This implies hat both the group perceive occupations stress .Low self awareness samples will never recognize their emotions and others .thus they feel stress because of low morale, bitter conflict or work attitudes. High self awareness samples do an in depth analysis of their own feelings and surroundings and tend to give justification. This makes stress.
As is seen in the table 1 ,there is no significant difference between high and low groups of self regulation with regard to Role overload, Role ambiguity, Role conflict, Powerlessness, Strenuous working conditions Unreasonable political group pressure, responsibility for persons, underparticipation, Poor peer relation, Intrinsic impoverishment, low status and unprofitability
This shows that both the groups views occupational stress. High samples on self regulation are more in controlling or managing themselves, their internal state, impulses, and resources. When they more control, they tend to repress their feelings or emotions. This makes stress at work because of internal repression. Low self regulation samples suffer Stress due to unmanageable emotions which lead to interpersonal problems and others. External factors such as organizational goals, powerless, peer relations. etc make them more stressful.
The result for motivation dimension shows no significant difference between low and high groups of motivation with regard to Role overload, Role ambiguity, Role conflict, Powerlessness, Strenuous working conditions Unreasonable political group pressure, responsibility for persons, underparticipation, Poor peer relation, Intrinsic impoverishment, low status and unprofitability
This shows samples on high motivation tend to have high expectation in their career with commitment and achievement drive. They feel stressed when they not receive appropriate rewards. Samples on low motivation tend to postpone their work (pending) ,and they take ‘challenging’ work as stressful, high motivators doesn’t do.
As is seen in the table 1 ,there is no significant difference between high and low groups of social awareness with regard to Role overload, Role ambiguity, Role conflict, Powerlessness, Strenuous working conditions Unreasonable political group pressure, responsibility for persons, Underparticipation, Poor peer relation, Intrinsic impoverishment, low status and unprofitability.
Samples have high social awareness tend to have high empathy and encourage other peoples’ development (responsibility for others) they get overwhelmed and over bundled by taking responsibility, which leads to stress. Samples on low social awareness shows less customer orientation and stand behind in cultivating opportunities to mix with people. They lack social support and may not get updated with the organization policies. This helplessness makes them stressful.
As is seen in the table 1 ,there is no significant difference between high and low groups of social skills with regard to Role overload, Role ambiguity, Role conflict, Powerlessness, Strenuous working conditions Unreasonable political group pressure, responsibility for persons, underparticipation, Poor peer relation, Intrinsic impoverishment, low status and unprofitability
This shows samples on high in skills shows high in influencing others by attracting communication. They are extreme in act as a change catalyst and leadership. There is no mean that others have to accept the changes or his orders even though it make sense. This creates problems in peer relations or conflict. Low social skill samples were not able to induce desirable responses in others. They feel powerlessness and intrinsically impoverished
The next study was to find out will be there a significant difference between married and unmarried samples on occupational stress dimensions. Based on the results discussion follows:
As seen in the table 6, the married and unmarried samples show a significant difference in the role overload dimension of occupational stress. Here, unmarried samples are prone to have role overload than married. Role overload is experienced when the employee is expected d to do more than their time permit. Unmarried samples less responsibly to their family when compared to married samples. The unmarried people are ready to stay back at any time to complete their deadline. Organization too gives them pressure to complete their project. They do get stress up by their daily routine works.
In role ambiguity dimension, the results show a difference between married and unmarried samples. Role ambiguity is created when role expectations are no clearly understood. Unmarried shows more ambiguity. This may be because they are new to the field and by receiving vague or insufficient information. Because of not much experience, they are not able to plan their job. Employees tend to be satisfied with their jobs when roles are clearly defined.
Role conflict dimension results show again a difference between married and unmarried samples. Role conflict occurs when expectation for a persons role differ among the role set members. Unmarried samples face role ambiguity than married samples. This may be due to their time, they have taken to adapt to the environment. As they are adapting to the environment, they face contradictory instructions from higher officers, or they feel difficulty to implement new dealing procedures and policies.
In the dimension ‘unreasonable group and political pressure’ both the unmarried and married samples showed a moderate viewpoint. There was no significant difference. They seen this is not a healthy way in an organization, because their political or group activities block the samples to come up. And they take advantages to obtain goals or skew organizational outcomes towards self-interest. Thus emerges a role conflict and absenteeism.
Responsibility for person dimension shows no difference between married and unmarried. It is seen that the samples have a high responsibility for persons. Organizations boosts their members to share common goals, are interdependent and are accountable as a functioning unit to the organization as a whole to meet their objectives. Thus the employees take responsibility for the task performance of others is likely to cause some degree of stress.
In the case of under participation, there is no difference between married and unmarried samples. They view it in a moderate way. It may be because of their insufficient work to fill their time or are not allowed to use enough of their skills and abilities. Their monotonous work make them feel under utilized and become unhappy and absence. They may feel that their power position is not fruitful.
As seen in the table 6 the married and unmarried samples show a significant difference in the Powerlessness dimension of occupational stress at .05 levels. Again unmarried samples show more powerlessness to their work than married. Powerlessness is the incapacity of one person to cause others to do what he or she wants to do. They feel that their suggestions are not accepting by others. This may be due to they are fresh to the IT fields and maintaining their position as software engineers. Nevertheless, when team members or managers higher than their position move in the direction of power sharing, they can make a difference and quality improves. Charisma and reciprocity enhance the personal interest.
This study shows there is no significant difference between married and unmarried samples in poor per relations. They have a moderate viewpoint to the relations. When there is a poor peer relations, it results in a poor teamwork and conflict among individuals. They are trying together for their effectiveness. This may be because they are able to articulate and arouse enthusiasm for shred goals, to guide the performance of others while holding limited colleague relationships. stress can be generated from poor peer relations.
In the dimension of intrinsic impoverishment, there shows no difference between married and married. The samples were moderately impoverished. This may their boredom approach to work by sitting in front computer without any refreshment. And their monotonous nature of assignments also makes them impoverished.
Law status dimension of occupational stress shows no difference between married and unmarried samples. Their low attitudes towards low status show a moderate or high attitude towards work. They are satisfied individually by the nature of job in enhancing, social status and the significance given by higher authorities to the post and work. The reason can be both internal and external. External reasons are the reputation given by the people for the employees post and name of the organization. Internal reasons can be their post in the organization and the money they receive. The value for IT field has established a most favored source in India. Thus “ to become and engineer” became the dream of many people.
In the case of unprofitablity a dimension of occupational stress, showed no significant difference between married and unmarried samples. They view it in a moderate way. Unprofitability feelings occur when the employee face a dissonance between their hard work and salary. This organization provides encouraging incentives and rewards to the employees.
The final hypothesis was to find out will be there a significant difference between married and unmarried samples on emotional intelligence dimensions. Based on the results discussion follows:
As seen in the table 7, both married and unmarried samples show no significant differences in self-awareness of emotional intelligence. Self awareness is knowing one’s own internal states, preferences, recourse, and intuitions. One reason may be all the samples were above 24 years, a milestone for developing or developed awareness of their values and goals. The samples were able to identify their feelings and source of their emotion. They learned their old mistakes and making up in new situations. These may be the reasons for above average self-awareness.
In the case of self-regulation there was no difference between married and unmarried samples. Self-regulation is managing one’s internal state, Impulses and resources. But still, when means are considering, the married samples shows good in self-regulating. The reason may be because they are more experienced and faced situation, which needs good emotional control in the organization and in family especially. being aware of their management , they have good self-control ,adaptability, trustworthiness and innovation. Accepting the changes helps in adapting and regulating themselves.
Motivation dimension of occupational stress shows no difference between married and unmarried samples. Motives means need, drives, wants etc. Both married and unmarried samples are being motivated by intrinsic and extrinsic factors. Motivating means stimulating the assets of employees to the best possible use for accomplishing the organization objectives. They are motivated because of the job challenge, responsibility opportunity for achievement, status and interpersonal relations. Personal reasons for motivation may be optimism andimitativeness (Crant 1995). This company provides many promoting training programs.
Social awareness dimension shows no difference between married and unmarried samples. They both show an above average attitude in social awareness. it is seen that they cultivate and apply good skills-active listening and reading non verbal cues-this may be because , like other organization with strong cultures devote considerable time to train the members (fresh) in the way of people more realistic and identification of the social awareness. The other reasons may be, empathy competence, their insight into groups’ social hierarchies, required social awareness o n an organizational level, not just interpersonal level.
In the case of social skills, the data shows no significant difference between married and unmarried samples. Social skills includes building bonds, communication , conflict management. etc. it is seen that both the groups shows same attitude towards social skills. They interact smoothly make team work and good co-operation. One reason may be the acceleration of transitions as the world enter a new century has made the employees to recognize the need for a change,( emotionally and behaviorally) remove barriers building bonds. The survival of the fittest can be applicable here. One another reason may be, as the samples come from diverse environment, it makes them to learn adjust with people and encourage skills.