A STUDY ON THE WORK LIFE BALANCE OF THE POLICE

PERSONNELWITH SPECIAL REFERENCE TO JANAMITHRI

POLICE STATION KENICHIRA

PROJECT REPORT

Submitted By

ANSULA MATHEW

Reg.No.SMARMCM009

Under the guidance of

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

DEPARTMENT OF COMMERCE AND MANAGEMENT STUDIES

ST.MARY’S COLLEGE

(NAAC Re-accredited with ‘A’ Grade)

SULTHAN BATHERY

2017 - 2019
DECLARATION

I, ANSULA MATHEW hereby declare that this project work entitled

“A STUDY ON THE WORK LIFE BALANCE OF THE POLICE
PERSONNEL WITH SPECIAL REFERENCE TO JANAMITHRI
POLICE STATION KENICHIRA” is a record of work carried out by
me under the guidance asst. Professor Arunkumar T T in partial fulfilment
of the requirement for the award of the DEGREE OF MASTER OF
COMMERCE OF CALICUT UNIVERSUTY.

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.

Place: SULTHAN BATHERY ANSULA MATHEW

Date:
ACKNOWLEDGEMENT

Any research is not an individual effort. It is a contributory effort of

many hearts, hands and brains. I sincerely feel that the credit of the
project work couldn’t be narrowed down to an individual, as the entire
work is the outcome of the integrated effort of all those concerned with
it.

First of all I think the almighty for enabling me to complete the

dissertation in this manner.

I am extremely indebted to my beloved sir and guide, asst.

Professor Arunkumar T T for this special knowledge constructive guidance
and constant encouragement and assistance without which I couldn’t have
completed this work properly.

Here I express my sincere thanks to our HOD Mr.Wilson M.A, Co

students and friends for their valuable suggestion during the course of
this study.

I express my depth of gratitude to my parents for generating an

inspiration in me for my higher studies.

ANSULA MATHEW
CONTENTS

CHAPTER TITLE PAGE

NO
1 INTRODUCTION
RELEVANCE OF THE STUDY
STATEMENT OF THE PROBLEM
OBJECTIVES
SCOPE OF THE STUDY
RESEARCH METHODOLOGY
TOOLS OF ANALYSIS
PERIOD OF THE STUDY
LIMITATION OF THE STUDY
CHAPTER SCHEME
2 REVIEW OF LITERATURE
3 THEORATICAL FRAMEWORK
HISTORY OF WORK LIFE BALANCE
MEANING OF WORK LIFE BALANCE
BENEFITS OF WORK LIFE BALANCE
TYPES OF STRESS
PROBLEMS OF STRESS IN WORK
SOLUTIONS OF STRESS REDUCTION
4 DATA ANALYSIS AND INTERPRETATION
5 FINDINGS,SUGGESTIONS AND CONCLUSION
6 BIBLIOGRAPHY
7 APPENDIX
LIST OF TABLES

TABLES TABLE NAME PAGE

 NO
4.1 Gender 33
4.2 Marital status of respondents 34
4.3 Age of respondents
4.4 Designation of respondents 35
4.5 Working experience of respondents 36
4.6 Education level of respondents 37
4.7 Income level of respondents 38
4.8 Job satisfaction about working condition of respondents 39
4.9 Job satisfaction about present designation of respondents 40
4.10 Level of feeling of stress because of job 41
4.11 Management of stress 42
4.12 Methods of management of stress 43
4.13 Stress related diseases of respondents 44
4.14 Job security of respondents
4.15 Work life management of respondents
4.16 Factors helps to balance work 46
4.17 Separate job policy of respondents
4.18 Quality time miss out with family by the respondents
4.19 Amount of time spend at work
4.20 Worry about work of respondents
4.21 The security of family of respondents because of job
4.22 Additional benefits got by respondents because of their job
4.23 Promotion or transfer received by respondents
4.24 The living status of respondents
4.25 The living place of respondents

4.26 The distance to police station from home of respondents

4.27 Amount of time work in a day
4.28 The causes of long working hours
4.29 Number of leaves availed by the respondents
4.30 Number of times called out for duty during off days

LIST OF FIGURES

FIGURES FIGURE NAME PAGE

NO
4.1 Gender 33
4.2 Marital status of respondents 34
4.3 Age of respondents
4.4 Designation of respondents 35
4.5 Working experience of respondents 36
4.6 Education level of respondents 37
4.7 Income level of respondents 38
4.8 Job satisfaction about working condition of respondents 39
4.9 Job satisfaction about present designation of respondents 40
4.10 Level of feeling of stress because of job 41
4.11 Management of stress 42
4.12 Methods of management of stress 43
4.13 Stress related diseases of respondents 44
4.14 Job security of respondents
4.15 Work life management of respondents
4.16 Factors helps to balance work 46
4.17 Separate job policy of respondents
4.18 Quality time miss out with family by the respondents
4.19 Amount of time spend at work
4.20 Worry about work of respondents
4.21 The security of family of respondents because of job
4.22 Additional benefits got by respondents
4.23 Promotion or transfer received by respondents
4.24 The living status of respondents
4.25 The living place of respondents

4.26 The distance to police station from home of respondents

4.27 Amount of time work in a day
4.28 The causes of long working hours
4.29 Number of leaves availed by the respondents
4.30 Number of times called out for duty during off days
 CHAPTER 1

INRODUCTION

INTRODUCTION

Work life balance is an important factor in the modern era. It

influencing individual efficiency and satisfaction in modern day occupational
settings. All individuals faced stress every day. When stress is in optimum level
it can help a person under pressure, motivate him to do his best. But beyond a
certain point stress stops being helpful and starts causing major damage to one’s
health, moods, productivity, relationship and quality of life. Stress is defined as
a response to perceived threat, challenge or change, a physical and
psychological response to any demand, a state of psychological and physical
arousal. Police work is considered to be one of stressful jobs. Police department
is the main work field that have more stress problem. This is because the police
department acts not only as a law enforcing agency but also as an instrument of
social service, an agent of social change and the protector of the rights and
duties of the people. Police personnel are often involved in dealing with
criminals, VIP’s security duties of the people and collapse of other agencies of
criminal justice system.

Police occupation is entitled as a stressful job. Police men are obliged to

attend people call whenever they are in need. Their prime responsibility is to
restore the peace among the community and enforcement of law. Police
department is one of the departments of government which has large number of
employees. They are given different rank in their departments that start from
constable to director general of police. Constable is the lowest of the rank in the
hierarchy. They are found more in number compared to the other ranks. They
are more prone to stress psychological and physical problem. They work a lot
and seldom received any rewards. Stress plays an important role in determining
their good health and sound mind. Stress is an unavoidable feature of modern
living. Everyone needs to face challenges in order to get as much out of life as
they can. There are dangers that some challenges are more difficult than others
to handle or overcome. If these challenges are not dealt with they can cause
high levels of negative stress or distress. Stress is thus a phenomenon of direct
relevance and concern to a large proportion of inhabitants of the world today, as
it needs to be fought, investigated and managed.
 It could be stated that the work life balance between organizational
levels, operational levels and personnel levels are have widespread
problems because of its numerous negative effects on individual and on police
organization. Officers who experience high levels of occupational stress report a
high incidence of physical ailments and psychological problems that effect their
work performance. Specifically, they commonly have poor health, are
frequently absent from work, experience burnout, are dissatisfied with their job
and because of weak organizational commitment, they may not fully invest
themselves in their work or they may retire prematurely.

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.

1.1 RELEVANCE OF THE STUDY

Our economy gives more importance to work life balance. It

influencing individual efficiency and satisfaction in modern day occupational
settings. The importance of the study is to help the police officials, policy
makers and authorities in understanding the nature and causes of
occupational stress faced by police officers and it may help to frame
strategic visions to overcome their stress.

1.2 STATEMENT OF THE PROBLEM

Work life balance is an important factor in the present environmental

settings. Police profession is considered to be one of the most stressful
occupation. Their prime responsibility is to restore the peace among the
community and enforcement of law. This is because the police department acts
not only as a law enforcing agency but also as an instrument of social service,
an agent of social change and the protector of the rights and duties of the
people. This study conducted to reveal whether the police personnel can able to
balance their work life and how they balanced.

1.3 OBJECTIVES OF THE STUDY

The objectives of the study are as under:
 To understand whether the police staff feel any stress in their
job.
 To know how they balance their work life.
 To analyse the factors that leads to stress in police profession.
 To examining the variables those are causing stress of police
personnel.
 To identify the necessary solutions to minimise stress related issues
of police personnel.

1.4 HYPOTHESIS OF THE STUDY

H0 : There is no significant difference between gender and work life balance

of the police officers.

H1 : There is a significant difference between gender and work life balance

of the police officers

1.5 RESEARCH METHODOLOGY

The type of research method used in this survey is descriptive

research method. Descriptive research method is a fact finding investigation.
Descriptive study is designed to gather descriptive information. It
provides information for formulating complex studies. So any research
which is used to describe the characteristics of data termed as descriptive
research.

Purposive sampling technique is used in this research. It means the

sample which is selected by the researcher subjectively. A purposive
sample is used when the researcher attempts to obtain sample that appears
to him or her to be representative of the population and will usually try
to ensure that a range from one extreme to the other is included. In other
words in purposive sampling people or units or elements in the sample
are selected because they are regarded as having similar characteristics to
the people in the designated research population. It is a non –
probability sampling method.

 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.

1.6 SCOPE OF THE STUDY

The study is made taking consideration of the impact of

occupational stress among police officers in whole Kerala. The overall
goal of the study is to explore the major factors of occupational stress,
to identifying the relationship between amount of stress, causes of
occupational stress and management strategies of occupational stress. The
study will help the police officials, policy makers and authorities in
understanding the nature and causes of occupational stress faced by police
officers and it may help to frame strategic visions to overcome their
stress.

1.7 TOOLS OF ANALYSIS

Analytical techniques used to obtain findings and arrange information in

a logical sequence from the data collected. After tabulation of data, following
quantitative techniques are used.

 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.

 Chi – Square Test

It is a statistical test which tests the significance of difference
between observed frequencies and the corresponding theoretical
 frequencies of a distribution, without any assumption about the
distribution of a population.

1.8 LIMITATION OF THE STUDY

The main limitations of the study are,

 The data collections from only forty Police officers in
Wayanad district.
 Validity and reliability of data depends on the responses
from the Police officers.
 Due to the nature of respondents it was difficult to spend
more time to collect additional information.
 Another limitation of the study is based on the quality and
originality of the secondary data taken via the website
regarding stress management.

1.9 CHAPTER SCHEME

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

Work life balance is an important factor in the modern occupational

settings. Police profession is one of the mostly affected occupation. Police
personnel are suffering stress in various area.

Review of literature makes the investigator aware of the

significance of the problem they have selected for study. In initial stage of
research, the literature help the researcher to became familiar with problem
area. Later it promotes greater understanding of the problem and its
crucial aspects and ensures the avoidance of necessary duplication, it also
provides a comparative data on the basis of which to evaluate and
interpret the significance of scholar’s findings.

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

Anitha & Muralidharan, (2014). In this paper researcher studied that,

influential factors of marketing professionals working in two wheeler
automobile industry in Coimbatore. It has found that having more experiences
leads more work-life balance. Researcher concluded that demographic factors
like age, salary, educational qualification, experience, type of family and spouse
working have impact on work life balance.

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

THEORITICAL FRAME WORK

3.1 INTRODUCTION

This chapter deals with the profile of impact of stress among police
personnel and how to manage them.

3.2 HISTORY

Work leisure was invented in the mid 1800s.Paul Krassneer remarked

that anthropologist use a definition of happiness that is to have as little
separation as possible “between your work and your play”. The expression
“work life balance” is first used in United Kingdom in the late 1970s to describe
the balance between individuals work and personal life. In the united states this
phrase was first used in 1966.

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.

3.3 MEANING OF WORK LIFE BALANCE

Work life balance is about effectively managing the judging act

between paid work and the other activities that are important to people. It’s not
about saying that work is wrong or bad, but that work should not completely
crowd out the other things that matter to people like time with family,
participation in community activities, voluntary work, personal development,
leisure and recreation.
3.4 OPERATIONAL DEFINITION

Work life balance is the study of management of the work life of

police officers. It is a study among police officers to know that whether police
officers are felt any stress or how they manage their stress with special to
kenichira police station.

3.5 BENEFITS OF WORK LIFE BALANCE

There are certain benefits of work life balance associated with

business, employees, family and communities.

1. Improved recruitment and retention rates, with associated cost savings.

2. Reduced absenteeism and sick leave usage.
3. A reduction in worker stress and improvements in employee satisfaction
and loyalty.
4. Greater flexibility for business operating hours.
5. Being able to effectively manage multiple responsibilities at home, work
and in the community without guilt and regret.
6. Being part of supportive workplace that values and trusts staffs.
7. Being able to work with flexible ways so that earning an income and
managing family or other commitments become easier.
8. Improved productivity.
9. Improved corporate image, becoming an employer of choice.
10.Easier to juggle multiple responsibilities.

3.6 TYPES OF STRESS

Police work an its environment produce stress that plays physically

or mentally on the individual. The several categories of stress are external
stress, organisational stress, personal stress and operational stress. That are
explained below,
3.6.1 External stress

External stress produced by the pressure and threats from external

environment. That type of stress faced by the officer in the line of duty.
Example of external stress would be high speed chases where a person is in the
possession of a gun. This kind of stress would produce the officer to respond in
a suspicious manner. With all this the officer would start having high blood
pressure and heart problems leading to all health problems.

3.6.2 Organisational stress

Organisational stress is produced by elements inherent with the military

character of police service. Examples would be the long working hours,
working holydays and the impact of strict discipline. This makes that the
officers do not get sufficient time for family and that leads to depression.
Personally this stress would interfere with their family and put stress on their
marriage and any other relationships.

3.6.3 Personal stress

Personal stress is produced by interpersonal characteristics involved in

police organisation. Example would include poor training, fear of job
competence, lack of job satisfaction and getting along with other officers.
Socially they become isolated and distant. Personally they become ill or
suicidal.

3.6.4 Operational stress

Operational stress is produced by the need to confront the tragedies of

urban life. Examples are dealing with criminals, mentally disturbed drug addicts
and expectations of the community. That affects to officers that, they become
more distant and careless for other’s welfare. Personally the officers would
more ugly and moody toward others.
3.7 SOURCES OF STRESS

Work life balance starts with identifying the sources of stress. Certain
sources of stress are given below,

3.7.1 Work overload

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.

3.7.2 Long working hours

The second potential source of stress, that was highlighted in the

analysis of the interview was long hours of work. The participants complained
that there was no limit on the working hours and experienced great suffering
due to unfixed timings. Participants agreed that there were days when they did
not sleep. They described that the police job with respect to time was too
demanding and imposed significant pressure, leaving them stressed.
3.7.3 Job insecurity

The third potential source of stress among participants was an intense

feeling of job insecurity. This was observed despite the police job being a
government job where job insecurity issues are relatively less. They felt
threatened and feared loss of job and hence when probed by the authors on
whether they were proactively looking for an alternate job, most of them agreed.
One of the common reasons attributed to this feeling was lack of trust in the
police system.
3.7.4 Lack of participation in decision making

The Inspectors and Sub-Inspectors reported that lack of participation and

involvement in decision making contributed to work stress. They asserted that
they were not heard; they were not asked or consulted on trivial issues related to
their own work at the police station. Interviewees stated that there was no scope
for them to express and question the process of decision making.
3.7.5 Lack of fairness at work place

Lack of fairness in the organization was found to be associated with

work stress. The interviewees emphasized that the most observable partial
practice was unequal distribution of work. Another frequent manifestation of
bias at work was granting opportunities to only a few. They expressed that
transfers and promotions were based on favoritism and nepotism. That reducing
the fairness of work at work place.
3.7.6 Poor compensation benefits

Respondents unanimously agreed that they were devoid of sufficient pay

and allowances especially, the travel allowance. They further reported that
while patrolling and investigating, they had to bear the expenses of the fuel for
the official vehicles. They commonly felt that police is a profession which
involves risk of life and for this reason they demanded better pay and benefits.
They also emphasized on the poor housing facilities provided to them
3.7.7 Lack of resource for investigation

Another likely stressor that was highlighted in the interviews was

inadequate, insufficient and inappropriate tools and techniques for investigation.
They attributed the conventional methods and techniques used for examination
for the delay in investigation, and reasoned it as a cause for piled up work. As
an example, a common response observed was unavailability of breath analyzer
in the police station. The following excerpts from the interviews describe poor
resources as a source of stress.
3.7.8 Poor relations with public

Participants of the study described public's negative perception towards

police as a source of stress. There was a wide agreement on the ill status of the
police in the eyes of the public. They felt themselves to be hated by the society
and instead wanted to be perceived as friendly protectors. The following
verbatim reflects the above mentioned stressor.
3.7.9 Poor relations with media

Media (print and audio-visual) was also found to be a constant stressor

for the participants. They were of the opinion that media published and
highlighted negative views about the police personnel and the police
organization. Media reports of alleged police wrongdoing affected their status in
the society. Media, according to the interviewees, highlighted what police 'could
not' achieve.
3.8 PROBLEMS AND CHALLENGES OF STRESS IN 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

Unrealistic demand is one of main problem of stress in work.

Unreasonable demands at work, arrangements that are eating into personal time,
such as weekend meetings, and technology overload are mentioned as adding a
lot of pressure. Demands of personal life are adding pressure to work, as time is
required to accommodate family or friends, and are eating into work-time.
3.8.2 Lack of control

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.

3.8.3 Unsupportive relationships

Support is an important factor in life. It reduces more part of stress in

life. Unsupportive relationships at work, are creating a difficult and
unproductive work environment. That making people feel isolated.
Unsupportive relationships at home, where no one helps each other or
considers other people’s pressures creates frustration and unhappiness.

3.8.4 Lack of resources

The unavailability of resources is another reason of stress. Not enough

resources or not the right ones are really affecting how life can be organized.
The absence of a PA is the examples of important lacks.

3.8.5 Unhelpful attitude

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

Skills are important factor in professional life. Skills in work life

encourages to take important decisions and provide ideas to overcome issues.
No skills always make lots of stress.
3.8.7 High-stress levels

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.

3.9 SOLUTIONS OF STRESS MANAGEMENT

The police profession faces more and more challenges and problems.
To overcome that all challenges there have certain solutions. Here discuss about
the solutions of stress management.
3.9.1 Expression of feelings
The first solutions to work stress management is to expression of
feelings. If something or someone is bothering you, communicate your concerns
in an open and respectful way. To open your mind freely then you can reduce
your stress.
3.9.2 Compromise
The compromising character of officers helps to reduce their stress.
When you ask someone to change their behavior, be willing to do the same. If
you both are willing to bend at least a little, you’ll have a good chance of
finding a happy middle ground.
3.9.3 Positivity
The positive character of officers always helps to minimize their stress.
That can be done by deal with problems head on, doing best to anticipate and
prevent them. The positive character of anyone is always helps to reduce stress.
3.9.4 Better management of time
Better management of time is an important thing in human life. Poor
time management can cause a lot of stress. When we stretched too thin and
running behind, it’s hard to stay calm and focused. But if our plan ahead and
make sure we don’t overextend our self, we can alter the amount of stress ours
under.
3.9.5 Defining of problems
The clear definition of our problem helps to find out that how we
minimize our stress. We must Try to view stressful situations from a more
positive perspective. We must spend our time for entertaining our selves and
avoid thinking about our job or work stress.
3.9.6 Give more emphasize on stress
We must give more emphasize on stress in our life. Take perspective of
the stressful situation. We must thought that the management of stress is how
important in our life. Giving more focus on stress management must reduce
stress in our life.
3.9.7 Make a work standard
Other important solutions to stress management is making of better
standard. Set reasonable standards for our selves that should make our work
more free and we must be able to manage our stress.

3.10 CONCLUSION

Work life balance in police department is important thing. Police job is a

job of more and more stress and pressure. The stress that produced through
work can be reduced by proper life style. That include health caring, involving
of entertainment activities, practising of yoga, meditation, etc,. The study based
on work life balance can give a clear image about work life and stress
management. That helps to reduce stress.
Reference

1. Leads M Andrew, “Police Officers Responses to Chronic Stress Critical

Incidents and Trauma” May 2009, www.andrewleeds.net
2. Ranta R S, “Management of Stress and Coping Behaviour of Police
Personnel through Indian Psychological Techniques” Journal of Indian
Academy of Applied Psychology.
3. Constant Terry,(2005) “Not so Obvious Police Stress”. Retrieved on March
9, 2009 from http://www.tearsofacop.com/police/articles/constant.html
4. Dempsey J S, & Forst, L S (2005), “Introduction to policing” (3rd ed.).
 CHAPTER – 4

DATA ANALYSIS INTERPRETATION

 DATA ANLYSIS AND INTERPRETATION

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.

4.1 Classification of the Police personnel on the basis of gender.

Table 4.1

Gender wise classification

Sl. NO Gender No of respondents Percentage of respondents

1 Male 38 76%
2 Female 12 24%
Total 50 100%
(Source: Primary data)

Figure 4.1

Gender wise classification

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

Marital status wise classification

Sl. NO Marital status No of Percentage of respondents

respondents
1 Single 15 30%
2 Married 35 70%
Total 50 100%
(Source: Primary data)

Figure 4.2

Marital status wise classification

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

Classification based on age

Sl. No Age of No of Percentage of

respondents Respondents Respondents
1 Below 30 years 13 26%
2 31 to 40 years 30 60%
3 41 to 50 years 5 10%
4 Above 50 years 2 2%
Total 50 100%
(Source: Primary data)

Figure 4.3

Age wise classification

60%

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

Classification based on designation

Sl. No Designation of No of Percentage of

Respondents Respondents Respondents
1 Sub Inspector of police 1 2%
2 Senior civil police officer 3 6%
3 Civil Police Officer 46 92%
Total 50 100%
(Source: Primary data)

Figure 4.4

Designation wise classification

2%
6%

Sub Inspector of police

Senior civil police officer
Civil Police Officer

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

Classification based on working experience.

Sl.No Working experience No of respondents Percentage of respondents

1 Less than 5 years 27 54%
2 5 to 10 years 12 24%
3 10 to 15 years 5 10%
5 15 years and above 6 12%
Total 50 100%
(Source: Primary data)

Figure 4.5

Working experience wise classification

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

Classification based on level of educational

Sl. No Qualification of No of Percentage of

respondents accountants respondents
respondents
1 Up to SSLC 0 0%
2 Plus two 6 12%
3 Degree 26 52%
4 Masters degree 18 36%
Total 50 100%
(Source: Primary data)

Figure 4.6

Education level wise classification

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

Classification based on level of income

Sl. No Income of respondents No of respondents Percentage of

respondents
1 Below 20000 0 0%
2 20000 to 40000 32 64%
3 40000 to 60000 18 36%
4 Above 60000 0 0%
Total 50 100%
(Source: Primary data)

Figure 4.7

Income wise classification

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

Classification based on job satisfaction

Sl.No Level of satisfaction Mean score

1 Moderately satisfied 4.36
2 Less satisfied 4.00
3 Dissatisfied 2.83
4 Highly dissatisfied 3.00
(Source: Primary data)

Figure 4.8

Job satisfaction wise classification

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

Classification based on job satisfaction

Sl. No Level of satisfaction Mean

1 Highly satisfied 3.25
2 Moderately satisfied 4.00
3 Less satisfied 2.00
4 Dissatisfied 2.63

(Source: Primary data)

Figure 4.8

Job satisfaction wise classification

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

Classification based on feeling of stress level

Sl.No Variables No of respondents Percentage of

respondents
1 Never 0 0%
2 Occasionally 24 48%
3 Rarely 8 16%
4 Often 16 32%
5 Always 2 4%
Total 50 100%
(Source: Primary data)

Figure 4.10

Feeling of stress level wise classification

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

Classification based on Management of Stress

Sl .No Variables No of respondents Percentage of respondents

1 Yes 38 76%
2 No 12 24%
Total 50 100%
(Source: Primary data)

Figure 4.11

Management of Stress of Stress wise classification

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

Classification based on the method used for management of stress

Sl. No Methods Total Score Percentage

1 Practising yoga 16 10.96
2 Practising meditation 12 8.22
3 Involving in entertainment activities 50 34.21
4 Dance / Music 22 15.1
5 Others 46 31.51
Total 146 100%
(Source: Primary data)

Figure 4.12

Usage of methods wise classification

34.21
31.51
35
30
25
20 15.1
15 10.96
8.22
s
e

10
iti
v
cti

5
n
o

Percentage
a

c
a

ti

si

0
t
g

n
o

it

rs
e
y

M
d

e
e
g

th
m

in

/
n
si

ce
a

O
g

rt
cti

n
te
si

a
ra

D
cti

n
P

e
ra

in
P

g
in
lv
o
v
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

Classification based on stress related disease

Sl. No Various diseases Total Score Percentage

1 Hyper tension 6 4.14%
2 Obesity 2 1.4%
3 Diabetes 32 22.1%
4 Frequent head ache 43 30 %
5 None 26 18 %
6 Other diseases 36 25%
Total 145 100%
(Source: Primary data)

Figure 4.13

Stress related disease wise classification

30.00%
30.00%
25.00%
25.00% 22.10%

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

Classification based on job security

Sl .No Variables No of respondents Percentage of respondents

1 Yes 36 72%
2 No 14 28%
Total 50 100%
(Source: Primary data)

Figure 4.14

Job security wise classification

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

Classification based on balancing of work life

Sl .No Variables No of respondents Percentage of respondents

1 Yes 28 56%
2 No 22 44%
Total 50 100%
(Source: Primary data)

Figure 4.15

Work life balance wise classification

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

Classification based on factors helps to balance work life

Sl. Various factors Total Percentage

No Score
1 Enhancement of strength in police station 42 15.55%

2 Rescheduling the work schedule 36 13.33%

3 Cooperation between co - workers 46 17.03%

4 Proper guidance from superiors 28 10.37%

5 Equal distribution of work among staffs 23 8.51%

6 Avoiding of unnecessary harassments 32 11.85%

7 Appreciation for good work 25 9.25%

8 Avoid defamation by media 38 14.07%

Total 270 100%

(Source: Primary data)

 Figure 4.16

Factors helps to balance work life wise classification

Avoid defamation by media 14.07%

Appreciation for good work 9.25%

Avoiding of unnecessary harassments 11.85%

Equal distribution of work among staffs 8.51%

Percentage
Proper guidance from superiors 10.37%

Cooperation between co - workers 17.03%

Rescheduling the work schedule 13.33%

Enhancement of strength in police station 15.55%

0.00% 5.00% 10.00% 15.00% 20.00%

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

Classification based on separate job policy

Sl .No Variables No of respondents Percentage of respondents

1 Yes 24 48%
2 No 26 52%
Total 50 100%
(Source: Primary data)

Figure 4.17

Job policy wise classification

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

Classification based on whether miss out quality time with family/friends

Sl.No Variables No of respondents Percentage of respondents

1 Never 7 14%
2 Occasionally 28 56%
3 Rarely 1 2%
4 Often 12 24%
5 Always 2 4%
Total 50 100%
(Source: Primary data)

Figure 4.18

Classification based on whether miss out quality time with family/friends

60% 56%

50%

40%

30% Percentage of respondents

24%

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

Classification of amount of time spend at work

Sl.No Variables No of respondents Percentage of respondents

1 Very unhappy 5 10%
2 Unhappy 12 24%
3 Indifferent 6 12%
4 Happy 24 48%
5 Very happy 1 2%
Total 50 100%
(Source: Primary data)

Figure 4.19

Classification based on the amount of time spend at work

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

Classification based on whether worried about work

Sl.No Variables No of respondents Percentage of respondents

1 Never 0 0%
2 Sometimes 26 52%
3 Rarely 18 36%
4 Often 4 8%
5 Always 2 4%
Total 50 100%
(Source: Primary data)

Figure 4.20

Classification based on whether worried about work

Always 4%

Often 8%

Rarely 36%
Percentage of respondents

Sometimes 52%

Never 0%

0% 10% 20% 30% 40% 50% 60%

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

Classification based on family is insecure because of job

Sl .No Variables No of respondents Percentage of respondents

1 Yes 29 58%
2 No 21 42%
Total 50 100%
(Source: Primary data)

Figure 4.21

Classification based on whether felt family is insecure because of job

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

Classification based on additional benefits to respondent’s family

Sl .No Variables No of respondents Percentage of respondents

1 Yes 23 46%
2 No 27 54%
Total 50 100%
(Source: Primary data)

Figure 4.22

Classification based on additional benefits to respondent’s family

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

Classification based on whether got any promotion or transfer

Sl .No Variables No of respondents Percentage of respondents

1 Yes 32 64%
2 No 18 36%
Total 50 100%
(Source: Primary data)

Figure 4.23

Classification based on whether got any promotion or transfer

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

Classification based on whether staying with family

Sl .No Variables No of respondents Percentage of respondents

1 Yes 30 60%
2 No 20 40%
Total 50 100%
(Source: Primary data)

Figure 4.24

Classification based on whether staying with family

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

Classification based on the living place of the respondents

Sl.No Variables No of respondents Percentage of

respondents
1 Police quarters 16 32%
2 Own home 28 56%
3 Rented home 6 12%
Total 50 100%
(Source: Primary data)

Figure 4.25

Classification based on the living place of the respondents

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

Classification based on the distance to the police station from home

Sl.No Distance in km No of respondents Percentage of respondents

1 Less than 5 km 0 0%
2 5 to 15 km 26 52%
3 15 to 30 km 18 36%
4 More than 30 km 4 8%
Total 50 100%
(Source: Primary data)

Figure 4.26

Classification based on the distance to the police station from home

60%
52%

50%

36%
40%

30% Percentage of respondents

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.

4.27 Classification based on hours work in a day.

Table 4.27
 Classification based on hours work in a day

Sl.No Hours No of respondents Percentage of

respondents
1 Less than 8 hours 10 20%
2 8 to 10 hours 16 32%
3 More than 10 hours 24 48%
Total 50 100%
(Source: Primary data)

Figure 4.27

Classification based on hours work in a day

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.

4.28 Classification based on types strain affected due to long working

hours.
 Table 4.28

Classification based on types strain affected due to long working hours.

Sl.No Variables No of respondents Percentage of respondents

1 Mental 16 32%
2 Physical 11 22%
3 Both 23 46%
Total 50 100%
(Source: Primary data)

Figure 4.28

Classification based on types strain affected due to long working hours.

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.

4.29 Classification based on number of leaves availed by the respondents.

Table 4.29
 Classification based on number of leaves availed by the respondents.

Sl.No Number of leaves No of respondents Percentage of respondents

1 Not every once in a month 0 0%
2 Once in a month 11 22%
3 Two times in a month 26 52%
4 Two to five times in a month 13 26%
Total 50 100%
(Source: Primary data)

Figure 4.29

Classification based on number of leaves availed by the respondents.

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.

Sl.N Variables No of respondents Percentage of respondents

o
1 One to two times 13 26%
2 Two to five times 26 52%
3 Five to ten times 5 10%
4 More than 10 times 0 0%
5 None 6 12%
Total 50 100%
(Source: Primary data)

Figure 4.30

Classification based on number of times called for duty in off times.

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.

H1 : There is a significant difference between gender and work life balance

of the police officers

Hypothesis related to level of satisfaction and age of respondents

Computed value = .0834

Table value = 2.12

Degree of freedom = (r-1) (c-1) = 1

Level of significance = 5%

Computed value < table value, so accept the null hypothesis and reject the
alternate hypothesis, i.e.: accept H0

There is no significant difference between gender and work life balance of

the police officers.

Inference : from this analysis it is identified that there is no significant

difference between gender and work life balance of the police officers. That
identified from a study conducted in kenichira police station.
 CHAPTER 5
FINDINGS, SUGGESTIONS
AND CONCLUSION

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

Police occupation is entitled as one of the stressful job. Police men

are obliged to attend people call whenever they are in need. Their prime
responsibility is to restore the peace among the community and enforcement of
law. Police department is one of the departments of government which has
large number of employees.

Police officer stress heavily influenced by both internal and external

factors. The study found that better cooperation between co-workers,
rescheduling of the work schedule, avoiding of unnecessary harassments, etc,
will make better management of work. The study found several key factors that
determining the prevalence of stress among police officers.
 BIBLIOGRAPHY

ARTICLES AND JOURNALS

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 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

6. Working Experience below 5 years

5 to 10 years
10 to 15 years
15 years and above
7. Level of Education Up to SSLC
Plus Two
Degree
Masters Degree
8. Income (per month) Below 20000
20000-40000
40000-60000
60000-80000
above 80000
9. Please mark the level of satisfaction about your working condition?

 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?

 Enhancement of strength in police station

 Rescheduling the work schedule
 Cooperation between co-workers
 Proper guidance from superiors
 Equal distribution work among staffs
 Avoiding of unnecessary harassments
 Appreciation of good work done shall not be rigid
 Avoid defamation by media
18.Did your job have a separate policy for work life balance?
 Yes
 No
19.Do you ever miss out any quality time with your family and your friends
because of the pressure of work?

 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)

 Never think about work

 Sometimes
 Rarely
 Often
 Always
22.Do you feel that your family is insecure because of your job?
 Yes
 No
23.Do you get any additional benefits other than salary for your family?
 Yes
 No
If yes please specify : ----------
24.Have you got any promotion or transfer?
 Yes
 No

25.Are you staying with your family?

 Yes
 No
26.Where are you living?
 Police quarters
 Own home
 Rented home
 others
27.How much is the distance to that police station from your home?
 Less than 5 km
 5 to 15 km
 15 to 30 km
 more than 30 km
28.How many hours do you work in a day?
 Less than 8 hours
 8 to 10 hours
 More than 10 hours
29.If you are working more than 8 hours, do you feel any strain? If yes
specify
 Mental
 Physical
 Both
30.How many leave can you avail?
 Not every once in a month
 Once in a month
 2 times in a month
 2 to 5 times in a month
31.How many times in a month you are being called in for duty during your
off times / off days?
 1 to 2 times
 2 to 5 times
 5 to 10 times
 More than 10 times
 Not