AN ANALYTICAL STUDY OF OCCUPATIONAL STRESS LEVEL

AMONG THE DRIVERS OF TOWN AND MOFUSSIL SERVICE;

A
COMPARATIVE INSIGHT; IN TAMILNADU STATE TRANSPORT
CORPORATION (TIRUNELVELI) LTD: NAGERCOIL REGION,
By
ABISH RAGHUL GANESH R L
(Reg.No.97810631001)
A PROJECT REPORT
Submitted to the
FACULTY OF MANAGEMENT STUDIES
In partial fulfillment of the requirements
For the award of the degree
of
MASTER OF BUSINESS ADMINISTRATION
IN
HUMAN RESOURCE

ANNA UNIVERSITY
CHENNAI 600025
JUNE -2012
1

ABSTRACT
This study concentrates on the stress level among the drivers of town and mofussil service, a
comparative insight; In Tamil Nadu State Transport Corporation (Tirunelveli) Limited Nagercoil region,
(TNSTC).
The analysis is made with primary objective, to assess the level of stress among the drivers of
town and mofussil service in (TNSTC) Nagercoil region, Ranithootam (I&II). The secondary objective of
the study is to find the factor causing stress among drivers, study about the kinds of stress among drivers,
to make a comparison of the stress levels between the drivers of town and mofussil service, and to
identify the copping strategy to reduce stress.
The study is based on primary and secondary source of data. Self design pre tested questionnaire
has been used as a tool for data collection. The schedule method was undertaken. The interview was
conducted in Tamil. the sample unit of this research is Ranithootam (I&II) which includes town and
mofussil service, the sample size of this study is 50% of drivers in (TNSTC) Nagercoil region,
Ranithootam (I&II). the period of the study is from December 2011 to March 2012.
The tools and methods used to analyzing were Chi- square test, Spearmans Rank Correlation,
Weighted average method, Man whiteny U tests.
The findings of the study are town and mofussil are highly dissatisfied with safety equipment
facility in the bus. Most of the drivers are suffer due to traffic. Their work hours are more than 18 hours
per duty. Most of the drivers suffer to drive safely according to the schedule provided. No special facilities
for older drivers and for drivers with health problems. Drivers highly suffer from head light of opposite
vehicle.
Town service drivers are suffering to drive old buses without proper maintained. Most of the
Town service drivers feel negative stress. Researcher found that town service drivers are facing more
stress than mofussil service.
The suggestions is management should apply new schedule, happy workers are productive
workers, so the management should provide recreation facilities like gym facility, yoga facility, and
relaxation facility.
I hope the findings and suggestions will be helpful to reduce the stress of the drivers.
2

CHAPTER - I
INTRODUCTION
1:1: INTRODUCTION ABOUT TOPIC
Organizational life is quite stressful. Work pressures, tight schedules, meetings that never
seem to end on time, unhelpful colleagues, critical bosses, incompetent subordinates and a host
of other irritating factors may all have a cumulative effect in making the lives of modern-day
executives quite miserable. As we all know, stress is the bodys reaction to any demand made on
it. Perception of events, whether positive or negative, activates stress. It is, therefore, a highly
individual affair. What is stressful to X may not be so to another. But it is fairly easy to
conclude that everyone lives under a certain amount of stress.. In fact, the only people without
stress are dead. At the same time, it is certainly wrong to conclude that stress is always bad.
Mild stress may improve productivity. It may force people to focus more sharply on the problem
and produce solutions. However, if stress is severe and persists for long periods, it can be
harmful.

Stress can be disruptive to an individual as any accident.

It can lead to poor

performance on the job, excessive use of alcohol or other drugs, poor attendance or even overall
poor health. In fact, there is growing evidence that undue stress is related to the diseases that are
major causes of death-coronary heart disease, stroke, hypertension, diabetes, cancer, cirrhosis
and suicide.
Stress may be understood as a state of tension experienced by individuals facing
extraordinary demands, constraints or opportunities. The pressures of modern life, coupled with
the demands of a job, can lead to emotional imbalances that that are collectively labeled stress
of achievement and the excitement of a challenge. Stress is the spice of life and the absence of
stress makes life dull, monotonous and spiritless. There is, in fact, growing evidence that people
need a certain amount of stimulation and that monotony can bring on some of the same problems
as over-work. The term stress normally refers to excessive stress caused by extraordinary
demands (which cause us to lose something we desire), constraints (things that keep us from
doing what we desire) or opportunities.
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TWO FACES OF STRESS

Constructive stress
Constructive stress acts in a positive manner for the individual and the organization,
(e.g.,) winning a contest, or falling in love. Constructive stress can indicate a situation where the
individual is in balance or within tolerable limits. The low to moderate amounts of stress can act
in a constructive or energizing way. Moderate stress can increase effort, stimulate creativity and
encourage diligence in ones work. It can be equated with tension that causes you to work hard
before exams, pay attention in class, and complete projects and assignments on time. The same
positive results of stress can be found in the workplace.
Destructive stress
Destructive stress is not healthy for the individual and organization. Distress would
indicate effects that are out of balance or outside the tolerance limits. Excessive stress may lead
to overload and break down a persons physical and mental systems. Performance can suffer as
people experience illness brought on by very intense stress ands/or react to high stress through
absenteeism, turnover, errors, accidents, and dissatisfaction and reduced performance.
Managers seek the positive performance edge provided by constructive stress. At the
same time, they must also pay attention to destructive stress and its likely impact on people and
work performance in a negative way. One of the most difficult tasks here is to ascertain the
optimum level of stress for yourself and for person you supervise in the workplace.
OPTIMUM LEVEL OF STRESS
The concept of an appropriate dosage of stress is highly important. Stress literature
indicates that the ultimate goal is to reduce stress. It may be, but not necessarily. For some
people, that of stimulation is very low. They are bored and need more excitement and challenge.
If stress is a neutral concept, then the goal is to reduce distress and maintain constructive stress.
Thus, we are concerned with maintaining balance and equilibrium, realizing that it is a dynamic
process. Balance here implies several things.
4

For example:
Uncertainty can lead to distress, but so can certainty or over control
Pressure can produce distress, but so is lack of contact or limbo.
Responsibility can lead to distress, but so can lack of responsibility or insignificance.
Performance evaluation can lead to distress, but so can lack of feedback regarding your effort.
Role ambiguity can lead to distress, but so can job descriptions that constrain individuality.
For these and other factors, the important key is to find out an appropriate amount of stress for
the organization in general and for each individual in particular.
Nature of Stress
As pointed out previously, stress is a state of tension experienced by individuals facing
extraordinary demands, constraints or opportunities. Stress can be either positive or negative.
For example, some new work situations can bring us positive challenges and excitement while
we must constantly face stress-producing situations. We cannot avoid them all, and we cannot
fight them all. For the most part, we choose to go along with them. The ambiguous boss, the
preferred opportunities, the multifarious relationships, increased mobility, heavy traffic, the extra
job, risky investments-in general, life in the fast lane- which most of us experience, can be
viewed as a series of stress-producing situations. Consequently, each of us faces in a week more
of these stressors than our parents faced in a lifetime. Instead of arising and subsiding, stress
stays with us and builds up. Stress is additive as it persists and grows, we begin to exhibit a wide
variety of symptoms and effects which, for the most part, are dysfunctional and which, for some,
are crippling or even fatal
Individuals can have a variety of reactions to job stress. They can react emotionally by
feeling frustrated or anxious, happy or excited, bored or depressed. They may experience mental
blocks, be hypersensitive to criticism or have trouble concentrating. People can respond to stress
behaviorally; they may eat more, drink more, lose their appetites; or stop going out socially and
mix with people freely. People can also respond to stress psychologically, as explained by Hans
Selye in his famous book, The Stress of Life, 1956
5

The General Adaptation Syndrome

Selve considered stress a non-specific response to any demand made upon an organism.
He called the three phases of the defense reaction that a person establish when stressed as the
General Adaptation Syndrome (GAS).

Selve called the defense reaction, general because

stressors had effects on several parts of the body; adaptation refers to a stimulation of defenses
intended to help the body adjust to or deal with the stressors, and syndrome shows that individual
pieces of the reaction take place more or less together. The three distinct phases are known as:
alarm, resistance and exhaustion
The alarm stage is the initial mobilization by which the body meets the challenge posed
by the stressor. When a stressor is identified, the brain sends forth biochemical messages to all
of the bodys systems. Respiration increases, blood pressure raises, pupils dilate, muscles tense
up and so forth
If the stressor continues, the GAS proceeds to the resistance stage.

The signs of

resistance stage include tension, anxiety and fatigue. The person is now fighting the stressor.
While resistances to a specific stressor may be high during this period, resistance to other
stressors may be low. A person has only finite sources of energy, concentration, and ability to
resist stressors. Individuals are often more illness-prone during periods of stress than at other
times.
Exhaustion occurs if the stressor continues and the body exhausts its ability to adapt. The
symptoms of this stage are similar to the alarm reaction. If the stress persists unduly, severe
wear and tear will occur, resulting in damage to a local area or death to the organism as a whole.
This is, more or less, a fight or flight response. Here, the autonomic nervous system makes
dozens of immediate responses to prepare the body for physical action. When pedestrians are
crossing the street and suddenly see a car speeding toward them. The alarm reaction prepares
their bodies to quickly get out of the way. Some of the major responses that the body makes
during the alarm reaction are triggered of by the emergency hormone adrenaline shooting into
the bloodstream

SYMPTOMS OF STRESS
There are a number of biological, psychological and behavioural changes, which can be
symptomatic of individual stress.
Biological
These include lack of appetite, craving for food when under pressure, frequent
indigestion or heartburn, constipation or diarrhea, insomnia, constant tiredness, tendency to
sweat for no good reason, nervous twitches, nail-baiting, headaches cramps, and muscle spasms,
nausea, breathlessness without exertion, fainting spells, frequent crying or desire to cry,
impotency or frigidity, inability to sit still without fidgeting, high blood pressure.
Psychological
A number of psychological changes can be symptomatic of excessive or persistent stress.
These include negativism, expression of boredom, dissatisfaction, irritability, anger over
unimportant issues, feelings of persecution, apathy, resignation, fantasy, forgetfulness, inability
to concentrate, procrastination, inability to make decisions, uncertainty about whom to trust,
inner confusion about duties or roles, intolerance toward ambiguity, problems in dealing with
new or strange situations, a tendency to misjudge people etc. Common general psychological
stress symptoms include anxiety and depression.
Behavioral
Behavioral include constant irritability with people, feeling unable to cope, lack of
interest in life, constant or recurrent fear of disease, a feeling of being a failure a feeling of being
bad or of self-hatred,, difficulty in making decision, a feeling of ugliness, lack of interesting
other people, awareness of suppressed anger, inability to show true feelings, a feeling of being
the target of other peoples animosity, loss of sense of humor, feeling of neglect, dread of the
future, a feeling of having failed as a person or parent, a feeling of having no one to confide in,
difficulty in concentrating, the inability to finish one task before rushing onto the next, an intense
fear of open or enclosed spaces or of being along. Among the more common indicators are the
sudden changes in weight, smoking habits, or use of alcohol. Changes in appearances such as
dress, complexion, or hairstyle may occur during a stressful period.
7

Sources of Stress
Stressors are the things that cause stress. It is important for a manager to understand and
be able to recognize stressors because they cause job-related stress, which influences work
attitudes and behavior.
ORGANIZATIONAL FACTORS
Occupational demands: Some jobs are more stressful; than others jobs.
According to the National Institute for Occupational Safety and Health, the following
jobs are considered more stressful. Certain jobs seem to contain a high amount of in-built stress
in the form of time pressures, too many meeting, difficulties in meeting standards, inter-personal
games etc., especially at higher levels.
According to Parasuraman and Alutto, at lower levels also stress-producing situations
emerge on technical grounds (equipment breakdown) or role frustration (low status, inadequate
supervision).
As rightly pointed out by Robbins, assembly lines can put pressure on people when
their speed is the more potential stress there is . Jobs where temperatures, noise levels,
obnoxious or toxic levels are high, dangerous or undesirable can increase anxiety. Overcrowding
could lead to the same results because of frequent interruptions to work.
Role conflict
A Role is nothing but a general set of guidelines indicating how persons holding certain
positions should or ought to behave. For example, top managers are expected to be decisive and
aggressive, while salespersons are expected to be friendly and cheerful. Teachers expected to be
sympathetic and considerate whereas the Principal of a college is expected to be tough and
demanding. These expectations, unfortunately, may cause lot of discomfort and stress to the
parties involved. This is especially true in situations about how he or she should behave. Under
these circumstances, role conflict exists, and the person in question may find himself pulled in
different and incompatible directions. Four type of role conflict May generally come to surface;

Intra sender conflict occurs when one persons asks you to accomplish two objectives that
are in apparent conflict. If your boss asks you to hurry up and finish your work but also decrease
your pay for your mistakes, you would experience this type of conflict.
Inter sender conflict occurs when two or more senders give you incompatible directions. Your
boss may want you to complete a crash project on time, but company policy temporarily
prohibits authorizing overtime payments to clerical assistance.
Inter role conflict results when two different roles you play are in conflict. Your company may
want you to travel 50 percent of the time, while your spouse threatens a divorce if you travel
more than 25 percent of the time.
Person-role conflict occurs when the role that your organization expects you to occupy are in
conflict with your basis values. Your company may ask you to fire substandard performers, but
this could be in conflict with your humanistic values.
Role ambiguity
Role ambiguity occurs when position holders are uncertain about limits of their
authority and that of others, company rules, job security and the methods used to evaluate their
work. Research studies have indicated that the more ambiguity a person reported, the lower the
persons utilization of intellectual skills, knowledge and leadership skills. It was also found that
role ambiguity was significantly related to low job satisfaction and to feelings of job related
threats to mental physical well being.
Role overload
Imagine for a moment about an executive who is attempting to dictate a letter,
talk on three phones, conducting an interview and writing s report all the same time. There is no
use trying to do too much in too little time. Constant interruptions, changing hats every five
minutes, a constant stream of visitors, a mountain of files and papers to process and a number of
subordinates looking up to his voluble advice and guidance-all increase the quantitative and
qualitative overload. Persons who experience such conditions show clear signs of stress and
report health problem.
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Role underload
At the other extreme, having nothing to do or being asked to do too little in ones
work can also is quite stressful. Sales people in a store with no customers, standing around all
day with nothing to do could said to experience role underload. Assembly line workers also
generally experience role under load. Rarely do they perform more than one or two tasks day
after day. Ironically, role underload can lead to many of the same problems as role overload; low
self-esteem, increased frequency of nervous symptoms and complaints, increased health
problems. One of the most unfortunate outcomes of role underload is passivity. Workers with
role underload report that they feel both physically and psychologically weary; even when they
are not at work, they do not show much interest in social activity or physical exercise. Two
factors succinctly explain the relationship between underload and stress. Most persons wish to
feel useful and needed. Thus, when they find that they are doing very little and achieving next to
nothing in their jobs, their self-esteem may be threatened. Secondly, people want stimulation.
They do not like the idea of staring blankly into space all the time. They prefer to interact with
the work around them and something worthwhile. No wonder, jobs that demand too little can be
unpleasant, boring and stressful.
Interpersonal relationship
Another source of stress in organizations is poor interpersonal relationship with others, be
they supervisors, coworkers, subordinates or clients. When interpersonal relationship at work is
not pleasant, employees develop a generalized anxiety, a feeling of fear about upcoming meeting
and interactions. Three aspects of interpersonal relationship at work, in particular, have a
negative influence on job stress: amount of contact with people in other department and
organizational climate.

Ineffective communication
Stress can result from a lack of communication or from a lack of the right kind of
communication at the right time. We begin to see the world differently and we tend to interpret
10

communication efforts differently. For sample, there is nothing more stressful than finding that
you have arrived at an appointment with your boss at the wrong time. You misunderstood the
appointed time, your boss is upset and you are edgy.
Responsibility
Any type of responsibility can be burdensome for some people. Different types of
responsibility function differently as stressors. One way of classifying this variable is in terms of
responsibility for people versus responsibility for things. The more responsibility for people
reported, according to one research study, the more likely the person was to smoke heavily, have
high blood pressure and show higher cholesterol levels. On the contrary, the more responsibility
for things the employee reported, the lower these indicators were.
Job change
Individuals and work undergo constant changes as organizations try to become more
competitive and aggressive in the marketplace. These changes can cause stress for the jobholder.
For example, a bank may computerize its accounting function. As a result, a job that did require
certain decisions and calculations may become merely a data collection and entry position for the
computer. As with most changes, job change entails a certain amount of uncertainty that may
ultimately lead to stress. Change can be especially stressful for individuals afraid of losing their
jobs.
Organization Climate
Employees can also experience stress when they feel that they should get more money for
their work, of if company restrains them from doing things they feel they must do to be effective
in their job. For example, a manager wishes to assign a few extra duties to an individual for a
special project but union regulations do not permit it. Stress can also result from prohibitive
physical setting such as heat, cold, safety hazards, air pollution, uncomfortable spatial
arrangements, shift work etc, Apart from the physical surroundings, the psychological climate
within a company is also important. When day-to-day life in an organization is characterized by
unfriendly, hostile exchanges, employees feel the tension all around. They do not trust each
other and do not express their concerns openly. They are unsupportive of each other and spend
11

little time helping each other with problems. Likewise, if employees are not encouraged to
participate actively in organizational activities, stressful situations may develop. Employees may
feel left out and neglected, because they have no opportunity to influence important events
relating to their jobs.

Additionally, factors like insufficient authority pressures toward

conformity faulty job designs also produce lot of stress for people working within a company.
Impact of life change
Traumatic experiences in life (death of a loved one, divorce, loss of family estate etc)
can have significant impact on the psychological well-being of an individual. Research studies
have also indicated the fact that when individuals undergo extremely stressful changes in their
lives, their personal health often does suffer.
Type A and Type B Personalities
Cardiologists Friedman and Rose man. have identified several personality characteristics
of people who are most prone to stress. Such people, called as Type A personalities, gravitate
toward occupations that encourage heavy work. They are frequently found to be heavy smokers.
They are ambitious, hard driving and set tough targets for themselves. They are willing to
oppose others to get what they want. They take on increasing amounts of work and world at
incredible speed on order to meet deadlines. They are fiercely competitive and would like to win
all the time.
Type Bs, on the other hand, work at a steadier pace. They do not work against the clock.
They set reasonable targets for themselves and do not feel the pressure. They are likely to let
things roll off their backs rather than fight every issue. Some of the typical characteristics of
Type B personalities may be stated thus:
The type A could be compared to a racehorse and the B to a turtle. Though the recent studies
question the relationship between type A behavior pattern and stress, it has been generally agreed
that type A s are more prone to stress than type Bs.
Externals us. Internals and the belief in external locus of control:

12

A persons belief in locus of control is related to susceptibility to job stress.. People with
an internal locus of control feel that their fate is pretty much under their control. Externals look
to outside forces as controlling their fate. They generally feel that events and forces beyond their
control determine their fates.

Internals generally describe their jobs as less stressful than

externals. The underlying cognitive mechanism seems to be that if people believe that they can
control potential adverse forces in their job environment, they are less prone to the stressor of
worrying about them.
Other reasons:
In the race to the top, many aspirants who do not make it ultimately, experience feeling of
failure, frustration and resentment. Family responsibilities sometimes clash with organizational
demands. People experience role conflicts because work and family pace overlapping demand
upon their limited time. Excessive rules and regulations could also act as powerful forces of
stress. Young managers with great ideas and ideals often find the organizational environment too
restrictive and overbearing. When they fail to get their ideas or ideals translated into action, they
may experience a great amount of stress.
Consequences of Stress
Stress reveals itself in a number of ways. When constructive stress is experienced, the
result is usually improved job performance which is self-rewarding to an extent propelling the
individual to do better in future.
Management of Stress
It is not true that employees do not want any stress at work. As the current research
evidence indicates, employees are energized and motivated by moderate amounts of stress. What
most people want in the workplace is a challenging job assignment followed by moderate doses
of competitive spirit, constructive conflict and zeal to get ahead of others. There is variety of
ways in which individuals cope, or deal with stress at work. Broadly, these could be classified
into two categories: individual coping strategies and organizational coping strategies.
INDIVIDUAL COPING STRATEGIES
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Time management
Inability to manage time could create stressful situations on the job quite frequently.
Unfinished work, critical remarks from boss and colleagues, comments from subordinates in
hushed tones, misplaced papers, may all make the life of an executive quite miserable.
Exercise:
Physically inactive individuals have a higher incidence of heart attacks and death than do
active individuals. Exercise, as most of the studies indicate, reduces depression, anxiety and
phobias. When you do the exercise regularly, the day-long tension on the job is given a decent
burial. You focus more on your body than on your mind. It may be useful to recount the benefits
of exercise.
Not surprisingly, many organizations nowadays encourage their executives to be
physically fit and active.

Companies like Infosys Technologies, Escorts, NIIT, Tate group

companies have created in-house physical fitness facilities for the benefit of employees.
Meditation and relaxation:
Mind gets the needed relaxation when we engage in a creative hobby like painting,
reading, gardening etc. The wonderful effects of prayer as a relaxation measure have been well
documented in our ancient scriptures. Meditation also helps in putting out nagging thoughts to
rest. Meditation is way of focusing on something in a relaxed state in a serene and quiet
environment. You can focus on muscular relaxation, an image, an object, a symbol, a point or
anything you like. The advocates of Transcendental Meditation have scientifically proved the
beneficial impact of the technique on human brain in recent times. The practice of TM involves
the use of a meaningless sound called a mantra. A trained instructor individually assigns the
mantra to the mediator; and proper use of the mantra is said to automatically reduce the level of
excitation and disorderly activity of the nervous system and to quiet the mind while maintaining
its alertness. One sits comfortably with closed with closed eyes and repeats the mantra for about
20 minutes twice a day.
Biofeedback
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Biofeedback is another popular relaxation technique. This technique uses sophisticated

equipment to observe some of the internal body processes and to report this in observable ways.
The equipment is used to measure skin temperature, muscular tension, heartbeat and blood
pressure. This information is given to the person in the form of sounds, lights or wavy lines on a
graph. When you look at your brain waves or blood pressure, you can begin to control them by
observing the internal and external conditions that caused them to change. Once you are aware
that your internal body responses are in a state of stress, you can begin to make adjustments by
altering the environment your own frame if mind to reduce your anxiety, tension, stress levels etc
An article published in the Hindustan Times, dated 31.1.1998 catalogues other individual coping
strategies thus:

Keep a pet:

Say your prayers:

Sing aloud:

Laughter the elixir

Sleep right

Be good at loving

Spend time with children

Take a walk

Make friends

Enjoy the idiot box

Cultivate interests

Dare to dream

ORGANIZATIONAL COPING STRATEGIES

Stress management includes stress prevention also.
organizational coping strategies.
15

This is best achieved through certain

Role clarity
Define employee roles clearly. Employees must have a clear understanding of the job.
They must know what the company expects and be confident that they can meet these
expectations. Stress, most often, occurs when employees are not very sure about their work roles
or fear they cannot do their jobs. When excessive stress is present in a role, management can
initiate steps such as:
Redefining the persons role
Reduce overload by redistributing the work
Set up procedures to prevent hindrances to work
Arrange for meeting of all those involved in a messy situation and try to find a way out
Make the job intrinsically meaningful, challenging and rewarding.
Supportive climate
Factors such as freedom to think and act independently, a certain amount of informality
with

key

employees,

clear

communications,

participative

decision-making,

friendly

conversations-all help in reducing stress levels in an organization. If practiced regularly, they

also reveal a supportive organizational climate where everybody is willing to contribute his best
and share the rewards thereafter. There s very little room for disruptive political games, and
conflicts to occur, vitiating the whole atmosphere. A friendly, supportive climate builds trust and
confidence among employees and they will be quite happy to extend a helping hand to
management, whenever required.

Clear career paths

16

To reduce uncertainly, each employee must be sure of where he is heading for say, after 5
years within the same organization. A clear career path and the job rewards and benefits that
follow committed service would go a long way in preventing or reducing stress levels greatly.
Company-wide programmers
A variety of programmers can be used to manage work stress. These include.
Management can help reduce stress in the work environment by holding team meetings, using
proper management techniques, employing effective communication system, and reducing
uncertainty among employees.

BURNOUT
A phenomenon that is receiving great attention in recent times is the problem of burnout.
Generally speaking- everyone is a potential candidate for burnout. However, the most likely
candidate to face this serious problem is the over-achiever.

In the words of Haerbert J.

Freudenberger, burnout is state of fatigue or frustration brought about by devotion to a cause,

way of life or relationship that failed to produce the expected reward. It may be defined as the
total depletion of physical and mental resources caused by excessive striving to reach an
unrealistic work-related goal. In his book, Burn Out, Dr. Freudenberger poses a set of questions
designed to be a self-test to help us find out if we are in danger of burnout. Burnout is frequently
associated with people whose jobs demand close relationships with others under tension-filled
circumstances. The dangerous part of burnout is that it is contagious. A highly cynical and
pessimistic burnout victim can quickly transform an entire group into burnouts. It is, therefore,
important to put out the fires early.

1:2 COMPANY PROFILE

17

INTRODUCTION
Kanyakumari is the southern part of India in Kanyakumari dist there are several villages.
And in the olden days people travelled through bull carts, horse and through walk. When
Kanyakumari dist was under the control of Travancore-Cochin State
Mr. Pioneer Kumaraswamy was the first man who operates the bus in Kanyakumari Dist
.with 8 seats consequently on the state reorganization act Kanyakumari dist was merged with
Madras state government during November 1956.
Hence, the services operated by the Travancore state were taken over by the Madras state
transport department .At the time there were only two branches Madras branch and Kanyakumari
Branch.
In 1971, for the administrative convenience the Madras state transport was divided in to 4
regions namely,
Madras region
Trichy region
Salem region
Kanyakumari region
At this stage more or less all, the government of Tamil Nadu nationalizes the routes operated
by the private companies in the Kanyakumari dist. To avoid the accumulation of funds earned by
the private companies and also for the administrative purpose the Madras state transport
department was divided in the above 4 regions in 1971.
Finally in consequence of the nationalize of the bus services, the government of the Tamil
nadu decided to form Transport Corporation. So the Government set of t committee under the
chairmanship of Mr. C.R.Pattabi Raman.
The committee recommended inter aria which the viable size of corporation may be 350 to
600 in fleet strength i.e. when the no of fleet strength exceeds about 600 the corporation will be
bifurcated and it includes the infrastructure facilities workshop facilities etc.
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Accepting this recommendation of the committee the government of Tamil Nadu decided to
bifurcate the kattabomman transport corporation which had the fleet strength of more than 600 in
to two namely.
Kattabomman transport corporation ltd. With Tirunelveli as head quarter and Nesmony transport
corporation ltd with Nagercoil as head quarter.
At the time there are13 state owned Transport Corporation All over Tamil Nadu namely.
Pallavan Transport Corporation limited
Thiruvalluvar Corporation limited
Pandian Roadway Corporation
Cholan Corporation limited
Cheran Transport Corporation limited
Anna Transport Corporation limited
Thanthai periyar transport corporation limited
Maruthupandian Transport Corporation limited
Kattabomman Transport Corporation limited
Jeeva Transport Corporation limited
Pattukotai azhgiri Transport Corporation limited
Tamil Nadu state transport corporation (Madurai division III) Nagercoil bifurcated
from the nesamony transport corporation in the year 1997,
There are various services like.
Town service
Point to point service
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Very fast service

Fast passenger service
Super fast etc..
At present the Tamil Nadu State Transport Corporation (Tirunelveli) Ltd, Nagercoil region,
(TNSTC) has 11 branches name,
Ranithootham I
Ranthootham II
Ranithottam III
Kanyakumari
Vivenkanandapurum
Monday Market
Colachel
Thiruvattar
Marthandam
Kuzhithurai
Chettikulam
The ten branches are functioning effectively under the control of divisional manager and branch
managers.
The workshop is controlled by the work manager with the assistance of the officer. The
following sections are functioning at the head office Nagercoil.
Commercial section
Personal and administrative section
20

Account section
Secretary section
Civil section
Labours welfare Section
Medical section
Security Section
Legal section
MIS & EDP Section
Workshop Office
Purchase Section
Main stores
The corporation in governed, by board of directors nominated by the government of Tamil Nadu.
The total strength of the employees under the Nagercoil head is,

`STAFF STRENGTH OF THE EMPLOYEES UNDER THE NAGERCOIL

Drivers

2225
21

Conductors

2216

Technical Staff

636

Traffic Supervisor

78

Technical supervisor

61

Administrative staff officers and Contingency staff

305

Total

5541

Mission of TNSTC:
The Mission of Tamil Nadu State Transport Corporation Ltd (TNSTC) is providing
corporation level for the common people.

Capital Investment of TNSTC:

The entire capital of TNSTC limited is invested by the Government of Tamil Nadu. The
total capital investment is Rs.48.54 corers.

Service Profile:
The service profile of TNSTC Nagercoil region was divided in to two types, namely
1. Town services
22

2. Mofussil Services.
TOWN SERVICES:
In this service the buses are operated with in 30 Kms i.e... Inter district it include
Passenger cum goods service
Very fast service
Circular Service
Limited Stop Services
Time Saving Services
There are about 468 scheduled town services which are provided by the corporation.
MOFUSSIL SERVICES:
This service the buses are operated above 30 Kms. These services include,
Limited stop Service
Super Stop services
Fast passenger services
Point to point services
End to End
Ultra Deluxe
These are about 417 schedule Mofussil services which are provided by the corporation.
1:3: INDUSTRY PROFILE
OVERVIEW

23

The Indian Roadways play a crucial role in connecting the different parts of India. Over
the years independence there has been an extensive development of the network of roads across
the length and breadth of India. Roads network of India is the largest road networks (3.314
million kilometers) in the worlds. Indias road network consists of national highways, state
highways, district roads and village roads. National Highways are found all over the country.
They are indispensable as far as communication by roads is concerned. National highways
connect states, states capitals, bit cities and ports. National highways carry approximately 40%
of the total traffic but they are only 2% of the entire road network. Where as state highways are
considered as the main roads of the state. Major cities of the states and capital of the state are
connected by state highways. While district roads are connecting with major roads and village
roads. Village roads provide linkage to other roads in order to meet their daily needs and access
to nearby markets.
HISTORY
Roadways in India have come a long way. Starting from the pugs dandies (a small paths
created naturally due to frequent walks) of earlier times to the present-days Rajpath of Delhi, the
country has crossed many spheres of road travel. The thread that binds the nation together is
truly a deserving metaphor for a road network that is one of the largest in the world.
In the Atharva Veda, we find references to road construction and information on
precautions to be taken. Kautilyas Arthasashtra mentioned about mechanism of roads for
chariots and stresses upon the traffic rules and road safety. With the development of culture and
trade, cities like Vaishali, Sravasti, Rajagriha, Kurukshetra, and Ujjaini had roads to facilitate
socio-economic interminglings. Ujjaini capital of Avantis, was an important trade center and
connected with northern trunk routes to modern Bharuch, an important seaport.
Road

also

provided

worked

human

as

beings

in

roads

corridor

to

the

of

development

communication

of
for

civilizations,
venturing

out

never frontiers of achievements

PRESENT SCENARIO
Today, alternative modes of transportation are on the anvil. Yet, amidst all this, road
transport is still the dominant mode of transportation- both for moving goods and passengers.
24

and
to

India has a huge network of road comprising of national highways, state highways, major district
roads and village and other roads.
Here are the list existing roadways in India with their respective length at present:Total Length 33lakhs (Approx.)
National highways

70934 km

State highways

131899 km

District roads

467763 km

Village roads

2650000 km

IMPORTANCE
Roads are the vital lifelines of the economy making possible trade and
commerce.

Road

are

most

preferred

modes

of

transportation

and

considered as one of the cost effective modes of transportation. Road are easily accessible to
each individual. Roads facilitate movement of both men and materials anywhere within a
country. It helps in socio-economic development as well as brings national integration. It
provides linkages to other modes of transportation like railways, airways, and shipping, etc. An
efficient and well established net work of roads is desired for promoting trade and commerce in
any country and also fulfills needs of transportation system for sustained economic development.
An efficient and well established net work of roads is desired for promoting trade and commerce
in any country and also fulfills needs of transportation system for sustained economic
development. Road transport is contributing 3.69% to GDP where as all transportation modes are
contributing a total of 5.5% to GDP.

ROAD TRANSIT SYSTEMS INDIA

All the states in India have their own state road transport corporation. This corporation
not only takes care of providing transit facility within their own state but also to the neighboring
25

states.

This helps the public in transportation and gives them the choices to travel with.

Travelling in different states of India is very easy, if you are aware about the transit facility being
offered by different state road transport corporations or undertakings or institutions authorized by
the Ministry of transportation or by the state government authorities.
Every transport corporation runs buses within their state, and provides interstate
connectivity. Some of the transport organizations does provide city services, when there is no
local city transport facility. Major cities do have their own transport vehicles and staff to operate
regular city services. Some well known cities where there are separate entities being setup to
provide transit facility to the public are, Mumbai (Bombay), Bangalore, Ahmadabad and many
other cities. They all run daily regular services within the city to some of the adjoining areas of
the city. They provide affordable, comfortable and timely services to the public.
Over and above all these, private transit providers plays a major role in connecting major
cities of states in India, whether it is from Mumbai to Delhi, Chennai to Bangalore or from
Mumbai to Ahmadabad, they are tough competitors serving the public and running excellent
business with lots of profit, and some with loss, overall everybody is happy and passengers enjoy
their transit.
Villages still face problem finding the right transportation. They have owns ways of
transportation, and transit facility. They use different kinds of vehicles for traveling from one
place to the other. Every state has their own favorite vehicle that people use most often. Gujarat
districts and villages where the state transport does not run buses, people use a vehicle called
chhagado or chkado for transit to nearby villages or to go to main bus stations. Other
vehicles being used are camel carts, matadors, auto rickshaws, trucks (sometimes people are
transported instead of goods) again over all people find their own way to travel to the
destination.
Following is a list of Transport Corporation that is providing transport facility to passenger in
lndia.
Karnataka state road transport.
Andhra Pradesh state road transport.
26

Tamil Nadu state road transport.

Maharastra state road transport.
Goa state road transport.
Himachal Pradesh state road transport.
Gujarat state road transport.
Rajasthan state road transport.
kerela state road transport.
Uttar pradesh state road transport.
Jammu kashmir state road transport.
Punjab state road transport.
Delhi state road transport.
Mizoram state road transport.
Arunachal pradesh state road transport.

KSRTC OVERVIEW
Karnataka state transport corporation
Public transit facility in karnataka is provided by different stategovernment authorities for
better facility to its passengers .Thereare about four units providing public transit namely
Bangalore metropolitan transport corporation (BMTC), North wertern karnataka road transport
27

corporation (NWKRTC), North east Karnataka state transport corporation (NEKRTC),Karnataka

state transport corporation (KSRTC) has approximatly 4000+buses in its fleet and it carries about
2 million passengers daily.
APSRTC OVERVIEW
Andhra Pradesh State Road Transport Corporation
Andhra Pradesh state road Transport Corporation provides transit facility in the state of
Andhra Pradesh. It has in its fleet approximately 1800 + buses. Due to its strength in terms of
the fleet, the number of miles it covers daily, the total number of employees and connections to
the adjacent states, APSRTC is considered as the largest state transport undertaking in the world.
APSRTC runs intercity and inter district buses within the state of Andhra Pradesh. It also runs
interstate routes connecting to the adjacent states of Tamil Nadu, Orissa, Karnataka and
Maharashtra.
KTC Goa transportation
Kadamba Transport Corporation
The Kadamba Transport Corporations or the K.T.C. of the Government of Goa runs a
large number of Interstate and Intercity bus services. Travels to Goa are also provided by
Maharashtra state road Transport Corporation of Maharashtra and Karnataka state road Transport
Corporation of Karnataka. Private companies provide bus services to Goa from almost all of the
states in India. Intercity bus services cover almost all of Goas and are very popular amongst the
transit passengers and are used by so many people every day. KTC is a government of Goa road
transport undertaking and it is heavily subsidized by the government
PSRTC Overview
Punjab State Road Transport Corporation
Initially the corporation started operating with a meager investment of Rs. 25.00 lacks
and the fleets of 60 buses covering 11,107 daily scheduled kilometers on 15 routes with 345
employees. At present, the PRTC has approximately 800 + buses, 529 routes (including inter28

state routes) covering a daily mileage of 323238 kilometers. The PRTC provides services not
only on intercity routes but also links the remotes villages with the nearby towns and cities.

1:4: REVIEW OF LITERATURE

1

The frequency of bus passengers' accidents, performance of safe driving, job stressors,
stress reaction and recognition from others Based on the results, a model assuming that stress
reaction caused by job stressors disturbed the bus driver's safe driving and was associated with
passengers' accidents in the bus was verified to some degree. Especially, melancholy and tired
feeling toward passengers showed a strong relation to the passengers' accidents in the bus. This
29

suggested much room for intervention. Moreover, the recognition from others of their job was
confirmed to act as a control factor of the stress reaction
2

According to the schedule, providing service to passengers, and driving safely are
among the most important psychosocial demands of the bus driver's job. bus drivers cope with
these varying and conflicting demands
3

Psychological factors of bus drivers' instability that were related to bus passengers'
accidents according to the hypothesis model based on the stress concept of Lazarus and Folkman
(1984).
4

Occupational stress adversely affects productivity, absenteeism, and job turn- over, and
contributes to health-related problems. The effects of organizational level and gender on the
specific sources of occupational stress assessed by the Job Stress Survey (JSS) work stress was
more strongly related to concerns about their role in the power structure of an organization,
whereas female employees reported experiencing more severe stress when there was a conflict
between job requirements and family relationships.
5

Driving a bus in urban areas is considered to be a highly stressful occupation, one which
also involves exposure to air pollutants generated by motor vehicles. No cancer sites were found
to be significantly elevated in the proportionate mortality analyses by race. These findings are
consistent with the growing body of literature linking job strain with cardiovascular disease
among bus drivers.
1) Yasuyuki Yamada, Motoki Mizuno, Bus drivers' mental conditions and their relation to bus passengers' accidents with a focus
on the psychological stress Journal of Human Ergology (2008) Volume: 37, Issue: 1, Pages: 1-11
2)T F Meijman, M A KompierUrban bus drivers cope with time pressure, passengers, and traffic safetyJournal of Occupational
Health Psychology (1998) Volume: 3, Issue: 2, Pages: 109-121
3) Lazarus and Folkman (1984).
4) Birgit Aust, Richard Peter, Johannes SiegristStress Management in Bus Drivers International Journal of Stress Management
(1997) Volume: 4, Issue: 4, Publisher: Springer, Pages: 297-305
5) V Rafnsson, H Gunnarsdttir Mortality among urban bus drivers International Journal of Epidemiology (1991) Volume: 20,
Issue: 2, Pages: 312-317
6

The research study of Jamal. M finds that job stressors were significantly related to
employees psychosomatic problems, job satisfaction, unproductive time at the job, and
absenteeism. Type A behavior was found to be an important moderator of the Stress outcome
relationship.
7

Brief. A. P. and J. M. Atieh, argues that it is not safe to assume that job conditions that
have an adverse impact on affective reactions to the job will also have a negative impact on
overall subjective well-being.
30

According to Stephen .P. Robbins*, stress related headaches are the leading cause of loss
of work time in U. S. industry.
9

Cooper and Marshall* visualize stress as characteristics of both the focal individual and
his environment. They designate the internal and external concoctive forces as pressures or
stressors and the resulting stalk of the organism on stress.
10

Individuals can have a variety of reactions to job stress. They can react emotionally by
feeling frustrated or anxious, happy or excited, bored or depressed. They may experience mental
blocks, be hypersensitive to criticism or have trouble concentrating. People can respond to stress
behaviorally; they may eat more, drink more, lose their appetites; or stop going out socially and
mix with people freely. People can also respond to stress psychologically,

6) Jamal M. Job stress-prone Type A behavior, personal and organizational Consequences, Canadian Journal
Administration Sciences, 1985. pp 360-74.
7) Brief. A. P and J. M. Atieh, Studying job stress: Are we making mountains out of molehills? Journal of
occupational behavior, 1987 pp115-26.

8) Stephen Robbins, Organizational Behavior, Prentice Hall, U.K, 1989 pp 499-501

.
9) Cooper. C. L. and Marshall. J, Understanding Executive Stress, The McMillan Press Ltd, 1978 p 4.
10) Hans Selye in his famous book, The Stress of Life, 1956.

CHAPTER - II
RESEARCH METHODOLOGY
Research methodology refers to the method that the researcher uses in performing
research operation. It describes the various steps that are generally adopted by a researcher in
studying the problem along with the logic behind them. It is a way is understood as a science of
studying how research is done scientifically.
31

2.1 TITLE OF THE STUDY

The Title of the project is An analytical study of occupational stress level among the
drivers of town and mofussil service; a comparative insight; In Tamil Nadu State Transport
Corporation (Tirunelveli) Ltd, Nagercoil region, (TNSTC)

2.2 SCOPE OF THE STUDY

The scope of the study is has been limited to the drivers working in town service and
mofussil service in Tamil Nadu State Transport Corporation (Tirunelveli) Ltd, Nagercoil region,
(TNSTC) Ranithootam (I&II)
.

2.3 HYPOTHESIS OF THE STUDY

Ho: There is no signification difference between the stress levels of drivers in Town service and
mofussil service.
H1: There is signification difference between the stress levels of drivers in Town service and
mofussil service.

2.4 OBJECTIVES OF THE STUDY

Primary objective
To assess the level of stress among the drivers of town and mofussil service in (TNSTC)
Nagercoil region, Ranithootam (I&II)
Secondary objective
To identify the factor causing stress among drivers
32

To study about the kinds of stress among drivers

To make a comparison of the stress levels between the drivers of town and mofussil
service
To identify the copping strategy to reduce stress

2.5 SAMPLING TECHNIQUE

The sampling technique of this study is non probability sampling since Convenience
sampling is used to collect data.

2.6 SAMPLE UNIT

The sample unit of this research is drivers in Tamil Nadu State Transport Corporation
(Tirunelveli) Ltd, Nagercoil region, (TNSTC) Ranithootam (I&II) which includes town and
mofussil service .

2.7 SAMPLE SIZE

The sample size of this study is 50% of drivers in Tamil Nadu State Transport
Corporation (Tirunelveli) Ltd, Nagercoil region, (TNSTC) Ranithootam (I&II)

Branch

Drivers (Total population)

33

Sample size

Ranithootam I

200

100

280

140

480

240

(Mofussil service.)
Ranithootam II
(Town service)
Total

2.8 DATA COLLECTION

Primary Data
Self design pre tested questionnaire has been used as a tool for data collection.
Questionnaires are prepared. Most of the questions are consist of multiple choices. The schedule
method was undertaken. The interview was conducted in Tamil. Proper care was taken to frame
the interview schedule in such a manner it should be easily understood in view of educational
level of the employees. Generally 20 questions are prepared and asked to the drivers of TNSTC,
Nagercoil region, Ranithootam (I&II)
Secondary Data
Secondary data was collected from Internets, various books, Journals, and Company
Records

2.9 PERIOD OF STUDY

The period of the study is limited to December 2011 to March 2012 in Tamil Nadu State
Transport Corporation (Tirunelveli) Ltd, Nagercoil region, (TNSTC).

2.10 RESEARCH DESIGN

34

Research design is the arrangement of conditions for collection and analysis of

data in a manner that aims to combines relevance to the research purpose with economy in
procedure. In this study exploratory research design has to be used for obtaining the relevant
results.

2.11 TOOLS OF ANALYSIS

Various methods of techniques used in analyzing include

Chi- square test

Spearmans Rank Correlation

Weighted average method

Man whiteny U tests

2.12 STATEMENT OF THE PROBLEM

Drivers are suffering due to high traffic.

Drivers are suffering to drive safely according to the schedule provided.
Drivers are highly suffered from head light of opposite vehicle.
Drivers are suffering to drive old buses without proper maintained.
Most of the drivers are suffering from occupational diseases.

35

2.13 LIMITATION OF THE STUDY

The major limitation of the current study is its limited scope. The scope of the study is
extended to include drivers from two region, two division, two transport corporations like SETC
and TNSTC and also two states transport corporation.
The study also is undertaken in different corporation like SETC and TNSTC so that a
comparative analysis can carried out and measures that have proved effective in combating stress
in one corporation may used to other corporation as well.

CHAPTER III
DATA ANALYSIS AND INTERPRETATION

TABLE: 3.1

AGE WISE DISTRIBUTION OF THE RESPONDENTS

Town service NO of
Percentage
drivers
respondents

Mofussil
service
drivers
36

NO of
Percentage
respondents

25to 35 years

22

15.71%

25to 35 years

10

10%

35to 45 years

65

46.43%

35to 45 years

63

63%

45to 55 years

35

25%

45to 55 years

13

13%

above55years

18

12.86%

above55years

14

14%

140

100%

100

100%

TOTAL

TOTAL

Source: primary data

Inference: The researcher found out 15.71% of Town service drivers and 10% of mofussil
service drivers are belong to the age group of 25to 35 years, 46.43% of Town service
drivers and 63% of mofussil service drivers are belong to the age group of 35to 45 years,
25% of Town service drivers and 13% of mofussil service drivers are belong to the age
group of 45to 55 years, 12.86% of Town service drivers and 14% of mofussil service
drivers are belong to the age group of above 55 years.

CHART 3:1

AGE WISE DISTRIBUTION OF THE RESPONDENTS

37

TABLE: 3.2

WORKING EXPERIENCE OF THE RESPONDENTS

Town service NO of
Percentage
drivers
respondents

Mofussil
service
38

NO of
Percentage
respondents

drivers

0 to 5 years

60

42.86%

0 to 5 years

44

44%

5to 10 years

10

7.14%

5to 10 years

10

10%

10to 15 years

14

10%

10to 15 years

7%

15to 20 years

10

7.14%

15to 20 years

13

13%

20to 25 years

32

22.86%

20to 25 years

13

13%

Above 25

14

10%

Above 25

13

13%

140

100%

100

100%

TOTAL

TOTAL

Source: primary data

Inference: The researcher found out 42.86% of Town service drivers and 44% of mofussil
service drivers has work experience between 0 to 5 years, 7.14% of Town service drivers
and 10% of mofussil service drivers has work experience between 5 to 10 years, 10% of
Town service drivers and 7% of mofussil service drivers has work experience between 10
to 15 years, 7.14% of Town service drivers and 13% of mofussil service drivers has work
experience between 15to 20 years, 22.86% of Town service drivers and 13% of mofussil
service drivers has work experience between 20to 25 years, 10% of Town service drivers
and 13% of mofussil service drivers has work experience above 55 years,

CHART 3:2

WORKING EXPERIENCE OF THE RESPONDENTS

39

TABLE: 3.3

40

SAFETY EQUIPMENT FACILITY IN

THE BUS

Classification of the Respondents based on their

NO of
Percentage
Town
respondents
service
driver
24
17%
Highly
satisfied
0
0%
Satisfied
0
0%
Neutral
0
0%
Dissatisfied
116
83%
Highly
dissatisfied

Mofussil
service
driver
Highly
satisfied
Satisfied
Neutral
Dissatisfied
Highly
dissatisfied

TOTAL

TOTAL

140

100%

NO of
respondents

Percentage

28

28%

0
10
0
62

0%
10%
0%
62%

100

100%

Source: primary data

Inference: The above table shows regarding safety equipment facility in the bus that, 83% of
Town service drivers and 62% of mofussil service drivers are highly dissatisfied and 17% of the
Town service drivers and 28% of mofussil service drivers are highly satisfied.

CHART 3:3

SAFETY EQUIPMENT FACILITY IN THE BUS

41

TABLE: 3.4

Classification of the Respondents based on their

FACTOR CAUSES MORE STRESS

Town

Mofussil

NO of

Percentage
42

NO of

Percentage

service
driver
Over time
Double duty
Traffic
Break down
Other
TOTAL

respondents
42
1
70
0
28
140

service
driver
Over time
Double duty
Traffic
Break down
Other

30%
0.71%
50%
0%
20%
100%

respondents

TOTAL

15
3
72
0
10
100

15%
3%
72%
0%
10%
100%

Source: primary data

Inference: The above table shows regarding factor causes more stress that 50% of Town service
drivers and 72% of mofussil service drivers are suffer due to traffic, 30% of Town service drivers
and 15% of mofussil service drivers are suffer due to over time, 20% of Town service drivers and
10% of mofussil service drivers are suffer due to other factors and 3% of mofussil service drivers
are suffer due to double duty.

CHART 3:4

FACTOR CAUSES MORE STRESS

43

TABLE: 3.5

Classification of the Respondents based on their

44

FACTOR MAKE FEEL IRRITATION

Town
service
driver
Over load
Old bus
High traffic
Bad coworkers
Other
TOTAL

NO of
respondents

Percentage

24
80
34
0

17.15%
57.14%
24.28%
0%

1
140

0.71%
100%

Mofussil
NO of
Percentage
service
respondents
driver
7
7%
Over load
33
33%
Old bus
46
46%
High traffic
0
0%
Bad coworkers
14
14%
Other
TOTAL

100

100%

Source: primary data

Inference: The above table shows regarding factor make feel irritation that 57.14% of Town
service drivers and 33% of mofussil service drivers are suffer due to old bus, 46% of mofussil
service drivers and 24.28% of town service drivers are suffer due to high traffic, 17.15% of Town
service drivers and 7% of mofussil service drivers are suffer due to over load and 14% of
mofussil service drivers are suffer due to other problems.

CHART 3:5

FACTOR MAKE FEEL IRRITATION

45

TABLE: 3.6

HOURS OF WORK EXCEED 9 HOURS

PER DAY

Classification of the Respondents based on their

46

Town service NO of
Percentage
driver
respondents
24

17.15%

Rarely

0%

Sometimes

Often

Mofussil
NO of
Percentage
service driver respondents
7

7%

Rarely

17

17%

5.72%

Sometimes

27

27%

4.28%

Often

13

13%

Very often

102

72.85%

Very often

36

36%

TOTAL

140

100%

100

100%

Not at all

Not at all

TOTAL

Source: primary data

Inference: The above table shows regarding hours of work exceed 9 hours per day that, 72.85%
of Town service drivers and 36% of mofussil service drivers respondents very often, 4.28% of
Town service drivers and 13% of mofussil service drivers respondents often, 5.72% of Town
service drivers and 27% of mofussil service drivers respondents sometimes 17% of mofussil
service drivers respondents rarely and 17.15% of Town service drivers and 7% of mofussil
service drivers respondents not at all.

CHART 3:6

HOURS OF WORK EXCEED 9 HOURS PER DAY

47

TABLE: 3.7

ENOUGH TIME TO DRIVE SAFELY,

ACCORDING TO THE SCHEDULE PROVIDED

Classification of the Respondents based on their

48

Town
service
driver
Not at all
Rarely
Sometimes
Often
Very often
TOTAL

NO of
Percentage
respondents
102
10
0
0
28

72.86%
7.14%
0%
0%
20%

140

100%

Mofussil
service
driver
Not at all
Rarely
Sometimes
Often
Very often
TOTAL

NO of
respondents

Percentage

40
17
7
13
23

40%
17%
7%
13%
23%

100

100%

Source: primary data

Inference: The above table shows regarding enough time to drive safely, according to the
schedule provided that, 72.86% of Town service drivers and 40% of mofussil service drivers
respondents not at all, 7.14% of Town service drivers and 17% of mofussil service drivers
respondents rarely, 7% of mofussil service drivers respondents sometimes and 13% of mofussil
service drivers respondents often, 20% of Town service drivers and 23% of mofussil service
drivers respondents very often.

CHART 3:7

ENOUGH TIME TO DRIVE SAFELY, ACCORDING TO THE SCHEDULE PROVIDED

49

TABLE: 3.8

SPECIAL FACILITIES FOR OLD

DRIVERS AND DRIVERS WITH HEALTH PROBLEM

Classification of the Respondents based on their

50

Town
service
driver
Not at all
Rarely
Sometimes
Often
Very often
TOTAL

NO of
Percentage
respondents
126
10
4
0
0

90%
7.14%
2.86%
0%
0%

Mofussil
service
driver
Not at all
Rarely
Sometimes
Often
Very often

140

100%

TOTAL

NO of
respondents

Percentage

60
20
10
10
0

60%
20%
10%
10%
0%

100

100%

Source: primary data

Inference: The above table shows regarding special facilities for older drivers and for drivers
with health problems that, 90% of Town service drivers and 60% of mofussil service drivers
respondents not at all, 7.14% of Town service drivers and 20% of mofussil service drivers
respondents rarely, 2.86% of Town service drivers and 10% of mofussil service drivers
respondents sometimes and 10% of mofussil service drivers respondents often.

CHART 3:8

SPECIAL FACILITIES FOR OLD DRIVERS AND DRIVERS WITH HEALTH

PROBLEM

51

TABLE: 3.9

Classification of the Respondents based on their

Town

NO of

Percentage

SUFFER FROM HEAD LIGHT OF OPPOSITE

VEHICLE

Mofussil
52

NO of

Percentage

service
driver
Not at all
Rarely
Sometimes
Often
Very often
TOTAL

respondents
0
0
14
10
116

0%
0%
10%
7.14%
82.86%

140

100%

service
driver
Not at all
Rarely
Sometimes
Often
Very often
TOTAL

respondents
10
7
0
27
56

10%
7%
0%
27%
56%

100

100%

Source: primary data

Inference: The above table shows regarding suffer from head light of opposite vehicle that, 10%
of mofussil service drivers respondents not at all, 7% of mofussil service drivers respondents
rarely, 10% of Town service drivers respondents sometimes, 7.14% of Town service drivers and
27% of mofussil service drivers respondents often, and 82.86% of Town service drivers and 56%
of mofussil service drivers respondents very often.

CHART 3:9

SUFFER FROM HEAD LIGHT OF OPPOSITE VEHICLE

53

TABLE: 3.10

SUFFER TO DRIVE OLD BUSES WITHOUT

PROPER MAINTENANCE

Classification of the Respondents based on their

54

Town
service
driver
Not at all
Rarely
Sometimes
Often
Very often
TOTAL

NO of
respondents

Percentage

20
0
0
14
106

14.28%
0%
0%
10%
75.72%

140

100%

Mofussil
service
driver
Not at all
Rarely
Sometimes
Often
Very often
TOTAL

NO of
respondents

Percentage

36
24
20
7
13

36%
24%
20%
7%
13%

100

100%

Source: primary data

Inference: The above table shows regarding suffer to drive old buses without proper maintenance
that, 14.28% of Town service drivers and 36% of mofussil service drivers respondents not at all,
24% of mofussil service drivers respondents rarely, 20% of mofussil service drivers respondents
sometimes, 14% of Town service drivers and 7% of mofussil service drivers respondents often,
and 75.72% of Town service drivers and 13% of mofussil service drivers respondents very often.

CHART 3:10

SUFFER TO DRIVE OLD BUSES WITHOUT PROPER MAINTENANCE

55

TABLE: 3.11

Classification of the Respondents based on their

KIND OF OCCUPATIONAL STRESS

Percentage
Town service NO of
respondents
driver

Mofussil
service
56

NO of
respondents

Percentage

Physical
stress
Psychological
stress
Both Physical &

12

8.57%

32

22.86%

88

62.86%

driver
Physical
stress
Psychological
stress
Both Physical &

Psychological
stress

None
TOTAL

17

17%

17

17%

46

46%

20
100

20%
100%

Psychological
stress

8
140

5.71%
100%

None
TOTAL

Source: primary data

Inference: The above table shows regarding kinds of occupational stress that, 8.75% of Town
service drivers and 17% of mofussil service drivers feel physical stress, 22.86% of Town service
drivers and 17% of mofussil service drivers feel psychological stress, 62.86% of Town service
drivers and 46% of mofussil service drivers feel both Physical & Psychological stress, and 5.71%
of Town service drivers and 20% of mofussil service drivers feel there is no stress in their jobs.

CHART 3:11

KIND OF OCCUPATIONAL STRESS

57

TABLE: 3.12

Classification of the Respondents based on their

FACES OF OCCUPATIONAL STRESS

58

Percentage
Town service NO of
respondents
driver

Positive
(eustress)
Negative
(distress)
Both
Positive&
Negative
None
TOTAL

38

27.15%

78

55.71%

24

17.14%

0
140

0%
100%

Mofussil
service
driver
Positive
(eustress)
Negative
(distress)
Both
Positive&
Negative
None
TOTAL

NO of
respondents

Percentage

66

66%

24

24%

10

10%

0
100

0%
100%

Source: primary data

Inference: The above table shows regarding faces of occupational stress that, 27.15% of Town
service drivers and 66% of mofussil service drivers feel positive stress, 55.71% of Town service
drivers and 24% of mofussil service drivers feel negative stress, 17.14% of Town service drivers
and 10% of mofussil service drivers feel both positive & negative stress.

CHART 3:12

FACES OF OCCUPATIONAL STRESS

59

TABLE: 3.13

Classification of the Respondents based on their

INCONVENIENCE DUE TO OCCUPATIONAL

STRESS

60

Percentage
Town service NO of
respondents
driver

High blood
pressure
Headache
Digestive
problem
Tension
Others
TOTAL

18

12.86%

24
42

17.14%
30%

34
22
140

24.29%
15.71%
100%

Mofussil
service
driver
High blood
pressure
Headache
Digestive
problem
Tension
Others
TOTAL

NO of
respondents

Percentage

10

10%

10
20

10%
20%

20
40
100

20%
40%
100%

Source: primary data

Inference: The above table shows regarding inconvenience due to occupational stress that,
12.86% of Town service drivers and 10% of mofussil service drivers suffer from high blood
pressure, 17.14% of Town service drivers and 10% of mofussil service drivers suffer from
headache, 30% of Town service drivers and 20% of mofussil service drivers suffer from
digestive problem, 24.29% of Town service drivers and 20% of mofussil service drivers suffer
from tension, 15.71% of Town service drivers and 40% of mofussil service drivers suffer from
other health problem.

CHART 3:13

INCONVENIENCE DUE TO OCCUPATIONAL STRESS

61

TABLE: 3.14

Classification of the Respondents based on their

Town service

NO of

OCCUPATIONAL STRESS AFFECTING

Percentage

Mofussil
62

NO of

Percentage

respondents
driver
20
Low
performance
14
Low
concentration
78
Disappointment
and angry
4
Fight at home
24
Others
TOTAL

140

service driver respondents

10
Low
performance
0
Low
concentration
60
Disappointment
and angry
0
Fight at home
30
Others

14.29%
10%
55.71%
2.86%
17.14%
100%

TOTAL

100

10%
0%
60%
0%
30%
100%

Source: primary data

Inference: The above table shows regarding occupational stress affecting that, 14.29% of Town
service drivers and 10% of mofussil service drivers respondents low performance, 10% of Town
service drivers respondents low concentration, 55.71% of Town service drivers and 60% of
mofussil service drivers respondents disappointment and angry, 2.86% of Town service drivers
respondents fight at home, 17.14% of Town service drivers and 30% of mofussil service drivers
respondents other problems.

CHART 3:14

OCCUPATIONAL STRESS AFFECTING

63

TABLE: 3.15

Classification of the Respondents based on their

64

LEVEL OF STRESS

Town service
driver
Very high
High
moderate
low
very low
TOTAL

NO of
respondents
42
56
42
0
0
140

Percentage

Mofussil
service driver
Very high
High
moderate
low
very low

30%
40%
30%
0%
0%
100%

TOTAL

NO of
respondents
30
20
50
0
0
100

Percentage
30%
20%
50%
0%
0%
100%

Source: primary data

Inference: The above table shows regarding level of stress that, 30% Town service drivers and
30% of mofussil service drivers respondents very high, 40% Town service drivers and 20% of
mofussil service drivers respondents high, 30% of Town service drivers and 50% of mofussil
service drivers respondents moderate.

CHART 3:15

LEVEL OF STRESS

65

TABLE: 3.16

Classification of the Respondents based on their

66

JOB FEELING

Town
NO of
Percentage
service
respondents
driver
Highly
48
34.29%
satisfied
Satisfied
56
40%
Neutral
28
20%
Dissatisfied
0
0%
Highly
8
5.71%
dissatisfied
TOTAL
140
100%
Source: primary data

Mofussil
service
driver
Highly
satisfied
Satisfied
Neutral
Dissatisfied
Highly
dissatisfied
TOTAL

NO of
Percentage
respondents
27

27%

36
30
0
7

36%
30%
0%
7%

100

100%

Inference: The above table shows regarding job feelings that, 34.29% Town service drivers and
27% of mofussil service drivers are highly satisfied, 40% Town service drivers and 36% of
mofussil service drivers are satisfied, 20% of Town service drivers and 30% of mofussil service
drivers are neutral with their job, and 5.71% of Town service drivers and 7% of mofussil service
drivers are highly dissatisfied with their job.

CHART 3:16

JOB FEELING

67

TABLE: 3.17

TIME FOR HOBBIES AND SPEND WITH

CHILDRENS & FAMILY

Classification of the Respondents based on their

68

Town service NO of
Percentage
drivers
respondents
Not at all
Rarely
Sometimes
Often
Very often
TOTAL

56

40%

0%

28

20%

0%

56

40%

140

100%

Mofussil
service
drivers

NO of
Percentage
respondents
16

16%

5%

Sometimes

10

10%

Often

20

20%

Very often

49

49%

100

100%

Not at all
Rarely

TOTAL

Source: primary data

Inference: The above table shows regarding time for hobbies and spend with children and
family that, 40% of Town service drivers and 16% of mofussil service drivers respondents not at
all, 5% of mofussil service drivers respondents rarely, 20% of Town service drivers and 10%
mofussil service drivers respondents sometimes, 20% of mofussil service drivers respondents
often, and 40% of Town service drivers and 49% of mofussil service drivers respondents very
often.

CHART 3:17

TIME FOR HOBBIES AND SPEND WITH CHILDRENS & FAMILY

69

TABLE: 3.18

COPPING STRATERGY PERSONALLY TO

MANAGE STRESS

Classification of the Respondents based on their

70

Town service NO of
Percentage
drivers
respondents
Not at all
Rarely
Sometimes
Often
Very often
TOTAL

92

65.71%

4.29%

18

12.86%

2.86%

20

14.28%

140

100%

Mofussil
service
drivers

NO of
Percentage
respondents
60

60%

3%

Sometimes

10

10%

Often

20

20%

7%

100

100%

Not at all
Rarely

Very often
TOTAL

Source: primary data

Inference: The above table shows regarding copping strategy personally to manage stress that,
92% of Town service drivers and 60% of mofussil service drivers respondents not at all, 4.29%
Town service drivers and 3% of mofussil service drivers respondents rarely, 12.86% of Town
service drivers and 10% mofussil service drivers respondents sometimes, 2.86% Town service
drivers and 20% of mofussil service drivers respondents often, and 12.28% of Town service
drivers and 7% of mofussil service drivers respondents very often.

CHART 3:18

71

COPPING STRATERGY PERSONALLY TO MANAGE STRESS

TABLE: 3.19

72

TYPE OF STRATEGIES TO REDUCE

STRESS

Classification of the Respondents based on their

Town service NO of
Percentage
drivers
respondents
Exercise
Meditation&
yoga
Relaxation
None
Other
TOTAL

14
16

10%
11.43%

4
92
14

2.86%
65.71%
10%

140

100%

Mofussil
service
drivers
Exercise
Meditation&
yoga
Relaxation
None
Other

NO of
Percentage
respondents

TOTAL

20
13

20%
13%

3
60
4

3%
60%
4%

100

100%

Source: primary data

Inference: The above table shows regarding types of strategies you follow to reduce stress that,
10% of Town service drivers and 20% of mofussil service drivers respondents exercise, 11.43%
Town service drivers and 13% of mofussil service drivers respondents Meditation& yoga ,
2.86% of Town service drivers and 3% mofussil service drivers respondents Relaxation , 65.71%
Town service drivers and 60% of mofussil service drivers respondents none, and 10% of Town
service drivers and 4% of mofussil service drivers respondents others.

CHART 3:19

TYPE OF STRATEGIES TO REDUCE STRESS

73

TABLE: 3.20

COPPING STRATERGY BY ORGANIZATION TO

MANAGE STRESS

Classification of the Respondents based on their

74

Town service NO of
Percentage
drivers
respondents
116

82.86%

Rarely

5.71%

Sometimes

0%

16

11.43%

0%

140

100%

Not at all

Often
Very often
TOTAL

Mofussil
service
drivers

NO of
Percentage
respondents

Not at all

37

37%

Rarely

43

43%

Sometimes

16

16%

Often

4%

Very often

0%

100

100%

TOTAL

Source: primary data

Inference: The above table shows regarding copping strategy by organization to manage stress
that, 82.86% of Town service drivers and 37% of mofussil service drivers respondents not at all,
5.71% Town service drivers and 43% of mofussil service drivers respondents rarely, 16%
mofussil service drivers respondents sometimes, 11.43% Town service drivers and 4% of
mofussil service drivers respondents often.

CHART 3:20

COPPING STRATERGY BY ORGANIZATION TO MANAGE STRESS

75

TABLE: 3.21

Classification of the Respondents based on their

SHARE STRESSFUL PROBLEMS

76

Town service NO of
Percentage
drivers
respondents

Mofussil
service
drivers

NO of
Percentage
respondents

Spouse

32

22.86%

Spouse

50

50%

friends

84

60%

friends

30

30%

family

0%

family

0%

others

0%

others

3%

none

24

17.14%

none

17

17%

140

100%

100

100%

TOTAL

TOTAL

Source: primary data

Inference: The above table shows regarding share your stressful problem that, 22.86% of Town
service drivers and 50% of mofussil service drivers share with their spouse, 60% Town service
drivers and 30% of mofussil service drivers share with their friends, 3% mofussil service drivers
share with others, 17.14% Town service drivers and 17% of mofussil service drivers do not share
with anybody.

CHART 3:21

SHARE STRESSFUL PROBLEMS

77

TABLE: 3.22
LEVEL OF STRESS IN DIFFERENT AGE GROUP
AGE
GROU
78

VERY HIGH
No of

20

%
62.5%

Respondents
12

%
37.5

Respondents

0%

32

12

25%

48

68

53.12

128

%
20

41.67%

16

33.33

years

35 to 45

28

21.88%

32

25%

years

25 to 35

12.5%

12

37.5

years
Total

TOTAL

No of

55 years
45 to 55

MODERATE

No of

Respondents
Above

HIGH

16

50%

32

%
72

72

96

240

Source: primary data

Inference: The above table shows regarding level of stress in different age group that 63
% of respondents belong to above 55years feel very high level of stress in their job, 42% of
respondents belong to age group between 45 to 55 years feel very high level of stress in their job,
53% of respondents belong to age group between 35 to 45 years feel moderate level of stress in
their job, 50% of respondents belong to age group between 25 to 35 years feel moderate level of
stress in their job.

ANALYSIS USING CHI-SQUARE TEST- 2

LEVEL OF STRESS (Vs) AGE GROUP
Null Hypothesis (Ho)
There is no significance relationship between the age group and level of stress.
Alternative Hypothesis (H1)
79

There is significance relationship between the age group and level of stress.
TABLE 3:23
OBSERVED COUNT

Level of
stress

S.no

Very high

High

Moderat

Total

Age group
1

Above 55 years

20

12

32

45 to 55 years

20

16

12

48

35 to 45 years

28

32

68

128

25 to 35 years

12

16

32

72

72

96

240

Moderat

Total

Total

Source: Primary
TABLE 3.24
EXPECTED COUNT

Level of
S.no

stress

Very high

Age group

80

High

Above 55 years

9.6

9.6

12.8

32

45 to 55 years

14.4

14.4

19.2

48

35 to 45 years

38.4

38.4

51.2

128

25 to 35 years

9.6

9.6

12.8

32

72

72

96

240

Total

Source: Primary Data

FORMULA

(O-E) 2
2 = ________________
E

Observed frequency

Expected frequency

COMPUTATION OF CHI-SQUARE ( 2 )
TABLE: 3:25
S.No

(O-E)

(O-E)2

(O-E)2 /E

20

9.6

10.4

108.16

11.27

12

9.6

2.4

5.76

0.6

12.8

-12.8

163.84

12.8

81

20

14.4

5.6

31.36

2.18

16

14.4

1.6

2.56

0.18

12

19.2

-7.2

51.84

2.7

28

38.4

-10.4

108.16

2.82

32

38.4

-6.4

40.96

1.07

68

51.2

16.8

282.24

5.51

10

9.6

-5.6

31.36

3.27

11

12

9.6

2.4

5.76

0.6

12

16

12.8

3.2

10.24

0.8

TOTAL

43.8

Source: Primary Data

The calculated value = 43.8

Degree of freedom = (R-1) (C-1) = (4-1) (3-1) = (3) (2) = 6
Level of significance = 5%
Table value 6 of DGF and 5% level of significance = 12.592
43.8 > 12.592 - Calculated Value is greater than Tabulated Value
Hence, Null hypothesis is rejected.
Accept the alternative hypothesis.
(There is significance relationship between the age group and level of stress.)

82

INFERENCE

Thus Chi-Square test infers that there is significance relationship between the age group
and level of stress.
In this study the researcher found that when the age is increase, level of stress also
increase in the driving occupation.

ANALYSIS USING SPEARMANS RANK CORRELATION

BASED ON FACTOR CAUSES MORE STRESS
TABLE: 3:26
RANKING COUNT
Factors

Over time

Town

Mofussil

Rank ( R Rank ( R

service

service

1)

2)

di

di 2

42

16

83

Double duty

1.5

0.5

0.25

Traffic

70

70

Others

28

10

Over load

24

Old bus

80

34

High traffic

34

44

Others

14

1.5

2.5

6.25

TOTAL

18.5

Source: Primary Data

6 di
Formula r = 1-

=
n (n-1)

6 x 18.5
8[(8)2 - 1]
111
504
1-0.22024 =0.780
The Spearman coefficient is 0.780
INFERENCE

84

Thus spearmans rank correlation infers that sufficiently high degree of correlation.
In this study the researcher found that there is high degree of relationship between factor causing
stress among town service and mofussil service.

WEIGHTED AVERAGE METHOD

BASED ON FACTOR CAUSES STRESS
TABLE: 3:27
Safety equipment facility in the bus
TS

respon

weight

score

MS

responde

weight

score

Highly

dents
24

120

Highly

nts
28

140

0
0
0
116

satisfied
Satisfied
Neutral
Dissatisfied
Highly

0
10
0
62

4
3
2
1

0
30
0
62

satisfied
Satisfied
Neutral
Dissatisfied
Highly

0
0
0
116

4
3
2
1

dissatisfied

dissatisfied

TOTAL
140
236
Mean score 236/140=1.69

TOTAL

100

232
Mean score

232/100=2.32

TABLE: 3:28
Hours of work exceed 9 hours per day
85

TS

respon

weight

score

MS

responde

weight

score

Not at all

dents
24

120

Not at all

nts
8

40

Rarely

Rarely

18

72

Sometimes

24

Sometimes

26

78

Often

12

Often

14

28

Very often

102

102

Very often

34

34

TOTAL

100

TOTAL
140
258
Mean score 258/140=1.84

252
Mean score

252/100=2.52

TABLE: 3:29
Enough time to drive safely, according to the schedule provided
TS

respon

weight

score

MS

responde

weight

score

Not at all

dents
102

102

Not at all

nts
40

40

Rarely

10

20

Rarely

17

34

Sometimes

Sometimes

21

Often

Often

13

52

Very often

28

140

Very often

23

115

TOTAL

100

TOTAL
140
262
Mean score 262/140=1.87

262
Mean score

262/100=2.62

TABLE: 3:30
Special facilities for old drivers and drivers with health problem
TS

respon

weight

score

Not at all

dents
126

126

MS

respond

weight

score

Not at all

ents
60

60

86

Rarely

10

20

Rarely

20

40

Sometimes

12

Sometimes

10

30

Often

Often

10

40

Very often

Very often

TOTAL

100

TOTAL
140
158
Mean score 158/140=1.13

170
Mean score

170/100=1.70

TABLE: 3:31
Suffer from head light of opposite vehicle
TS

respon

weight

score

MS

responde

weight

score

Not at all

dents
0

Not at all

nts
10

50

Rarely

Rarely

28

Sometimes

14

42

Sometimes

Often

10

20

Often

27

54

Very often

116

116

Very often

56

56

TOTAL

100

TOTAL
140
178
Mean score 178/140=1.27

188
Mean score

188/100=1.88

TABLE: 3:32
Suffer to drive old buses without proper maintenance
87

TS

respon

weight

score

MS

respond

weight

score

Not at all

dents
20

100

Not at all

ents
36

180

Rarely

Rarely

24

96

Sometimes

Sometimes

20

60

Often

14

28

Often

14

Very often

106

106

Very often

13

13

TOTAL

100

TOTAL
140
234
Mean score 234/140=1.67

363
Mean score

363/100=3.63

ANALYSIS USING MAN WHITNEY U TEST

BASED ON FACTOR CAUSES STRESS
Null Hypothesis (Ho)
The stress facing by town service drivers and mofussil service drivers are equal.
Alternative Hypothesis (H1)
The stress facing by town service drivers is higher than mofussil service drivers.
TABLE: 3:33
RANKING COUNT
Factors

Town service
weighted
average mean

Rank ( R 1)

88

Mofussil service
weighted
average mean

Rank ( R 2)

safety equipment
facility in the bus

1.69

2.32

work exceed 9 hours

per day

1.84

2.52

10

enough time to drive

safely, according to
the schedule provide

1.87

2.62

11

special facilities for

older drivers and for
drivers with health
problems

1.13

1.70

suffer from head

light of opposite
vehicle

1.27

1.88

suffer to drive old

buses without proper
maintenances

1.67

3.63

12

TOTAL

R1= 23

Source: Primary Data

FORMULA
U - mU
Z=

---------------------U

U = n1n2+ n1 (n1+1) -R1

N1n2
mU = -----------------2
n1n2 (n1+n2+1)
89

R2= 55

U =

-----------------------12

Rank 1 = 26
Rank 2 = 52
N1 = 6
N2 = 6
6*6 + 6 (6+1)
U=

-------

- 23

2
U= 36+21-23 = 34
6*6

36

mU = --------------------

=== -------------------- ==

18

6*6 (6+6+1)

36(13)

U2 = --------------------- = ----------------- = 39
12

12

U = 6.25

34 -18
Z = ------------- =2.56
6.25

90

The calculated value = 2.56

Level of significance = 5%
Degree of freedom @right tail test
Table value of Z @ 5% level of significance = 1.645
2.56 > 1.645 Calculated Value is greater than Tabulated Value
Hence, Null hypothesis is rejected.
Accept the alternative hypothesis.
The stress facing by town service drivers is higher than mofussil service drivers.

INFERENCE
Thus Man Whitney U test infers that the stress facing by town service drivers is higher
than mofussil service drivers.
In this study the researcher found that town service drivers are facing more stress than
mofussil service.

CHAPTER IV
FINDINGS AND SUGGESTIONS
4:1 FINDINGS

The researcher found out 47% of Town service drivers and 63% of mofussil service

drivers are belong to the age group of 35to 45 years,

The researcher found out 43% of Town service drivers and 44% of mofussil service

drivers has work experience between 0 to 5 years,

The researcher found that 83% of Town service drivers and 63% of mofussil service

drivers are highly dissatisfied with safety equipment facility in the bus.
The researcher found that 50% of Town service drivers and 72% of mofussil service

drivers are suffer due to traffic.,

The researcher found that 59% of Town service drivers are suffer to drive old buses in
town areas and 46% of mofussil service drivers are suffer due to high traffic in town

areas.,
The researcher found that 73% of Town service drivers and 36% of mofussil service
drivers duty hours are more than 18 hours per day. It is higher than their duty hours,
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The researcher found that 73% of Town service drivers and 40% of mofussil service

drivers are suffer to drive safely according to the schedule provided.

The researcher found that 90% of Town service drivers and 60% of mofussil service
drivers highly dissatisfied with special facilities for older drivers and for drivers with

health problems.
The researcher found that 82% of Town service drivers and 56% of mofussil service

drivers highly suffer from head light of opposite vehicle.

The researcher found that 76% of Town service drivers are suffer to drive old buses
without proper maintained but 36% of mofussil service drivers are not at all suffer to drive

old bus without proper maintenance.

The researcher found that 63% of Town service drivers and 46% of mofussil service

drivers feel both Physical & Psychological stress in their jobs.

The researcher found that 56% of Town service drivers feel negative stress, and 66% of

mofussil service drivers feel positive stress in their jobs.

The researcher found that 30% of Town service drivers suffer from digestive problem and

40% of mofussil service drivers suffer from other health problem,

The researcher found that 40% of Town service drivers respondents high level of stress

and 50% of mofussil service drivers respondents moderate level of stress in their jobs,
The researcher found that 40% Town service drivers and 36% of mofussil service drivers

are satisfied with their jobs.

The researcher found that 40% of Town service drivers and 49% of mofussil service
drivers respondents very often, that they have time for hobbies and spend with children

and family,
The researcher found that 92% of Town service drivers and 60% of mofussil service
drivers respondents that they do not have any habit of copping strategy personally to

manage stress,
The researcher found that 12% Town service driver respondents Meditation& yoga, and

20% of mofussil service drivers respondents exercise,

The researcher found that 83% of Town service drivers respondents that organization not
at all take any copping strategy to manage stress and 43% of mofussil service drivers

respondents that organization rarely take copping strategy to manage stress ,

The researcher found that 60% Town service drivers share with their friends and 50% of
mofussil service drivers share with their spouse,

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The researcher found that most of the respondents belong to age group above 45 feel very
high level of stress in their job.

In this study the researcher found that when the age is increase, level of stress also
increase in the driving occupation.

In this study the researcher found that there is high degree of relationship between factor
causing stress among town service and mofussil service.

In this study the researcher found that town service drivers are facing more stress than
mofussil service.

4:2 SUGGESTIONS
Although stress is an inbuilt character of the job of transport drivers, the organization
could prove to be some help in reducing the amount of stress if they implement the following
recommended strategies.

The schedule provided to drivers are old and this will not applicable for the present high
traffic, so the management should apply new schedule , this will reduce the stress level

among the drivers. And also this will reduce the bad incidents.
Happy workers are productive workers, so the management should provide recreation
facilities like gym facility, yoga facility, and relaxation facility and other facilities which
reduce the stress of driver. Now a day the yoga is not properly followed is one of the

complaints of most drivers.

Proper maintenance of buses should reduce the stress and improve productivity; most of
the town services drivers are suffer to drive old bus without proper maintenance. And
drivers are highly suffer from head light of opposite vehicle, and highly dissatisfied with
safety equipment facility in the bus so the management should take action to maintain

buses properly.
The drivers should encourage participating in several training programs related to their

stress reduction strategies.

Feedback should be obtained on those sessions which would further be helpful in
demonstrating the need for additional training programs and activities.
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Most of Town service drivers feel negative stress, so the management should take care of
it to be a positive stress.

CHAPTER- V
CONCLUSION

Stress can be both positive and negative, which has an impact on the employee's
performance at work. If taken positively, the results are positive, and if taken in a negative way,
may yield disastrous results. For most of the people, low to moderate amount of stress enable
them to perform their jobs better. However, a high level of stress or for that matter even a low
level stress spread over a long period, eventually takes its toll, and the performance declines.

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APPENDIX
An analytical study of occupational stress level among the drivers of town and mofussil service;
a comparative insight; in Tamil Nadu State Transport Corporation (Tirunelveli) Ltd,
Nagercoil region, (TNSTC)

Kindly provide your valuable information

Name: ______________________________________________________________________

Age group:

a) 25to 35

b) 35to 45

Designation: a) Town service driver

c) 45to 55

d) above 55

b) Mofussil service driver

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Experience:

a) 0 to 5 years

b) 5 to 10 years

d) 15 to 20 years

Branch:

c) 10 to 15 years

e) 20 to 25 years

a) Ranithottam I

f) above 25 years

b) Ranithottam

1) Do you satisfied with the safety equipment facility in the bus?

a) Highly satisfied

b) satisfied

c) neutral

d) dissatisfied

e) highly dissatisfied

2) In your accordance which of the following factor causes more stress?

a)Over time

b) double duty

d) break down of bus

c) traffic
e)other (mention

it)______________________________

3) Which of the following factors make you feel irritation?

a) Over load

b) old bus

d) bad co-workers

c) high traffic

e) others (mention it) ________________________

4) Do the normal hours of work exceed 9 hours per day?

a) Not at all

b) rarely

c) sometimes

d) often

e) very often

5) Is there enough time to drive safely, according to the schedule provide?

a) Not at all

b) rarely

c) sometimes
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d) often

e) very often

6) Are there special facilities for older drivers and for drivers with health problems?
a) Not at all
b) rarely
c) sometimes
d) often
e) very often

7) Do you suffer from head light of opposite vehicle?

a) Not at all

b) rarely

c) sometimes

d) often

e) very often

8) Do you suffer to drive old buses without proper maintenances?

a) Not at all

b) rarely

c) sometimes

d) often

e) very often

9) What kind of stress do you suffer in your job?

a) Physical stress

b) psychological stress

c) both A&B

d)none

10) In your accordance which of the following faces of stress in your job?
a) Positive (eustress)

b)negative (distress)

c ) both A&B

d) none

11) Are you suffer from following in convenience due to job stress?
a) High blood pressure

b) headache c)digestive problem

d) tension

e) others ___

12) How is job stress affecting you?

a) Low performance

b) low concentration

d) fight at home

c) Disappointment and angry

e)

other________________________________________

13) What is the level of stress that you feel in your job?
a) Very high

b) high

c) moderate

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d) low

e) very low

14) How do you feel about your job?

a) Highly satisfied

b) satisfied

d) dissatisfied

e) highly dissatisfied

c) neutral

15) Do you have time for hobbies and spend with children and family?
b) Not at all
b) rarely
c) sometimes
d) often

e) very often

16) Have you take any copping strategy personally to manage stress?
a) Not at all

b) rarely

c) sometimes

d) often

e) very often

17) What are the types of strategies you follow to reduce stress?
a) Exercise

b) meditation& yoga

c) relaxation

d) none

e) other________________________________________

18) Does the organization take any suitable steps to manage stress?
a) Not at all

b) rarely

c) sometimes

d) often

e) very often

19) With whom you share your stressful problem?

a) Spouse

b) friends

c) family

d) others

e) none

20) Kindly give your suggestion to reduce stress__________________________________

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BIBLOGRAPHY

BOOK REFERRED
V S P RAO, Human Resource Management, second edition, excel books, New Delhi
S.S.KANKA, Human Resource Management, S.Chand & company ltd, New Delhi.
MAMORIA.C.B, Personal Management, Himalaya publishing house, Mumbai.
C.R .KOTHARI, Research Methodology Methods and Techniques, second revised edition, New
age international publishers, New Delhi.
P S N PILLAI, V BAGAVATHI, Statistics, S.Chand & company ltd, New Delhi.
S C GUPTA, Fundamental of Statists, second revised & enlarged edition, Himalaya publishing
house, Mumbai.

JOURNAL
O.P.GOYAL & ANU SINGH LATHER, stress level among the medical practitioners of public
and private sector; a comparative insight: int. j. Indian culture and business management,
vol 4, no 1, pp 1-12

WEBSITES
WWW.tnstc.com
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WWW.tnstc.in

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