srm individual assignment - rishi rege

8/10/2019 SRM Individual Assignment - Rishi Rege

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Individual Assignment:

Research Proposal

Submitted by: Rishi Rege

SMS ID: 2227091

DHID: DH13122

Name of Centre: Vashi, Navi Mumbai



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u a l A s s i g n m e n t : R e s e a r c h P r o p o s a l

Table of Contents

1. Title............................................................................................................................. 2

2. Introduction ............................................................................................................... 2

3. Problem statement…................................................................................................. 2

4. Context ...................................................................................................................... 3

5. Research Problem & Hypotheses ………….................................................................. 4

6. Assumptions & limitations......................................................................................... 4

7. Significance................................................................................................................. 4

8. Research Methods..................................................................................................... 5



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2

1. Title

Research study on the impact of the below mentioned relationship on the organizational

behavior;

1. ‘Work -Family Balance’ and ‘Job Stress’

2. ‘Role Conflict’ and ‘Job Stress’

2. Introduction

2.1 Work-Life balance: Work-life balance is the extent to which individuals are equally

involved in and equally satisfied with-their work role and their family role (Greenhaus & Singh,

2003). Work-life balance is a complex issue that involves financial values, gender roles, career

paths, time management and many other factors. Hidden values and models from our cultures,original families and other sources influence our choices in ways that we often don’t anticipate

or understand and that have far-reaching consequences for our lives.

2.2 Role Conflict: Role conflict and role ambiguity have been found to influence job related

outcomes such as job stress and performance (Netemeyer, Brashear-Alejandro & Boles, 2004),

job satisfaction (Bettencourt & Brown, 2003; Boles, Wood & Johnson, 2003), job burnout

(Bhanugopan & Fish, 2006), work-family conflict (Foley & Hang-Yue, 2005). In particular, the

area of professional selling has seen an extensive exploration of stresses resulting from

conflicting work roles (Behrman & Perreault, 1984; Sager, 1994). The impact of role ambiguity

and role conflict on job performance is supported conceptually by the role-episode model

(Kahn et al. 1964).

2.3 Job Stress: Richard Lazarus and Susan Folkman suggested in 1984 that stress can be

thought of as resulting from an “imbalance between demands and resources” or as occurring

when “pressure exceeds one's perceived ability to cope”. Stress management was developed

and premised on the idea that stress is not a direct response to a stressor but rather one's

resources and ability to cope mediate the stress response and are amenable to change, thus

allowing stress to be controllable.

3.

Problem Statement

There are multiple factors that impact an employee`s performance in any organization. Job

Stress is one of the factors which primarily depend on Work Life Balance & Role Conflict. The

below mentioned relationships would form our basic philosophy for the research.

1. Relationship between Work Life Balance and Job Stress

2. Relationship between Role Conflict and Job Stress



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4. Context

4.1 Relationship between Work Life Balance and Job Stress: While work –family conflictcan be thought of as a result of work stressors, it also has been studied as a stressor since the

1970s.Theoretical models examine how the work –family interface affects individual health

and well-being, and in turn how this affects a person’s performance in work and family roles.

The similarity to job stress research is illustrated by the emphasis in both areas on how role

demands, and control over these demands, affect workers’ health and productivity. Workers

who have experienced difficulties balancing work and personal life also are likely to report

chronic job stress, compared with those experiencing no change or a reduction in work-life

balance difficulties.

4.2 Relationship between Role Conflict and Job Stress: Stress is a “perceived dynamic state

involving uncertainty about something important ” (Schuler, 1982, p.6). The potential for stressexists when an individual perceives an environmental situation as presenting demands which

threaten to exceed the individual’s capabilities and resources for meeting it. It is implied that a

substantial difference in outcome of rewards and costs will occur from meeting versus not

meeting the demand (McGrath ,1983). Stress has been related to physical and mental health,

coronary heart disease, absenteeism, turnover, job dissatisfaction, work effectiveness and

work withdrawal (Jamal, 1984). Stress may result from or be related to a variety of

organizational, supervisory, individual and work factors (Cherniss, 1980; Schuler, 1982). Two

of these important factors are role ambiguity and role conflict (Kahn, Wolfe, Quinn, Snoek, &

Rosenthal, 1964). Role ambiguity exists when information available to an organizational

member is inadequate or vague; role conflict refers to the perception of incompatible demandsbeing placed on the organizational member (Abdel-Halim, 1982). Role ambiguity has been

related to a variety of organizationally and personally dysfunctional outcomes such as job

dissatisfaction, turnover, lowered productivity, job-related tension and anxiety (VanSell, Brief,

& Schuler, 1981). Role ambiguity and role conflict are often called job stressors (Jamal, 1984).

Presumably, when either role ambiguity or role conflict is perceived, a worker experiences

stress since he feels unable to meet the demands of the work environment. In a review of role

sender-focal person relationships, Vansell, Brief, and Schuler (1981) conclude that a great deal

of inconsistency exists across numerous studies. Also, considerable variance in the magnitude

of the relationships between role conflict and role ambiguity with different employees’

responses is evident.



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5. Research Problem & Hypotheses

The two hypotheses for study shown schematically in the path model shown in fig1 are:

H1: Work-family Balance has a significant negative influence on Job Stress i.e. more the work-

family balance, less the impact of job stress

H2: Role conflict/ambiguity has a significant positive influence on Job Stress i.e. more the role

conflict/ambiguity, the more the job stress

6. Assumptions & Limitations

6.1 Assumptions:

1. The survey will be filled without any biases and inclinations.

2. No influence will be hampering the filling of survey questionnaire.

3. Impact of other variables is negligible on Job stress.

6.2 Limitations:

1. The sampling would be Random Sampling and so results would not be industry

specific.

2. Providing clarity on the questionnaire in case the respondents had any doubts while

filling was not considered.

7. Significance

Job life is one of the important parts of our daily lives which cause a great deal of stress. Due to

the competitive nature of the job environment most of the people in the world are spending

their time for job related work purposes resulting ignore the stressor those are influencing

their work and life. Usually people are more worry about their outcome of their work that can



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even affect the way they treat other people and how they communicate with their peers and

customers. So in this way it also affects employee performance. Organizations these days take

a lot of effort in employee engagement practices to keep employees satisfied and see to it that

their job remains stress free which in turn helps them to perform adequately. Employee

performance has become the key differentiator in today’s context. Whereas all the others

aspects of an organization can be copied easily by rivals, it is the people’s strength that keeps

the organization’s growth ticking and differentiating. It is the responsibility of the management

to see that the employees give their hundred percent at work so that the organization be able

to meet their objectives

Understanding the relationships under consideration will help the organization in not only

decreasing the job stress but also increasing organizational effectiveness and efficiency.

8.

Research Methods

The following approach will be used as methodology for this research.

1. Questionnaire design – The relationships between the defined variables would be

tested by designing questions on each variable.

2. Sampling – We will use the random sampling method and would identify the

professionals from various industry and different age groups.

3. Procedure For data collection – The survey would be sent via mail. In addition follow-

up calls would be made and reminders would be sent.

In order to build a strong base for the research we would focus not only on primary research

but secondary research as well.

srm individual assignment - rishi rege

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