage of respondents
15%
10%
5%
0%
Mental
Physical
Both
Inferences: From the table 4.28 and figure 4.28 shows that out of 50 respondents,
32% of the respondents said that, they have mental strain. 22% of the respondents
replied that they have physical strain and 46% of the respondents replied that they
have both mental and physical strain due to long working hours.
Table 4.29
Classification based on number of leaves availed by the respondents.
Figure 4.29
60%
50%
40%
30% 52%
Percentage of respondents
20%
26%
22%
10%
0%
0%
Not every once Once in a Two times in a Two to five
in a month month month times in a
month
Inferences: From the table 4.29 and figure 4.29 shows that out of 50 respondents,
none of the respondents said that, they got leaves in not every once in a month. 22%
of the respondents replied that they got leaves in once in a month. 52% 0f the
respondents said that they got leaves in two times in a month and 26% of the
respondents replied that they got leaves in two to five times in a month.
4.30 Classification based on number of times called for duty in off times.
Table 4.30
Classification based on number of times called for duty in off times.
Figure 4.30
60%
52%
50%
40%
26%
30%
Percentage of respondents
20%
12%
10%
10%
0%
0%
One to two Two to five Five to ten More than None
times times times 10 times
Inferences: From the table 4.30 and figure 4.30 shows that out of 50 respondents,
26% of the respondents said that, they called for duty in one to two times. 52% of the
respondents replied that, they called for duty in two to five times. 10% 0f the
respondents said that, they called for duty in more than 10 times and 12% of the
respondents replied that they are never called for duty in off times.
HYPOTHESIS TESTING
H0 : There is no significant difference between gender and work life balance
of the police officers.
Level of significance = 5%
Computed value < table value, so accept the null hypothesis and reject the
alternate hypothesis, i.e.: accept H0
INTRODUCTION
The research methodology enables to find information useful for
present and for future. Findings are important part for research. Perhaps, it is
useful output of the study, which can be analysed to make useful
changes.
5.1 FINDINGS
It is found that out of 50 officers, 76% of the officers are male and
24% of the officers are female.
It is found that out of 50 officers, 70% of the officers are married
and 30% of the officers are single.
The study reveals that, out of 50 officers, 60% of the officers are in the
age group of 31 to 40 and 26% of the officers are in the age group of
below thirty years.
The study reveals that out of 50 officers, 92% of the officers are civil
police officer, 6% of the officers are senior civil police officer and 2% of
the officers are sub inspector of police.
54% of the officers have less than 5 year working experience and 24%
have 5 to 10 years.
64% of the officers are in the income level of 20000 to 40000 and
36% of the officers are in 40000 to 60000.
It is found that in the case of level of job satisfaction about working
condition, the highest mean score in moderately satisfied. After that less
satisfied and dissatisfied have the highest mean score.
The study reveals that, the highest mean score in the level of job
satisfaction about present designation is in highly satisfied and
moderately satisfied.
It is found that out of 50 officers, 48% said that they felt stress in
occasionally, 32% said that they felt stress in often and 16% said that they
felt stress in rarely.
76% of the officers said that they can able to manage the stress and 24%
said that they cannot able to manage the stress.
The study reveals that out 50 officers, 34.21% of the officers are
involving in entertainment activities to reduce stress and 32% using other
methods for reducing stress.
It is found that out of 50 officers, 30% suffering frequent head ache, 25%
suffering other diseases and 22% suffering diabetes.
It is found that 72% of the officers said that they have job security and
28% said that they have job insecurity.
56% of the officers said that they can able to balance stress and 44% said
that they cannot balance stress.
It is found that, the main factors helps to balance work life is, 17% said
that cooperation between co-workers will balance work, 16% said that
enhancement of strength in police station, 14.07% said that avoid
defamation by media and 13% said that rescheduling of work schedule
will balance work life.
52% of the officers said that they do not have separate job policy and
48% said that they have separate job policy.
56% said that they miss out quality time spend with family or friends in
occasionally and 24% said they miss it in often.
The study reveals that 48% of the officers are just happy in amount of
time spend at work and 24% are unhappy in it.
52% of the officers said that they are sometimes worried about work and
36% said that they are rarely worried about work.
58% of the officers said that, their family suffering insecurity because of
their police profession and 42% said that they are not suffering insecurity.
54% of the officers said that they didn’t get any additional benefits
because of their job but 46% said that they get additional benefits.
The study reveals that, 64% of the officers got promotion or transfer but
36% didn’t get it.
60% of the officers are staying with their family but 30% are not.
56% of the officers are living in own home, 32% are living in police
quarters and 12% are living in rented home.
52% of the officers said that they have 5 to 15 km distance to the police
station from home and 36% said that they have 15 to 30 km distance from
home.
48% of the officers are work more than 10 hours in a day and 32% are
work in 8 to 10 hours.
The study reveals that 46% of the officers are suffering both physical and
mental strain because of long working hours 32% affected mental strain
and 22% are affected physical strain.
The study reveals that in the case of leaves availed by the officers is, 52%
said that two times in a month, 26% said that two to five times and 22%
said that once in a month.
It is found that, 52% of the officers are called for two to five times for
duty in off days or off times and 26% said that they are called for once in
a month.
5.2 SUGGESTIONS
The work life balance is an important thing in the modern era. The
officers or employees are taking certain measures to reduce stress for managing
their work life. But certain problems are behind in this for the smooth
functioning of work life balance. Following are the suggestions of this study,
The study reveals that, the improved stress reduction programs do not
exist in police department. The implementation of improved stress
reduction programs will helps to balance work life of officers.
The most important reason of stress in police profession is unavailability
of counselling centres. The implementation of proper counselling will
reduce stress of police officers and they are aware about how to manage
their work life.
Training programs will helps to reduce stress. The officers are well
aware about their work life through offering better training programs.
To change the current policy in police profession and provide more
stress relief amendments in this. That should be include rescheduling of
the work schedule, enhancement of strength in police station and avoid
unnecessary harassments.
5.3 CONCLUSION
WEBSITES
www.andrewleeds.net
http://www.tearsofacop.com/police/articles/constant.html
http://www,ipedr.com/vol4/56-F10027.pdf.
http://www.svpnpa.gov.in.
https://www.researchgate.net/publication/318562805
http://pdxscholar.library.pdx.edu/ccj_capstone
APPENDIX
QUESTIANNAIRE
1. Name :
2. Gender Male Female
3. Marital Status Single Married
4. Age Below 30 years
31 to 40 years
41 to 50 years
above 50 years
5. Designation
Highly satisfied
Moderately satisfied
Less satisfied
Dissatisfied
Highly dissatisfied
10. What is your level of satisfaction about your present designation?
Highly satisfied
Moderately satisfied
Less satisfied
Dissatisfied
Highly dissatisfied
11. Do you ever feel any stress because of your job?
Never
Occasionally
Rarely
Often
Always
12. Are you able to manage your stress?
Yes
No
13.If yes how do you manage your stress arising from job?
Practising yoga
Practising meditation
Involving in entertainment activities
Dance / music
Others systems
14.Do you suffer any stress relates disease?
Hyper tension
Obesity
Diabetes
Frequent headache
None
Other symptoms
15.Do you have a job security?
Yes
No
16.Do you generally feel you are able to balance your work life balance?
Yes
No
17.Do you personally feel any of the following will help you to balance
your work life?
Never
Sometimes
Rarely
Often
Always
20.How do you feel about the amount of time you spend at work?
Very unhappy
Unhappy
Indifferent
Happy
Very happy
21.How often do you think or worry about work (when you are not actually
at work or travelling)