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Summary & Conclusion: Chapter-Vi
Summary & Conclusion: Chapter-Vi
Summary & Conclusion: Chapter-Vi
The first chapter of the thesis introduces the concepts and variables of the present study
and the need to explore their relativity in the Indian context. Occupational Stress is the
destructive physical, mental and emotional reaction that transpires when there is a poor
match between job demands and capability or employees’ resources to manage with job
pressure. The basic root cause of stress in the organization is caused when employees face
difficulties and changes in their daily working routine but always avoid and this condition
creates stress, anxiety, fears, worries, tension, etc. Some people thrive on stressful
situations while others are overwhelmed by them. The varying ability of people to handle
makes all the difference and guides to respond appropriately to different stressors.
Through emotional intelligence, the stable and balancing emotion can be built in facing
with various type of situation especially when stressed. Emotional intelligence plays an
important role in shaping the interaction between individuals and their work environment
which is important for better job performance. Therefore, this study is carried out to
assess the effect of emotional intelligence on occupational stress among the different level
of insurance managers
This chapter is taken up with the ‘Conceptual Framework’ of the problem. This chapter
has looked at historical perspectives as well as theories that have formed the foundation
parameters of individual cognitive styles to cope with situations and problems. It is a way
of recognizing, understanding and choosing how we think feel and act. It shapes our
interaction with others and our understanding of ourselves. It defines how and what we
learn, it allows us to set priorities, it determines the majority of our daily actions. The
Stress depends upon the balance power as judged subjectively, between environmental
demands, constraints and resources and the ability of the person to manage them. Stress
develops when an individual feels he is not competent to undertake the role assigned to
him effectively. The individual feels that he lacks knowledge, skill and training on
Occupational stress is that which derives specifically from conditions in the work place.
These may either cause stress initially or aggravate the stress already present from other
a lack of compatibility between the stressed individual and their work context.
sector, stress is very common in managers due to multiple reasons. Emotional Intelligence
(EI) has gradually become the concern of academics and researchers for the impact on
of the insurance managers. It is well known that level of stress increases or decreases
according to the job grade of managers. This study is carried out to assess the effect of
The second chapter ‘Review of Literature’ presents an overview of the literature, both
research based and theoretical, as it relates to the constructs of emotional intelligence and
presenting the literature review of work done in this field which establishes the
significance of the problem in focus. The research questions have been clearly delineated
in order to address the problem at hand that is emotional intelligence and occupational
OBJECTIVES
To study the high and low EI groups in relation to occupational stress and its
To study the impact of different levels of managers on their occupational stress and
HYPOTHESES
On the basis of previous research findings in this area the following tentative null
Design and Methodology is the third chapter of the study. This chapter served to review
the methodology that was employed for this study. The research questions were restated
and the norms, reliability, and validity of the Emotional Intelligence Scale and
Occupational Stress Inventory Revised Version (OSI-R), were reviewed. Finally, the
procedures were stated. There were two independent variables i.e. level of emotional
intelligence and levels of managers and one dependent variable i.e. occupational stress is
studied in present research. The sample of the present investigation has been selected
from the managers of various private insurance companies of Western U.P., Uttarakhand
and Delhi. The number of target sample has been about 500 insurance managers from
various private insurance companies. The final sample as per the requirements of the
research paradigm was drawn numbering 240 (80 High Executive Managers, 80
Executive Managers and 80 Team Managers).Data were collected with the help of
standardized tools, scoring was done with the help of manual and analysis of data was
done by using Mean and 2X3 ANOVA. The test was run for the testing of null
hypothesis.
The title of the forth chapter is ‘Results’. This chapter incorporates the findings of the
study in a consolidated form. The ANOVA summary and details of null hypothesis are
given. Mean scores are compared through graphical demonstration. Results reveals that
there exist significant difference between high EI group and low EI group on the
found that Insurance manager of low EI group are found exhibiting more on all the
dimensions of occupational stress and overall occupational stress than high EI group.
Another finding is that there is highly significant main effect of levels of manager on
occupational stress on all its six dimensions. It is also found that Team manager of
Insurance field exhibit highest occupational stress on all the dimensions of occupational
stress excluding Role Insufficiency. Overall occupational stress is also found greater in
Team managers than the other two groups. High Executive Manager of Insurance field
exhibit lowest occupational stress on all the dimensions of occupational stress including
MAJOR FINDINGS
Insurance manager of low EI group are found exhibiting more occupational stress on all
the dimensions of inventory and overall occupational stress than high EI group.
Team manager of insurance field exhibit highest occupational stress on all the dimensions
High executive manager of insurance field exhibit lowest occupational stress on all the
Insufficiency. For the other dimensions including overall occupational stress, Executive
manager exhibit higher occupational stress than high executive manager and lesser than
Executive manager of high EI and low EI group exhibit more Role Insufficiency than the
High EI team manager exhibit more Role Boundary than low EI team managers.
Executive manager of high EI group exhibit more Responsibility than executive manager
of low EI group
Discussion is taken up in the fifth chapter. In this chapter, the results of this study are
interpreted and discussed. The methodology and research results are briefly reviewed.
This chapter also attempts to evaluate all the ‘objectives’ set out in the chapter III with a
view to assess the worthiness of the study in scientific frame. Then follow the
presentation of the other findings and comparison to the present investigation. With
insurance managers of low EI group than high EI group. The findings establish that the
managers who are more innovative, intuitive, self aware, motivated, socially adept,
empathetic and manage emotions, exhibit less occupational stress. The findings are
supported by the research of Slaksi and Cartright (2002). They found a significant
correlation in the expected direction. According to them individuals who score higher in
EQ suffered less subjective stress. Ursin & Eriksen’s (2004) cognitive arousal theory of
stress also supports the results that if a person’s feelings of hopelessness, helplessness and
inability to cope in stressful situations can trigger lower emotional health it can
The result of the present study with reference to different levels of manager shows that
updating their resumes. Dealing with strict supervisors, chances of a demotion, whether
one can get his job done on time and ultimately, the fear of getting fired can really give
every worker something to be anxious about. The findings also establish that the
managers who are at higher level exhibit less occupational stress than the managers of
lower grade. The findings clearly establish that team managers have more occupational
stress as a whole. The lowest occupational stress is found in High Executive managers.
The findings are supported by various studies. V. Balakoteswari, and Zafrul Allam,
(2005) who examined the Job stress for different levels of managers working in different
organizations. Singh (1986) revealed in his study that relatively younger executives who
lacked preference for certainly and autonomy experience high stress. This chapter ends
The last chapter of the thesis is titled as of Summary, Conclusion and Suggestions. All
the chapters are presented in summary form along with conclusion and suggestions, so
that the total work may be presented as a unit and may be understood comprehensively.
CONCLUSION
In conclusion, it should be noted that stress can be considered as a fact of nature and the
force from the outside which disturbs the individual. When it is on the job it becomes
costly for employees and employers, reflected in lower productivity, reduced motivation
and job skills. It is also noted that emotional intelligence plays a role to create the abilities
sector experience stress on daily basis and demand from higher management to solve the
root causes of stress on the priority basis. The outcomes show that the emotional
intelligence has strong impact on occupational stress. The study ascertains that there are
significant differences between high EI group and low EI group on the dimensions of
values enable us to reject null hypotheses related with these dimensions and retain the
research hypotheses. It is asserted that a difference for these dimensions is not due to
chance. It is also determined that high emotionally intelligent managers have lower level
of occupational stress than the low emotionally intelligent group. Insurance manager of
low emotional intelligence group are found exhibiting more on all the dimensions of
The study reveals that the emotionally intelligent individuals have strong emotions and
attitude to deal with stressful events in a positive way. EI generates the skill in individual
solve a problem, and feel that one can control the situation. The emotionally intelligent
individuals are able to handle the negative feelings and to express it positively in a proper
way. This ability facilitates the individual to notice timely and redirect their
In the age of competition it is also noticed that employees at every level are experiencing
increased tension and uncertainty. Each designation entails certain power and advantages
along with responsibilities and work pressure. On the basis of this investigation it is found
that there is highly significant main effect of levels of managers on occupational stress
along with its all six dimensions. Therefore all the null hypotheses are rejected and all the
research hypotheses are retained for this variable. This research spells that team managers
of insurance field show signs of highest occupational stress while high executive manager
put on display lowest occupational stress. It gives a clear indication that relatively
younger executives who lacked preference for certainly and autonomy experience high
stress.
The finding of comparisons of low and high EI groups of different levels of insurance
levels of managers on the dimensions of occupational stress namely role overload, Role
Boundary and Responsibility and overall occupational stress. Remaining dimensions are
insurance managers relate to those who belong to low EI group and the team manager
dedicated employee; open to everything new, even in the most uncertain prospects and
sudden changes. Such people tend to perceive stress as a new opportunity rather than as a
threat to personal safety. Emotionally intelligent individual can keep the strike in the
worst circumstances, never surrender and fall into panic but react carefully. These
The study also bring to a close that an investment in the emotional intelligence training
various emotional competencies that help one become a good human being and star
performer.
SUGGESTIONS
MANAGERIAL IMPLICATIONS
This research chooses insurance industry as object. According to the conclusion of this
Insurance job has no base pay and the sales people are highly autonomous. The
leader should spend more time in assistance and communication so that the
subordinates understand real stress that comes from economic (income) pressure
The outcomes reveal that the majority of managers have to face numerous
problems in the beginning of their career. So it should not only start the training
and include the training program for young graduates in academic institutions.
that employers are concerned about them and their stress levels. It will help to
educate them so that employers are all speaking a common language about stress.
Finally, it can help to identify some of the most important personal and
organizational concerns.
In service sector employees will be encouraged to use cooperative and assertive
It suggests that there is a need to arrange the training program for managers and
peers so that they can increase their skills and actively participate in the
organization.
There are many training programs for workplace and educational institutions have
already been developed in European countries and outputs are very productive and
years of age. Given the Indian scenario of competitive market, over population and
scarcity of good jobs, runs on the theory of “Survival of the Fittest”, no profession is
stress free. The degree and depth may vary from one another. With the help of this study
managers may come to understand about the excess dimensions of occupational stress
with which they suffer. They can try to control their stress themselves. Another benefit is
that both employer and employee must understand that work should be valued and not
excessive. Work should not compromise on health and family life; rather offer happiness,
peace of mind, certainty, variety and flexibility. As a general rule, actions to reduce
occupational stress should be given top priority in the process of organizational change to
improve working conditions and to avert the situation of brain drain. Emotional
intelligence can be developed which in turn will help in reducing occupational stress.
researchers and managers can be recommended based on the results of this research
study.
The outcomes emphasize that we should not only be limited to stress factor but
also try to find out the new different relationship with emotional intelligence.
beyond the insurance sector and this research study can be a single drop of rain.