There been strong beliefs by numerous scholars that stress is a major indication of human peace of mind disturbance in place of work.

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Running Head: Social Statistics

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Social Statistics

Final Portfolio

Introduction

There been strong beliefs by numerous scholars that stress is a major indication of human peace of mind disturbance in place of work. Stress may result from mistreatment of the employee at their work stations by their boss, sometimes it may also result from poor work conditions of the job itself. This applies to both skilled and unskilled employees. On the other hand, job satisfaction can measure the emotion of individuals in the workplace, mindset of the employees may lead to the notion that certain jobs may not be of their choice and this could also result in stress. Again, tedious jobs and stipend given to employees may succumb them to being uncomfortable on the job subsequently getting stressed out. This makes the two variables to be taken as having association thus this study investigates correlation between the two variables; stress and job satisfaction (Khamisa et al, 2015).

Research question:

Is there correlation between stress and job satisfaction? There are two variables for this study; job satisfaction and stress: job satisfaction is the dependent variable while stress is the independence variable. Questions to be addressed by these variables are, how satisfied are you with your job and how often do you find work stressful. Variable stress is vital for this study as it reveals employees emotional at the working place also stress is a factor that negatively affect the life and performance of the employees this may make the organization a lame dark if the employees are wallowing in a pool of stress (Bemana, et al, 2013). On the other hand, job satisfaction is connected to behavioral effect which may results in the emotion of the individuals this will also result into ill health. The aspects of stress and job satisfaction therefore forms indicator of correlated variable.

Ho: There is no significant relationship between stress and job satisfaction

Ha: There is significant relationship between stress and job satisfaction

Alpha = 0.05 this the constant for determination of true hypothetical statement

Analysis is do using Chi-Square statistics because it measures the association between the variable which here is the core question and objective of the study. This particular test will not only test for association but also measure the strength of association.

Chi-Square Test

Chi-Square test is a measure of strong association between variable, this study measures the hypothesis of the study was tested using Chi-Square statistics was conducted to ascertain if there was association between dependent and independent variable due to random chance or sampling error by comparing expected and observed random distribution. From table 4.0 Chi-Square test under the Asymp. Sig column p-value= 0.000 for Pearson Chi-Square value of 72.428 is < 0.05 the constant for determination of validity of the hypothesis assumption. There is sufficient evidence to reject the null hypothesis and concludes that there exist strong relationships between job satisfaction and stress. In work place when an employee is sort of satisfaction subsequently they feel stressed.

Table 4.0: Chi-Square Tests
	Value	df	Asymp. Sig. (2-sided)
Pearson Chi-Square	72.428a	24	.000
Likelihood Ratio	60.374	24	.000
Linear-by-Linear Association	32.736	1	.000
N of Valid Cases	755
a. 13 cells (37.1%) have expected count less than 5. The minimum expected count is .55.

Table 4.1: Symmetric Measures
	Value	Asymp. Std. Errora	Approx. Tb	Approx. Sig.
Ordinal by Ordinal	Gamma	-.223	.043	-5.152	.000
	Spearman Correlation	-.191	.037	-5.350	.000c
Interval by Interval	Pearson’s R	-.208	.038	-5.846	.000c
N of Valid Cases	755
a. Not assuming the null hypothesis.
b. Using the asymptotic standard error assuming the null hypothesis.
c. Based on normal approximation.

Correlation

Correlation is a measure of relationship and it shows how variables relates to each other correlation can be tested using spearman correlations. Table 4.1 is a symmetric measure on this table we look at the Gamma that compare strength of association between variable and the value of Gamma is -0.223 or 22.3% and P-value<0.005 this is an indication of strong relationship between the variables. The percentage explaining association between Stress and job satisfaction is 22.3%. We can go ahead to check on interval by interval Reason R = 0.208 or 20.8%, P-value= 0.000 <0.05 association deemed significant at 21% and Spearman correlation is also 20% explaining the strength of relationship between stress and job satisfaction. The negative value on the Gamma and correlation coefficient when job satisfaction increases then the employee will be less stressed and vice versa. (Cohen, 2014)Correlation does not mean all the factors to be positively correlated. Looking at the graph to see the graphical outcome to certain the relationship between stress and the job satisfaction. 28% of the respondents often get stressed, 10.2% always get satisfied, 41.8% sometimes get stress the three indicators constitutes individual who get stress out of the work they do. See figure 4.0 and table 4.2.

The bar graph on the figure 4.0 show the results from the independent variable which asked the question about how often one can get stress from the working station. The results are as follows. The first bar represents a value on Likert scale representing that people often get stress is 10.3%, the following is often which is 28% and those who sometimes get stress was 41.8% the total of the three first variable on the graph is 80.1%. The indicators loudly supping no stress at the job place are two; these are hardly never which has a percentage of 14.2% and never has 5.8% the two indicators when combine only constitute 20%. Sufficient to conclude that stress at job place acquired by the workers is as a result of job dissatisfaction. The graph and the frequency table convey the same information and concurred with Chi-square test.

Figure 4.0: How often you find work stress

Table 4.2: How often do you find your work stressful?
	Frequency	Percent	Valid Percent	Cumulative Percent
Valid	Always	118	2.4	10.3	10.3
	Often	320	6.6	28.0	38.3
	Sometimes	478	9.9	41.8	80.1
	Hardly ever	162	3.4	14.2	94.2
	Never	66	1.4	5.8	100.0
	Total	1144	23.7	100.0
Missing	System	3676	76.3
Total	4820	100.0

Those who said hardly and never are 14.2 and 5.8% respectively in overall forms 20%

Figure 4.1: Job satisfaction

The bar graph depicts that through the indicators on the graph, fairly satisfied to completely dissatisfy has a higher percentage. The graph is skewed to the right on both figure 4.0 and 4.1 respectively that is an indication of association of the direction of the response on both the variables

Table 4.3: How satisfied are you with your (main) job?
	Frequency	Percent	Valid Percent	Cumulative Percent
Valid	Completely satisfied	122	2.5	16.0	16.0
	Very satisfied	264	5.5	34.6	50.7
	Fairly satisfied	260	5.4	34.1	84.8
	Neither satisfied nor dissatisfied	54	1.1	7.1	91.9
	Fairly dissatisfied	40	.8	5.2	97.1
	Very dissatisfied	13	.3	1.7	98.8
	Completely dissatisfied	9	.2	1.2	100.0
	Total	762	15.8	100.0
Missing	System	4058	84.2
Total	4820	100.0

Frequency table 4.3 showed the despondence completely dissatisfied were 1.2%, very satisfied were 1.7%, fairly dissatisfied were 5.2% and dissatisfied 7.1%firly satisfied = 34.1% the total of those who are not happy with job situation were 51.3% while those who were satisfied were 48.7%.

Conclusion

There were more people who were not satisfied with the work they do the total percentage counted to these group of respondents who were dissatisfied with the job they do and those who were stressed out with their job constitute a larger percentage of the respondents. This showed that job dissatisfaction and the stress at the work place are significantly related which showed to be true when the grouping was done. However, when the study takes the individual scale it indicates that there was a weak relationship. Most of the employees seem to get stress from their work station when they don’t get satisfied with the job they are located to. It can be assumed there are other factors which may cause stress beside the job dissatisfaction (Klassen &Chiu, 2010).

Reference

Klassen, R. M., & Chiu, M. M. (2010). Effects on teachers’ self-efficacy and job satisfaction: Teacher gender, years of experience, and job stress. Journal of educational Psychology, 102(3), 741.

Bemana, S., Moradi, H., Ghasemi, M., Taghavi, S. M., & Ghayoor, A. H. (2013). The relationship among job stress and job satisfaction in municipality personnel in Iran. World Applied Sciences Journal, 22(2), 233-238.

Cohen, P., West, S. G., & Aiken, L. S. (2014). Applied multiple regression/correlation analysis for the behavioral sciences. Psychology Press.

Khamisa, N., Oldenburg, B., Peltzer, K., & Ilic, D. (2015). Work related stress, burnout, job satisfaction and general health of nurses. International journal of environmental research and public health, 12(1), 652-666.