A Comparative Study of Job Stress and Type of Personality of Employees Working in Nationalized and Non-nationalized Banks

Katyal, Sanj; Jain, Megha; Dhanda, Bimla

doi:10.1080/09764224.2011.11885471

Cited by 8 publications

(13 citation statements)

References 2 publications

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“…She looks more organised as she purposes to undertake only one thing at a time. This is in agreement with Katyal et al (2011) study in India which revealed a highly significant difference between job stressors of employees work and occupational stress. This is expressed thus: "It is normal that not all candidates can pass examination.…”

Section: Findings and Discussionsupporting

confidence: 92%

“…On the nature of personality of the Principals, it was discovered that quite a reasonable number of them were composed and relaxed, as insinuated by about three quarters, 127 (75.2%), of the Principals who participated in the study. This is in contrast with Katyal et al (2011) study in India which suggested that the strongest association of teachers stressors exist with negatively oriented emotional responses and confirmed their central role in teachers response to stressful situations alongside active coping mechanism, personality mediators and burnouts. This implied that they are always calm and unhurried about appointments; only 27 (16%) of the Principals who participated in the study said they were in a hurry and always worried about appointments.…”

Section: Findings and Discussioncontrasting

confidence: 89%

“…Similarly Ghamwari and Jamal (2013) in Lebanon noted that Type A personality trait had no moderating effect on the relationship between leadership style and career stress. On the other hand Katyal et al (2011) in Iran confirm that there was a positive relationship between Type A personality and leadership style. ''…I try to do one thing at opportune time and not in a hurry and end up doing things haphazardly…'' (Principal,9) Principal 9 also indicated that she is not in a hurry to do things but strive to do one thing at a time and in an organised way.…”

Section: Findings and Discussionmentioning

confidence: 87%

“…On the other hand, Birdie (2015) in India revealed that majority of suicide attempters Type B personalities were inclined towards internal locus of control but insignificant with optimism. Meanwhile Katyal et al (2011) in India revealed highly significant difference between job stresses of employees working in Non-Nationalised bank employees with regard to Neuroticism. In another study, Sheikhbardsiri et al (2015) in Iran showed that EMS personnel's PSTD was significantly correlated with Type B personality trait of conscientiousness and neurotism and openness.…”

Section: Introductionmentioning

confidence: 99%

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2018

IJEPRR

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The study investigated the Relationship between Type B Personality Trait and Stress Management among Secondary School Principals in Kenya. Kelly's personal construct theory supported by Carl Rogers Person Centred theory informed the study. The study adopted a Convergent Parallel research design within the Mixed Method approach. From a population of 295 principals, the study sample size was 169 principals obtained using stratified random sampling. Quantitative data was collected using Personality Questionnaire and Stress Management Questionnaire while an interview schedule was used to collect qualitative data from twenty (20) principals. Validity of the research instrument was ensured through expert judgement by the University lecturers. The reliability of the research instruments was determined by the use of Cronbach's Alpha and a coefficient (r= 0.814) was obtained. The quantitative data was analyzed using Statistical Package for Social Sciences (SPSS) windows version 22 as well as Pearson's Product Moment Correlation Coefficient while qualitative data was analyzed using thematic analysis. The study established a positive relationship between Type B personality trait and stress management (r= .620). Qualitative results revealed that most principals used multi-tasking to manage and accomplish their tasks thus reducing their stress. It is envisaged that this study would provide valuable information to the secondary school principals on how to overcome stressful situations within their schools. The study recommends that the Ministry of Education should induct newly appointed principals on how to enhance their intrapersonal traits; this would help them understand how to manage stressful situations in their schools.

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Section: Findings and Discussionsupporting

confidence: 92%

Section: Findings and Discussioncontrasting

confidence: 89%

Section: Findings and Discussionmentioning

confidence: 87%

Section: Introductionmentioning

confidence: 99%

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“…Mówiąc o zagrożeniach psychospołecznych w miejscu pracy, należy sięgnąć do pojęć bardziej ogólnych. W literaturze można znaleźć pojęcie psychospołecznych Skutki zagrożeń psychospołecznych w sektorze bankowym Nr 4 509 restrukturyzacyjne, jakim podlega sektor finansowy w tych krajach (8). Taki stan rzeczy częściowo ogranicza możliwość porównania tamtejszych badań z wynikami niniejszej pracy, m.in.…”

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Psychosocial Risks and the Job Activity of Banking Sector Employees

Stańczak¹,

Mościcka-Teske²,

Merecz-Kot³

2014

Med Pr

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Psychospołeczne zagrożenia zawodowe za pośrednictwem mechanizmu stresu mogą negatywnie oddziaływać na zdrowie i funkcjonowanie pracowników. Zarówno skala, jak i rodzaj tych zagrożeń uzależniony jest od specyfiki pracy w danym zawodzie czy branży. Celem pracy była charakterystyka kategorii stresorów występujących w branży bankowej, a także ich skutków dla funkcjonowania pracowników. Materiał i metody: Analizie poddano wyniki uzyskane metodą kwestionariuszową od 484 badanych. Jako narzędzie badawcze wykorzystano Skalę Ryzyka Psychospołecznego. Wyniki: Im bardziej pracownicy są narażeni na występowanie i stresogenność zagrożeń związanych z treścią pracy, kontekstem pracy, patologiami i czynnikiem specyficznym dla branży, tym bardziej czują się niezadowoleni i częściej deklarują chęć zmiany pracy. Rzadko jednak przekłada się to na ich zaangażowanie lub absencję. Badani odczuwali skutki pewnych zagrożeń, nawet jeżeli nie oceniali ich jako stresujące. Okazuje się, że dla dobrostanu jednostki bardziej istotny może być kontekst pracy (np. relacje z innymi czy wynagrodzenie) niż to, czym się ona zajmuje. Zaobserwowano również, że wraz z wiekiem pracownicy gorzej reagują na zagrożenia związane z kontekstem pracy, co objawia się częstszą absencją. Wnioski: Większość uzyskanych wyników pokrywa się z danymi literaturowymi. Diagnozę środowiska pracy można oprzeć tylko na wskaźnikach występowania zagrożeń psychospołecznych, pomijając subiektywne odczuwanie stresu. Wnioski z badania mogą posłużyć zarówno pracodawcom, jak i specjalistom zajmującym się prewencją stresu zawodowego.

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