PROJECT

CHAPTER - I
1.1 INTRODUCTION
Nurse play the major role in health care industry and are the first ones who are
thought about when we talk about health care and thus it is necessary that their needs have to
be taken care and a congenial atmosphere is created for them to work with utmost job
satisfaction and content, the result of which would be a high quality nursing care.
Nursing is a challenging and rewarding career in the health care profession. The
nursing service in India has expanded considerably since independence. Along with
expansion, diversification of nursing services in medical care field has taken place. In the
advanced frame work of National Health services, new dimensions are getting added to the
already expanded role of nursing personnel. With changing health profiles of individuals and
that of the country, nurse have a greater role in taking care of high risk and vulnerable
groups. At all levels of health care delivery system, nurse play an important role in effective
management of health care services and provision of holistic health care. With the recent
emphasis and priority set by the Government of India for improving the quality of health
services provided, the nursing professionals have a major responsibility. It is mandatory for
them to have management skills for ensuring good working condition, smooth day to day
operations and overall improvement in the health care delivery.
Stress has become significant due to dynamic social factor and changing needs of life
styles. Stress is man’s adaptive reaction to an outward situation which would lead to
physical, mental and behavioral changes. Stress is both positive and negative stressors. It can
help to cope with life challenges. The study mainly focuses on staff nurse in Dindigul
Government Hospital. The nurse suffer from stress on some level. It mainly based on
empirical study. The samples include nurse from Dindigul Government Hospital. The
research instruments are questionnaire method. This research focuses on stress perception
stressful experiences and stress management in work life of nurse. The learning strategies
required to manage stressful situations in order to improve their performance.
STRESS FACED BY NURSE

Understaffing , Role conflict and ambiguity ,Thoughts about family and children at
home, Inadequate resources, Working in unfamiliar areas, Monitoring of Intensive care
patients, Excessive noise, Lack of control, Lack of administrative rewards, Multi-tasking,
Under-utilization of talents and abilities, Rotating shift work, Exposure to toxic substances,
Exposure to infectious patients, Lack of performance appraisal. Stress experienced by the
employees in their job has negative impact on their health, performance and their behavior in
the organization. Thus, stress needs to be managed effectively so as to set off these harmful
consequences.
1.1.1 Medical environment
A study was done on the stress levels in general practitioners and hospital consultants
in 1999. Over 500 medical employees participated in this study done by R.P Caplan. These
results showed that 47% of the workers scored high on their questionnaire for high levels of
stress. 27% of the general practitioners even scored to be very depressed. These numbers
came to a surprise to Dr. Caplan and it showed how alarming the large number of medical
workers becomes stressed out because of their jobs. Managers stress levels were not as high
as the actual practitioners themselves. An eye opening statistic showed that nearly 54% of
nurse suffered from anxiety while being in the hospital. Although this was a small sample
size for hospitals around the world, Caplan feels this trend is probably fairly accurate across
the majority of hospitals.
1.1.2 RESEARCH PROBLEM
Now a day’s government gives importance to the quality services to their people. In
Tamil Nadu, especially primary health department take initiatives to provide quality services
and they instructed staff take care for their patient with concentration and commitment
during their duty time. Staff nurse is playing important role for the patient health
improvement. They work with concentration and commitment, but they affect many
problems like duty shift, lack of leave, no time to take rest, no prober lunch time etc. So they
face stress in most of the time. It affects their mental health and work importance. Stress
affects their whole life drastically. Some time it may leads to suicides, it must be resolved
with proper guidance and stress management techniques. The present study is an attempt to
know the level of stress and it gives suitable measures to balance work stress.
1.2 STATEMENT OF THE PROBLEM:
There are many fields in which employees work for 8 hours but round the clock in
shifts. While checking the major and important fields, medical facility is one of the
significant needs for the people. To avail 24 hour services, hospitals will have shifts based
Doctors and nurse. The treatments and drugs for the patients will be prescribed by doctors
while the care of the patients over night shall be accomplished by nurse. To have a satisfied
medical service, the hospitals must have all the facilities prepared. Lack of facilities, result in
bad service to patients and in turn creates stress to the nurse. This made the researcher to
study the level of stress experienced by the nurse working in the Government Head Quarters
Hospital.
1.3 METHODOLOGY AND CONCEPTS:
An exploratory study was conducted in Stress Management of Government

Nurse in Dindigul. Field survey was carried out to make an in-depth investigation of the
nurse stress management practices followed at the government hospital. A sample of 130
respondents i.e. nurse selected through simple random sampling technique. Interview
schedule was used for collection of primary data. Personal interview with the nurse,
superiors, and head nurse had also been made. Besides these, secondary data had been
incorporated from books, research papers, unpublished Ph..D thesis, and websites of
Government nurse.
1.3.1 RESEARCH METHODOLOGY:
The present study is based on survey method, primary data are used. All the
objectives of the study are achieved by the collection, analysis and interpretation of
primary data. Nurse welfare facilities data are collected through the well designed
questionnaire with 5 point likert scale type by distributing among nurse working at
Government Hospital their middle of the year 2017-2018. The average satisfaction point
was used to measure the total satisfaction of the nurse.
1.3.2 SOURCES OF DATA:
The source for this research is absolutely primary, collected directly from the respondent
nurse by serving the questionnaire to them personally. However the use of secondary data
has also been made in a limited was in the research. Where necessary, information is
pertaining to the demographic variable of nurse such as age, education qualification, marital
status, experience and income of the nurse working in Government Hospital head quarters in
Dindigul. In addition oral survey has also been conducted to get clarification from the
appropriate authorities. On trivial issue relating to nurse welfare.
1. Primary Data:
As an essential part of the study the primary data were collected from 130
Nurse, Superiors and Head nurse with the help of questionnaire.
2. Sampling Size:
The sampling size has to be fixed here in our project is 130 respondent who
are the using service from Primary data.
3. Field Work
The field work is the actual data collection process and the respondent
Government Hospital Nurse at Dindigul. The respondent were met and told about
the objectives of the study and data were collected through questionnaire from.
Questionnaire was prepared which consisted of open ended and closed ended
question.
1. Sampling Techniques:
Research adopted convenience Sampling Techniques in survey because the
population being large and the project time being limit. It was decided to choose
these particular techniques. In this method the sample units are chosen primarily
on the convenience to the investigator.
1.3.3 AREA OF THE STUDY
The present study attempts to cover the field of Government Nurse in Dindigul
District.
1.3.4 PERIOD OF STUDY:
The collected data from the selected respondent where collected only for current
year December 2017 to March 2018.
1.3.5 STATISTICAL TOOL USED:
Data collected are analyzed tabulated and percentages were calculated by using bar
chart for the purpose of easy understanding.
Sampling method: Convenient sampling method
Sampling units: Government Hospital nurse
Sampling size: Number of respondents is 130
1.3.6 TOOLS FOR ANALYSIS:
 As the data being primary and secondary, it was collected by supplying

questionnaires to the staff. Questionnaire was designed in such a way that it covers all
the aspect of the problem under the study and to know general information about the
respondents. The questions included were closed ended and hence keeps the
respondents on the subject and is relatively objective. Utmost care was taken to see
that the questions are simple and unambiguous.
 Different statistical tools used for analysis of collected data are:
Percentage method, weighted average method and Chi-square test, Garrets

ranking method.
1. Percentage method:
Percentage analysis is a simplest tool used by all. It is used to give the clear cut
information about the analysis.
Number of Respondents
Percentage analysis = ………………………………………… × 100
Total Number of Respondents
2. Weighted average method:
The statement given under the questionnaire was measured by a five point
scale. Each station consisted of five alternative responses from which the respondents had
to choose one. The alternative response were given age in the form of five points for
‘Strongly agree’ four for ‘Agree’ three for ‘No comments’ two for ‘Disagree’ one for
‘Strongly disagree’. The respondents ranged from the most (5) to at (1). In order to find
out the respondents effective sources, total score for each source, was obtained by
multiplying frequencies with the range of response and summering them up.
W1×1+W2× 2……. +WN

Weighted average = ………………………………………………
N
3. Chi-Square Test:
The formula used for chi-square test is

(O-E) 2
Chi Square =Ʃ ……………………………with
E
Row Total × Column Total

E =………………………………………………………………
Grand Total
Where,
O = Observed frequency
E = Expected frequency
R = Number of rows in a contingency table
C = Number of columns in a contingency table
4. Garret’s Ranking Technique:
The following formula was used to found out the Garrett’s ranking formulized.
Percent portion = 100 (Rij-0.5)/Nij
Rij = Rank given for the variable by the respondents
Nij = Number of variables ranked by the jth respondent
By referring to the Garret’s table, the percentage position estimated was convicted
into scores. Thus for each factor, respondent were added and the mean score was estimated.
The mean thus obtained for each of the attributes were arranged in a descending order. The
attributes with the height mean score was considered as the most important are and the
factors in order.
1.4 HYPOTHESIS
1. There is no significant difference between the marital status and to manage the
problem by respondent.
2. There is no significant difference between the age and to experience by the
respondents.
1.5 OBJECTIVES OF THE STUDY:
 To study the various factors creating stress for the nurse.

 To focus on the area where the nurse lack this control.
 To analyze the nurse fell about the amenities provided in the hospital.
 To offer suggestions based on the findings of the study.
1.6 LIMITATIONS:
This study was undertaken only among women nurse of dindigul government
hospital in Dindigul City and so conclusions arrived at based on this study need to be placed
in proper perspective before application elsewhere. Another limitation is that since the
sample size is only 130, comparative study to ascertain whether women in different dept.–
Medical, surgery, OP and ICU in government and private hospital, face different challenges
in balancing their work life.
 This Due to limitation of time the sample size was fixed at 130, which is less than the
One-Tenth of the total population. The sample therefore cannot represents the total
community in Dindigul.
 The response of the respondents may be biased and its effects were not considered in
the study methodology.
 This study is conducted only in Government Hospital in Dindigul.
1.7 SCOPE OF THE STUDY:
This type of study could be undertaken among both government and private hospital
of different certain common departments like Medical, surgery, OP and ICU, so as to get a
broader picture about work life balance among women in such departments of hospital.
Stress could be considered as one of the irritating administrative problems that

continue to pose threat to the goal attainment of administrative staff of tertiary institutions.
Stress phenomenon has become an important area of research in medicine and psychology,
and in management, development, seminars and workshops in Nigeria and elsewhere. It has
become a trendy topic for headlines cover stories. Internationally, United Kingdom, stress is
believed to trigger 70% of visits to doctors and 85% of serious illnesses. If there has been an
appreciable level of stress that exists among high technologically developed west, one would
imagine what would be the case for this country (Nigeria) where everything we embark on is
a stressor.
There are several hospitals in and around the Dindigul city. The nurse are working in
both government and private hospitals. The scope of the study is restricted to the nurse
working in the Government Headquarters Hospital, Dindigul. The employees of the
Government Headquarters Hospitals, other than the nurse and the nurse working in other
Government Hospital are considered to be beyond the scope the study.
1.8 SIGNIFICANCE OF THE STUDY
More and more nurse are experiencing stress at work. They may be coping with too
much pressure, long hours or rapid change. The nature of employment has now changed and
the idea of a job for life has been replaced by an emphasis on performance. Stress is now
recognized as a valid health and safety issue at work. Litigation is on the increase and there
have been successful claims for compensation for work-related stress. We live in a much fast
paced world than we used to and most people accept and expect stress in their lives as they
strive to balance the demands of their work and home lives. Deadlines to meet, changing
priorities, longer working hours, e-mails, commuting; most of us are put under pressure to
handle situations that are not life-threatening but nevertheless provoke stress signals. These
can lead to a range of unpleasant and debilitating feelings and symptoms, such as headache,
backache, stomach upsets, anxiety attacks and lethargy. This in turn leads to lack of
productivity, burn-out and long-term illness if not prevented.
The Nurse are the persons who assist the doctors for the diagnosis of disease or any
inconvenience caused to people and help recover from it as guided by the physician. When
we think over the satisfaction and convenience on job role of nurse, there will be many
questions raised about their stress, service timing, shifts, routines, personal life satisfaction
etc... Therefore this study is undertaken to measure the stress level encountered by the nurse
who work under night shift and to ensure the rectification of their stress in future. Managing
their stress is most necessary to have a fulfilled service from them.
1.9 LAYOUT OF THE STUDY:
This study has been organized into five chapters.
 The first chapter deals with the Introduction, Statement of the problem,
Methodology, Hypothesis, Objectives of the study.
 The second chapter deals with the Review of literature.
 The third chapter deals with Profile of the study.
 The fourth chapter deals with the Analysis and Interpretation of data.
 The fifth chapter brings out the Findings, Suggestions and Conclusion.
CHAPTER - II
REVIEW OF LITERATUR
2.1 INTRODUCTION:
People bring mental and physical abilities and time to their jobs. Many try to make a
difference in their lives and in the lives of others through working. The reason for wanting a
job is often considerably more than just a paycheck. Jobs can be looked at as the means used
to achieve personal goals. When a job meets or exceeds an individual’s expectation, the
individual often experiences positive emotions. These positive emotions represent job
satisfaction. Job satisfaction in turn is a major contributor to life satisfaction (Smith, 1992), a
personal goal that many find worth pursuing.
Lawrence Robinson, Melinda Smith, M.A & Robert Segal M.A.(2016)1 The first step in
managing stress is identifying the cause .The way and major life event that has recently
occurred, a recent job change, marriage , increased work load or new baby can lead to
increased personal stress sometimes the causes are not obvious such as poor time
management skills, excessive worrying and ineffective coring strategies stress is often
referred to as the silent killer and causes many harm, often over loaded effects which can
introduce pain and strain into your daily activities. It can affect your work, school, career,
friendships, and relationships even sleeping habits. It can result in physic-cal suffering as
well and can manifest as headache, upset stomach or back pain. Stress can reduce the ability
of your immune system to fight off colds and other illness the body would normally be able
to resist, not all stress can be avoided, and it is not healthy to avoid a situation that needs to
be addressed.
Robert Segal M.A (2016)2 How we think can have a profound effect on your emotional and
physical well-being. Each time you think a negative thought about yourself, your body reacts
as if it were in the thrones of a tension-filled situation. If you see good things about yourself,
you are more likely to feel good; the reverse is also true. Eliminate words such as “always,”
“never,” “should” and “must” these are tell tale the marks of self defeating thoughts. Some
sources of stress are unavoidable you can’t prevent or change stressors such as the death of
loved one, a serious illness, introduction of a new technology. In such cases, the west way to
cope with stress is to accept things as long run; it is easier than railing against a situation you
can’t change. Many things in life are beyond our control – par-ticularly the behavior of other
people. Rather than stressing out over them, focus on the things you can control such as the
way you choose to react to problems, when facing challenges try to look at them as
opportunities for personal growth, If your own poor choices contributed to a stressful
situation, reflect on them and learn from your mis-takes.
Afsaneh Nahavani et al (2015 )3 The af-termath of which results in increased dissatisfaction
with their work environment as well as to a lack of capacity to take care of themselves
especially their health A lot has occurred in the health care environment, with advancement
in technology, change in leadership with new roles and new expectations, limited training in
the new work task, increased consumption of health care good and services, shortage of
healthcare personal and insufficient competence at work task are shown to be sources of
strain and Stress for healthcare professional. Thus the theoretical framework that was used
for this study is work engagement and change.
Nahavandi (2015)4 The personal decision of our lifestyle, go a long way to determine our
physical health and well-being as well as our ability to cope with the demand, challenges and
stress of work, therefore to handle stress very well, we need to be healthy to be able to cope
with the demand and challenges we face and to deal with the physical manifestation of stress
when we experience them.
Helen(2014)5 Literature review focused on a research question that tries to identify, appraise,
select and synthesize all high quality research evidence relevant to the question. Systematic
reviews of high-quality randomized controlled trials are crucial to evidence based medicine.
An understanding of systematic reviews and how to implement them in practice is becoming
mandatory for all professionals involved in health care delivery.
Thirumaleswari T. and Ragothaman C.B. (2014)6 in their research article in the title
“Quality Work Life Pattern of Women Nurse and its Influence on Patient Care
Management – A Study with reference to selected Hospital in Chennai” identified that
the career background like experience, type of hospital and income, influence Quality Work
Life of nurse on patient care management with respect to working condition, work
time/schedule, working environment, work place support, financial benefits, non-financial
benefits, job security, work place attitude and work place safety.
French F (2013)7 conducted a research on what influences the job satisfaction of staff and
associate specialist hospital doctors? The objective of this study was to determine the
determinants of job satisfaction for staff grades and associate specialists. Data were collected
by using self-completion questionnaire by sending each doctor. The results of this study
showed that doctors in both grades were least satisfied with their pay. They were more
satisfied if they were treated as equal members of the clinical team, but less satisfied if their
workload adversely affected the quality of patient care. With the exception of female
associate specialists, respondents who wished to become a consultant were less satisfied with
all aspects of their jobs. Associate specialists who worked more sessions also had lower job
satisfaction.
Khan AH et al (2012)8 conducted a research on impact of job satisfaction on employee
performance: an empirical study of autonomous Medical Institutions of Pakistan. The study
was conducted to find out determinants of job satisfaction and impact of job satisfaction on
the employee performance in the autonomous medical institutions of health department of
Pakistan. It can be concluded from the study that facets of job satisfaction such as pay,
promotion, job safety and security, working conditions, job autonomy, relationship with co-
workers, relationship with supervisor, and nature of the work significantly affect the level of
job satisfaction among autonomous medical institutions of Pakistan.
Meerza AA et al (2012)9 conducted a research on comparison of sources and expressions of

stress among hospital and primary health care physicians. The objective of this study59 was
to compare sources and expressions of stress among hospital and primary health care
physicians. Data were collected using the Quick Stress Questionnaire (QSQ), in addition to
socio demographic and work characteristics of physicians. The result of the study showed
that hospital physicians were significantly more exposed to sources of stress than primary
health care physicians.
Jayasuriya R et al (2012)10 conducted a research on rural health workers and their work
environment: the role of inter-personal factors on job satisfaction of nurse in rural Papua
New Guinea. The objective of this study was to inter-personal, intra-personal and extra-
personal factors that influence job satisfaction among rural primary care nurse in a Low and
Middle Income country (LMIC), Papua New Guinea. Data were collected from 344 nurse by
using self administered questionnaires. The results of this study showed that there was
significant difference in the level of job satisfaction by age and years in the profession.
Higher levels of overall job satisfaction and intrinsic satisfaction were seen in nurse
employed by Church facilities compared to government facilities. Ownership of facility,
work climate, supervisory support and community support predicted 35percent of the
variation in job satisfaction. The factors contributing most were work climate (17percent)
and supervisory support (10percent).
Mohr DC et al (2011)11 conducted a research on job characteristics and job satisfaction

among physicians involved with research in the veteran’s health administration. The
objective of this study was to examine whether physicians who are involved with research
have greater job satisfaction and more positive job characteristics perceptions. Data was
collected using questionnaire. The result of the study showed that involvement with research
was associated with more favorable job characteristics and job satisfaction perceptions
among physicians in VA.
Ktharsha US et al (2011)12 conducted a research on job stress and job satisfaction: an

investigation of nursing personnel. The objective of this study was to examine job stress and
its impact on job satisfaction among the nursing personnel in private hospitals. Data were
collected from 210 nurse working in hospitals having more than 300 beds in Dindigul
district. The results of this study revealed that some independent variables concerned with
job stress, burnouts and job satisfaction are significant in explaining the level of overall job
satisfaction of nursing personnel.
Latif A (2010)13 conducted a research on Relationship between organizational climate and
nurse’ job satisfaction in Bangladesh. This study was aimed to examine the relationship
between organizational climate and nurse’ job satisfaction within the context of the
government hospitals in Bangladesh. Data were collected by using self-administered
questionnaires from the random sample of 126 nurse at two Medical College hospitals The
results showed that nurse perceived a moderate level of organizational climate and job
satisfaction. Therefore, health care policy makers and nurse administrators should give
emphasis on creating and maintaining a positive encouraging organizational climate that will
contribute in increasing the nurse’ job satisfaction in Bangladesh.
Hassanzadeh R et al (2010)14 conducted a research on effect of management on job

satisfaction of the staff and employees in hospitals. The objective was to examine the effect
of management on job satisfaction of the staff and employees in hospitals. This study used a
descriptive survey. Data were collected by 199 employees working in Imam Khomeini
Hospital and Shahid Cham ran Hospital in Brojerd. The results of this study showed that
there was a significant relationship between the effective communication of managers and
the job satisfaction of the staff and employees. There was also a significant relationship
between employee’s awareness of all job aspects and their job satisfactions.
Alkhalaf JH et al (2009)15 conducted a research on Job satisfaction and stress level of

primary health caregivers at primary health centers in Qatar. The objective of this study was
assess the extent of job satisfaction and stress of primary health caregivers who offer their
services in the primary health centers in Qatar. Data was collected through questionnaire.
The result of the study showed that overall job satisfaction and stress were below the average
levels and Qatari physicians were less satisfied with their salaries and the variety in their
work. Occupational stress was more intensive in the Qatari health caregivers than their non-
Qatari counterparts were.
Enezi NA et al (2009)16 conducted a research on job satisfaction of nurse with multicultural

backgrounds: a questionnaire survey in Kuwait. The objective of this study was to identify
factors related to the job satisfaction of nurse and the effect of selected background
characteristics (e.g., age, gender, nationality, educational qualification, marital status,
monthly salary, experience in other countries, and years of experience) on the global
satisfaction scale by using the McCloskey–Mueller Satisfaction Scale. Data were collected
using a questionnaire. The result of the study showed that the Nurse were dissatisfied with
two factors that are professional opportunities and extrinsic rewards.
Mervi.Flinkman, M.Laine et al (2008)17 Voluntary turnover is decreasing the labor supply

in the nursing field, from some of the reports one in five nurse are ex-pected to leave the
profession within the next 5 years.
Robbins and De Cenzo (2008)18 As a state of mental or emotional strain or tension resulting
from adverse or demanding circumstances; as a state of tension one experiences when one’s
side of coping are insufficient as a dynamic condition in which an individual is confronted
with opportunity, constraint or demand related to which he or she desired and for which
outcome is perceived to be both uncertain and important.
Lu, While, Barriball (2007)19 conducted a cross-sectional survey exploring nurse views and
experience regarding their working lives in Mainland China. A total of 512 hospital nurse in
Beijing participated in the study in 2004, representing a response rate of 81%. There was a
negative relationship between nurse, job satisfaction and intention to leave their current
hospitals, which was mediated by age (p < 0.05). About 40% of the variance in job
satisfaction could be explained by the set of independent variables including organizational
commitment, occupational stress, and professional commitment. In addition both nurse role
perception and actual role content influenced job satisfaction as well as occupational stress,
role conflict and role ambiguity (p<0.05). Nurse educational level was also a factor related to
role perception, professional commitment and role conflict (p<0.05).
Sardiwalla et al (2007)20 The inherent factors include long working hours, excessive work
load, dealing with death and dying, inter personal conflict with other staff, patient’s
expectation, and threat of malpractice litigation this factors lead to the classification of work
place stressors of-ten faced by healthcare professionals in the healthcare environment into
three classes or categories namely organization stressor, task characteristics, and social
factors.
Van den Berg. H. & Esterhuysa K. G. F. (2006)21 look at all of the different areas of your
life including health situations, partner relation-ship, family, friends, health finances,
creativity and self care, and think about what is important to you .What are your personal
values’ what is your definition of success ? Make sure you plan time for activities that you
find pleasurable and for the things that really matter. Keeping a daily stress journal will help
identify as much stress you are under, potential stress triggers and ways to reduce stress in
your life. Take some minutes a day to describe any event that caused you to become stressed
and any resulting emo-tional or physical response. Overtime you will be able to identify
patterns, which will help you develop healthy management strategies. Label your entries with
the date and time and use objective.
Winwood Winfield & lush-ington (2006, p 439)22 The health care environment is a notable
work place associated with high work stress and high level of fatigue due to high demands
healthcare professionals are usually exposed to stress at their work-place and thus they
usually experience stress in their personal life and this ultimately affect their work
performance. The current study concerns with the management of stress among health care
professionals, the studies associated high turnover among health care professionals with high
levels of strain and stress and low levels of work satisfaction, they engage in physically
demanding tasks on a daily basis and are often ex-posed to people’s needs, problems and
sufferings.
Kuokkainen liisa, leino kilpi et al (2005)23 Though there is no universal definition of
shortage of nurse, there is an increase evidence of global nurse’s supply and demand not
balance in the other count-tries also; it shows that there is a risk for under staffing and it can
create problems.
Ouzouni (2005)24 conducted a study on “A research study of the factors causing stress in
nursing staff in short treatment psychiatric units” on 89 mental health nurse has shown
that among the most frequent sources of occupational stress for nursing staff is the role
conflict between family and work. He also identified another important factor which is lack
of support and positive feedback to the nursing staff by the administrative executives in the
nursing services.
Shirley (2004)25 Since the degrees of work-related stress is very high among healthcare
professionals and thus leading to severity of stress conditions on the physical and mental
health of healthcare professionals, the need for program interventions for work related stress
re-duction cannot be over emphasized the author suggested that a multi Levels or influence is
required when addressing the issue of stress among healthcare professionals. The in-teraction
between the healthcare professionals and their environment should be dynami-cally reflected
when approaching the issue of work-related stress reduction.
Lawrence Robinson & Melinda Smith et al (2004)26 Stress management in which the
effect of job demands are combated with job resources would also include provision of
adequate job autonomy and necessary equipment when employees are expected to achieve a
required task performance. Job autonomy in the actual workplace should be provided to
strengthen employee’s coping ability job autonomy from research studies has been shown to
positively relate to job satisfaction and job performance and negatively relates to depression
and anxiety.
Chu CI et al (2003)27 conducted a research on job satisfaction of hospital nurse, the

objective was to empirically test a model of job satisfaction. The model represents a revision
of the Price-Mueller model, which is based on empirical research conducted since 1972 at
the University of Iowa. Analytical techniques used in this study are descriptive statistics,
exploratory factor analysis and multiple regression analysis. The results based on a sample of
308 non-supervisory hospital nurse in Taiwan, indicate that 45percent of the variance in job
satisfaction was accounted for by the revised model. The work characteristic variable
‘reutilizations’ had the greatest impact on job satisfaction, followed by the personality traits
‘positive affectivity’ and ‘job involvement’. Although it is difficult to change the routine
nature of nursing, the manager should make efforts to diversify the job description and
empower his/her subordinates.
Laeeabee JH et al (2003)28 conducted a research on predicting registered nurse job
satisfaction and intent to leave. The objective was to investigate the relative influence of
nurse attitudes, context of care, and structure of care on job satisfaction and intent to leave. A
no experimental, predictive design evaluated these relationships in a nonrandom sample of
90 registered staff nurse using instruments with known psychometric properties. The results
of this study showed that the major predictor of intent to leave was job dissatisfaction, and
the major predictor of job satisfaction was psychological empowerment. Predictors of
psychological empowerment were hardiness, transformational leadership style,
nurse/physician collaboration, and group cohesion.
CHAPTER - III
Everyone suffers from stress on some level. No one is immune to it. Sometimes stress
levels are higher and sometimes they are considerably lower. We don’t have to let stress stop
us from achieving what we want in life. If we can learn to control it, then we will probably
have a better chance at succeeding.
“Employees stress is a growing concern for organizations today. Stress can be defined
as a lively circumstance in which people face constraints, opportunities, or loss of something
they desire and for which the consequence is both unpredictable as well as crucial. Stress is
the response of people to the unreasonable/excessive pressure or demands placed on them.
Stress is not always negative. It may also bring out the best in individuals at times. It may
induce an individual to discover innovative and smarter way of doing things. This positive
dimension of stress is called as entrees. But usually, the term stress has a negative
implication and this negative aspect of stress is termed as distress. For instance - When a
subordinate is harassed or warned by his superior, unhappiness of unsuitable job, etc. We can
say that “Stress causes some people to break, and other to break records.”
What is stress?
Stress is our body’s physical and emotional reaction to circumstances or events that
frighten, irritate, confuse, endanger, or excite us and place demands on the body.
Meaning
Stress management is a wide spectrum of techniques and psychotherapies aimed at
controlling a person’s level of stress/ usually for the purpose of improving every day
function.
Stress is not something bad; it all depends on how we take it. “Demand exceeds the
personal and social resources the individual is able to mobilize.
Stress management consists of making changes to your life if you are in a constant
stressful situation, preventing stress by practicing self-care and relaxation and managing your
response to stressful situations when they do occur.
When events around you trigger that age-old fight-or-flight response, you naturally feel
stress until you can leave the situation or do something about it. Modern life presents us with
many such challenges in daily life and during any traumatic events we may encounter.
So, what happens when we do not have any options? We can't run away, and there seems to
be nothing we can do to solve the current problem. If we don't find a way, we feel distressed
in the moment and may develop both physical and mental problems in the long run.
Stress management is a wide spectrum of techniques and psychotherapies aimed at
controlling a person's level of stress, especially chronic stress, usually for the purpose of
improving everyday functioning. In this context, the term 'stress' refers only to a stress with
significant negative consequences, or distress in the terminology advocated by Hans Selye,
rather than what he calls stress, a stress whose consequences are helpful or otherwise.
Stress produces numerous physical and mental symptoms which vary according to
each individual's situational factors. These can include physical health decline as well
as depression. The process of stress management is named as one of the keys to a happy and
successful life in modern society. Although life provides numerous demands that can prove
difficult to handle, stress management provides a number of ways to manage anxiety and
maintain overall well-being.
Despite stress often being thought of as a subjective experience, levels of stress are
readily measurable, using various physiological tests, similar to those used in polygraphs.
Many practical stress management techniques are available, some for use by health
professionals and others, for self-help, which may help an individual reduce their levels of
stress, provide positive feelings of control over one's life and promote general well-being.
Definition
Stress is defined as the pressure experienced by a person is response to life demands.
Stress is a process of adjusting to or dealing with circumstances that disrupt or

threaten to disrupts a person’s physical or psychological functioning.
Work stress is defined as stress that is generated due to conflicting demands in one's
job. The amount of control employees have over their workflow can impact how
significant work stress will be. While all work has an element of stress, true work stress is
harmful in that an employee has emotional and physical reactions to job demands that are
difficult to control.
Stress is a reaction your body experiences as a result of a demanding circumstance or
event that requires immediate action and attention. Specifically, this reaction causes
your nervous system to hormones (adrenaline and cortisol) and results in quickened
breathing, a faster heart beat, tightening muscles and even a sudden burst of energy.
Stress management is a process for controlling an individual’s level of stress. Stress

management may include practicing daily meditation, identifying relaxing activities (which
may be different for every individual), or a combination of multiple techniques. Stress
management is important because chronic stress can wreak havoc on your body’s immune
system and contribute to health problems such as tension headaches, migraine headaches,
insomnia, weight gain, depression, anxiety, digestive problems, and even heart disease. Both
acute and chronic stress impact memory and concentration, making effective stress
management crucial for optimal day-to-day function.
2. NURSING IN INDIA
The history of professional nursing education in India began in the 19th century.
British Military Hospitals and Christian Missionaries were responsible for initiating Public
Health Nursing. In the beginning lady health visitors, rural midwives and maternity assistants
were trained for 30 working days and later Auxiliary Nurse Midwives (ANM’s) and nurse
midwives were also included. The first school to train midwives with an additional course in
midwifery after nursing was started in 1854 in a lying-in hospital at Madras. The Indian
Nursing Council (INC) designed the 2 year curriculum to prepare ANMs to provide basic
nursing care, preventive services, midwifery and child care services in rural areas. The first
such school came up in 1951 at St. Mary’s Hospital, Punjab. From two schools in 1952 the
number of ANM training schools increased to 263 by 1962. Primarily the maternal
healthcare was taken care of by ANMs. The University Education Commission headed by
Dr. S. Radha Krishnan (1949) and the Education Commission headed by Dr. Kothari (1964)
both recommended raising the standard of nursing education by linking it with higher
education of academic value at the University Level. At the time of Radhakrishnan
Commission only two colleges of nursing were enlisted – one at Delhi, affiliated to Delhi
University, and another at Vellore affiliated to the University of Madras, both giving a B.Sc.
degree in Nursing. The Trained Nurse Association of India, launched in 1905 was
instrumental in the establishment of college education. Currently, available nursing courses
in India are eighteen months Multiple Public Health Workers (F) trained after Class X, the
General Nursing and Midwifery Diploma (GNM), B.Sc. Nursing, M.Sc. Nursing, M.Phil.
and Ph.D. in Nursing. The Indian Nursing Council approves the State Nursing Councils,
provides guidance, enforces standards, and formulates policies for equivalence and
reciprocity of educational qualifications across the states in India.
Military nursing was the earliest type of nursing. In 1664 the East India Company
started a hospital for soldiers in a house at Fort St. George, Madras. The first sisters were
sent from St. Thomas Hospital, London to this military hospital. In 1797 a Lying - in -
Hospital (maternity) for the poor of Madras was built with the help of subscriptions by Dr.
John Underwood. In 1854 the Government sanctioned a training school for midwives in
Madras. Florence Nightingale was the first woman to have great influence over nursing in
India and had a close knowledge of Indian conditions, especially army. She was interested in
the nursing service for the civilian population, though her first interest was the welfare of the
army in India.
NURSING IN TAMIL NADU
 In 1664 the East India Company started the first hospital at St. George, Madras.
 In 1797 a Lying-in-hospital for the poor of Madras was started.
 In 1854, the Government sanctioned a Training School for running mid-wives course
in Madras.
Manage and Reduce your Stress

If you are one of the many people who want to alleviate your stress, you can learn
some simple techniques to help you get out of the vicious cycle of leading a stressful life.
Your stressful life does not just affect you, but everyone around you. It affects your
relationships as well as any children or co-workers. Most of all, it can actually make you
physically ill.
There are many facets to stress. Stress manifests itself in many different ways and can
be either self seduced or something that occurs in life. We can never eliminate stress from
our lives as stressful situations are part of life. However, we can learn to react to stress in a
positive manner and take control of the situation rather than allowing the stress to remain in
control. This book will teach you different tips as well as old secrets on how to identify the
stressors in your life as well as learn to manage them.
WORK PLACE
Stress in the workplace is a commonality throughout the world in every business.
Managing that stress becomes vital in order to keep up job performance as well as
relationship with co-workers and employers. For some workers, changing the work
environment relieves work stress. Making the environment less competitive between
employees decreases some amounts of stress. However, each person is different and some
people like the pressure to perform better.
Salary can be an important concern of employees. Salary can affect the way people
work because they can aim for promotion and in result, a higher salary. This can lead to
chronic stress.
Cultural differences have also shown to have some major effects on stress coping
problems. Eastern Asian employees may deal with certain work situations differently from
how a Western North American employee would.
In order to manage stress in the workplace, employers can provide stress managing
programs such as therapy, communication programs, and a more flexible work schedule.
Stress management programs
Many businesses today have begun to use stress management programs for nurse who
are having trouble adapting to stress at the hospital or at home. Some companies provide
special equipments adapting to stress at the hospital to their nurse, like coloring diaries and
stress relieving gadgets. Many people have spill over stress from home into their working
environment. One way is individual intervention. This starts off by monitoring the stressors
in the individual. After monitoring what causes the stress, next is attacking that stressor and
trying to figure out ways to alleviate them in any way. Developing social support is vital in
individual intervention, being with others to help you cope has proven to be a very effective
way to avoid stress. Avoiding the stressors altogether is the best possible way to get rid of
stress but that is very difficult to do in the workplace. Changing behavioral patterns, May in
turn, help reduce some of the stress that is put on at work as well.
MEASUREMENT SYSTEM
The most commonly used stress measurement systems are primarily rating scale-based.
These systems tend to be complex, containing multiple levels with a variety of sections, to
attempt to capture the many stressors present in the aviation industry. Different systems may
be utilized in different operational specialties.
 The Perceived Stress Scale (PSS) – The PSS is a widely used subjective tool for
measuring stress levels. It consists of 10 questions, and asks participants to rate, on a
five-point scale, how stressed they felt after a certain event. All 10 questions are
summed to obtain a total score from 0 to 40. In the aviation industry, for example, it
has been used with nurse training students to measure how stressed they felt after
nurse training exercises.
 The Coping Skills Inventory(TCSI) – This inventory measures aviators' skills for
coping with stress. This is another subjective measure, asking participants to rate, on a
five-point scale, the extent to which they use eight common coping skills: Substance
abuse, Emotional support, Instrumental support (help with tangible things, like child
care, finances, or task sharing), Positive reframing (changing one's thinking about a
negative event, and thinking of it as a positive instead), Self-blame, Planning, Hum
our and Religion. An individual's total score indicates the extent to which he or she is
using effective, positive coping skills (like humor and emotional support); ineffective,
negative coping skills (like substance abuse and self-blame); and where the individual
could improve.
The Subjective Workload Assessment Technique (SWAT) – SWAT is a rating system
used to measure individuals' perceived mental workload while performing a task, like
developing instruments in a lab, multitasking aircraft duties, or conducting air
defense. SWAT combines measurements and scaling techniques to develop a global rating.
STRATEGIES TO MANAGE STRESS
The first step in managing stress is identifying the cause .The way and major life
event that has recently occurred, a recent job change, marriage , increased work load or new
baby can lead to increased personal stress sometimes the causes are not obvious such as poor
time management skills, excessive worrying and ineffective coring strategies stress is often
referred to as the silent killer and causes many harm, often over loaded effects which can
introduce pain and strain into your daily activities. It can affect your work, school, career,
friendships, and relationships even sleeping habits. It can result in physi-cal suffering as well
and can manifest as headache, upset stomach or back pain. Stress can reduce the ability of
your immune system to fight off colds and other illness the body would normally be able to
resist, not all stress can be avoided, and it is not healthy to avoid a situation that needs to be
addressed.
Everyone faces some level of stress in their lives, so it is important to know the
strategies in other to manage it. Learn to monitor your stress levels throughout your day and
practice techniques to bring back that sense of calmness, if necessary set yourself a re-minder
in your email programme to ensure you make time to manage stress.
NEED FOR THE STUDY

Nursing is widely acknowledged to be a stressful occupation. In an extensive review
of literature, Moore, Simendinger (1989) suggested that factors contributing to occupational
stress can be divided into sources related to the workplace and sources focusing on stress at
the personal level. Eight major workplace sources of stress have been identified within
nursing: Death and Dying, Conflict with Doctors, Lack of Support, Inadequate preparation,
Conflict with other nurse, Work Load, Shift Work and Uncertainty over treatment. In
addition to job characteristics, individual characteristics such as personality hardiness, social
support and ways of coping are related to burnout.
PURPOSE OF THE STUDY
The term STRESS applies to most jobs. It is very commonly seen in the Nursing
Profession too. The problem of stress related to Nurse is that the impart of stress not only
affects them personally, but also the patients who are taken care by them. Because they are
the ones who take care of the patients for the rest with the guidance of the Doctors, it is most
critical. Stressed Nurse therefore affects the patients, doctors, hospitals apart from affecting
them personally. Therefore this study aims to study & describe stress on nurse, causes and
coping strategies used by them, and to suggest some solutions for the same. While hell ping
the Nursing Community, this study is expected to benefit Hospital Administration in general
which consequently implies a better world for the patients & the enhanced reputation of the
general medical community.
10 Things Every Nurse should do

Although we cannot avoid stress, we can learn to deal with it efficiently, adjust and
live with it, rather than letting stress overwhelm us and effect our quality of life.
Try to:
1. Keep things in perspective, priorities
2. Share your worries with family and friends
3. Increased knowledge helps to alleviate fears – clear up any misconceptions and give
Yourself the tools and resources to cope.
4. Don’t be too hard on yourself
5. Worry does not solve anything, try to confront your problems and make plans to solve
them.
6. Set realistic goals
7. Exercise regularly and eat healthily
8. Practice relaxation techniques
9. Have fun with your family and friends, think positive and enjoy new experiences
10. Remember: it is normal to have setbacks – they can be overcome.
CHAPTER IV
4. ANALYSIS AND INTERPRETATION:
 ANALYSIS:
The term analysis refers to the computation of certain measures along with
searching for patterns or relationship that exist among data groups. After collection of data,
the data has to be processed and analyzed in accordance with the outline laid down for the
purpose at the time of developing the research plan.
 INTERPRETATION:
Interpretatio87an refers to the task of drawing inferences from the collected

facts an after an analytical and/or experimental study in fact; it is a search for broader
meaning or research findings. The task or interpretation has two major aspects they are.
1. The effort to establish continuity in research through the results of a given

study with those of another.
2. The establishment of some explanatory concepts interpretation is essential for

the simple reason that the usefulness and utility of research findings lie in
proper interpretation.
4.1 AGE- WISE CLASSIFICATION OF THE RESPONDENTS
TABLE4.1
AGE- WISE CLASSIFICATION OF THE RESPONDENTS
S. No Particulars No. Of Respondents Percentage

1 Up to 25 years 52 40
2 26-50 years 67 51.5
3 Above 50 years 11 8.5
Total 130 100
Source: Primary Data
The above table 4.1 shows that, age wise classification of the respondents, out of 130
respondents, 51.5 Percent of respondents belongs to the Age group of 26-50 years, 40 Per cent
of the respondents belongs to the age group of Up to 25 years, 8.5 percent of the respondents
belongs to the age group of Above 50 years.
Therefore, the above table concluded that, majority of the respondents are found in the
age group of 26-50 years (51.5%).
CHART 4.1
AGE- WISE CLASSIFICATION OF THE RESPONDENTS
60%
50%
40%
30%
20%
10%
0%
Up to 25 Years 26-50 Years above 50 Years
4.2 MARITAL STATUS – WISE CLASSIFICATION OF THE RESPONDENTS
TABLE 4.2
MARITAL STATUS – WISE CLASSIFICATION OF THE RESPONDENTS

1 Single 49 38
2 Married 67 52
3 Widow 14 10
TOTAL 130 100
The above table 4.2 shows that, marital status wise classification of the respondents,
out of 130 respondents, 52 Percent of the respondents belongs to Married, 38 Percent of the
respondents belongs to single and 10 percent of the respondents belongs to Widow.
Therefore the above table concluded that, majority of the respondents are found in
married (52%).
CHART 4.2
MARITAL STATUS – WISE CLASSIFICATION OF THE RESPONDENTS
60
50
40
30
20
10
0
Single Married Widow
4.3 EDUCATIONAL STATUS OF THE RESPONDENTS
TABLE4.3
EDUCATIONAL STATUS OF THE RESPONDENTS
S. No Particulars No. of Respondents Percentage

1 HSC With Nursing Diploma 27 21
2 B.SC Nursing 60 46
3 Degree With Nursing Diploma 24 18
4 M.SC Nursing 19 15
TOTAL 130 100
The above table 4.3 explains about the Educational Qualification of the respondents,
Out of 130 respondents, 46 percent of the respondents are studied B.Sc Nursing, 20 percent of
the respondents are completed in HSC with Nursing Diploma, 17 percent of the respondents
are completed Degree with Nursing Diploma and 12 percent of the respondents are M.SC
Nursing.
Therefore, the above table concluded that, majority of the respondents completed B.SC
Nursing with (46%).
CHART 4.3
EDUCATIONAL STATUS OF THE RESPONDENTS
50
45
40
35
30
25
20
15
10
0
HSC with nursing B.SC Nursing Degree with M.SC Nursing
diploma nursing diploma
4.4 JOB STATUS OF THE RESPONDENTS
TABLE4.4
JOB STATUS OF THE RESPONDENTS

1 Permanent 75 58
2 Temporary 55 42
TOTAL 130 100
The above table 4.4 shows that, job status of the respondents, out of 130 respondents,
58 percent of respondents are Permanent Nurse and 42 percent of the respondents are
Temporary Nurse.
Therefore, the above table concluded that, majority of the respondents are found in
Permanent job in Nursing with (58%).
CHART 4.4
JOB STATUS OF THE RESPONDENTS
60
50
40
30
20
10
0
Permanent Temporary
4.5 SIZE OF THE FAMILY IN THE RESPONDENTS
TABLE4.5
SIZE OF THE FAMILY IN THE RESPONDENTS

1 Joint 79 61
2 Nuclear 51 39
TOTAL 130 100
The above table 4.5 shows that, size of the family of the respondents, out of 130
respondents, 61 percent of the respondents are belongs to Joint family and 39 percent of the
respondents are belongs to Nuclear family.
Joint family with (61%).
CHART 4.5
SIZE OF THE FAMILY IN THE RESPONDENTS
70
60
50
40
39%
30 percentage
20 61%
10
0
Joint
Nuclear
4.6 MONTHLY INCOME OF THE RESPONDENTS
TABLE 4.6
MONTHLY INCOME OF THE RESPONDENTS

1 Up to Rs. 10,000 32 25
2 Rs. 10,000-Rs.20,500 60 46
3 Above Rs.20,500 38 29
TOTAL 130 100
The above table 4.6 Show that, Monthly Income of the respondents, out of 130
respondent, 25 percent of respondents are belongs to earning Up to Rs. 10,000, 46 percent of
respondents are belongs to earning Rs.10, 000- Rs.20,500and 29 percent of the respondents
are earning Above Rs. 20,500.
Rs.10, 000-20,500 with (46%).
CHART 4.6
MONTHLY INCOME OF THE RESPONDENTS
50
45
40
35
30
25
20
15
10
5
0
Up to Rs.10,000 Rs.10,000-Rs.20,500 AboveRs.20,500
4.7 EXPERIENCE OF THE RESPONDENTS
TABLE4.7
EXPERIENCE OF THE RESPONDENTS

1 0-5 Years 33 25
2 6-10 Years 61 47
3 Above 10 years 36 28
TOTAL 130 100
The above table 4.7 shows that, Experience of the respondents out of 130
respondents, 47 percent of the respondent belongs to the experience of 6-10 years, 28
percent of the respondents are belongs to Above 10 years and 25 percent of respondents are
belongs to the 0-5 years.
under the experience of s 6-10 years with (47%).
CHART4.7
EXPERIENCE OF THE RESPONDENTS
50
45
40
35
30
25
20
15
10
5
0
0-5 Years 6-10 Years Above 10 Years
4.8 SHIFTS ARE THERE OF THE RESPONDENTS
TABLE 4.8
SHIFTS ARE THERE OF THE RESPONDENTS

1 First shift 30 23.5
2 Second shift 70 53
3 Third shift 30 23.5
TOTAL 130 100
The above table 4.8 shows that, shift of the respondents are out of 130
respondents, 53 percent of the respondents are belongs to Second shifts, 23.5 percent
respondents are belongs to both First shift and Third shift.
Therefore, the above table concluded that majority of the respondents are found in
second shift with (53%).
CHART 4.8
SHIFTS ARE THERE OF THE RESPONDENTS
60
50
40
30
20
10
0
First Second Third
4.9 NATURE OF DIFFICULTIES EXPERIENCED DURING NIGHT SHIFT OF THE
RESPONDENTS
TABLE4.9
NATURE OF DIFFICULTIES EXPERIENCED DURING NIGHT SHIFT OF THE

RESPONDENTS
S. NO Particulars No. Of Respondents Percentage

1 Work in sleepy mood 17 13
2 Doctors not sufficient 42 32.5
3 Duty doctors sleeping 9 6.5
4 Less no. of nurse 24 18.5
5 Friction with co-workers 21 16.5
Others 17 13
TOTAL 130 100
The above table 4.9 shows that, nature of difficulties experienced during night shift
of the respondents, out of 130 respondents, 32.5 Percent of respondents are belongs to
Doctors not sufficient, 18.5 Percent of respondents are belongs to Less number of nurse,
16.5 Percent of respondents are belongs to Friction with Co-workers, 13 Percent of the
respondents are belongs to both work in Sleep mood and Other 6.5 percent of the respondent
are belongs to Duty doctors sleeping.
Doctors not sufficient with (32.5%).
CHART4.9
NATURE OF DIFFICULTIES EXPERIENCEED DURING NIGHT SHIFT OF THE

RESPONDENTS
35
30
25
20
15
10
0
Work in
sleepy Doctors not
Duty
mood sufficient Less no. of
doctors Drunkard
sleeping nurse's Others
patients
4.10 RESPONDENTS EXPERIENCE IN THE CURRENT WARD
TABLE4.10
RESPONDENTS EXPERIENCE IN THE CURRENT WARD
S. No Particulars No. Of Respondents PERCENTAGE

1 Up to 2 years 22 17
2 3-4 Years 44 33.5
3 Above 4 Years 64 49.5
Total 130 100
The above table 4.10 shows that, Respondent Experience in current ward of the
respondents, out of 130 respondents,49.5 Percent of the respondents are belongs to Above 4
years, 33.5 Percent of respondents are belongs to 3-4 years and 17 Percent of respondents are
belongs up to 2 years.
Above 4 years with (49.5%).
CHART4.10
RESPONDENTS EXPERIENCE IN THE CURRENT WARD
50
40
30
20
10
Up to 2 Years
3-4 Years
Above 4 Years
4.11 FREQUENCY OF ASSIGNMENT TO THE RESPONDENTS OF MORE THAN
ONE WARD
TABLE4.11
FREQUENCY OF ASSIGNMENT TO THE RESPONDENTS OF MORE THAN ONE

WARD

1 Rarely 20 15
2 Occasionally 31 24
3 Often 55 42
4 When staff in on leave 11 9
5 Never such things happen 13 10
Total 130 100
The above table 4.11 shows that, Frequency of assignment more than one ward of
the respondents, out of 130 respondents, 42 percent of the respondents are often, 24 Percent
of the respondents are belongs to occasionally, 15 percent of the respondents are belongs to
rarely, 10 Percent of respondents are belongs to never such things happen and 9 Percent of
the respondents are belongs to when staff in on leave.
Therefore, the above table concluded that, majority of respondents are found in
Often with (42%).
CHART4.11
FREQUENCY OF ASSIGNMENT TO THE RESPONDENTS OF MORE THAN ONE

WARD
60
50
40
30
20
10
0
Rarely Ocasionaly Often Whean staff in on Never such things
leave happen
4.12 RESPONDENTS OPINION ABOUT THE REQUIRED STAFF STRENGTH IS
AVAILABLE IN THE HOSPITAL
TABLE 4.12
THE REQUIRED STAFF STRENTH IS NOT AVAILABLE IN THE HOSPITAL

2 Over load 45 35
3 Work as much as possible 18 13.5
4 Borrow from the wards 18 13.5
5 Manageable work 29 23
6 Other 13 10
Total 130 100
Sources: Primary Data
The above table 4.12 shows that, The required staff strength is not available how to
manage of the respondents, out of 130 respondents, 35 percent of the respondents are Over
load, 23 percent of the respondents are belongs to Manageable work, 13.5 Percent of the
respondents are belongs to both Work as much as possible and borrow from the wards, 10
Percent of the respondents are belongs to Others and 5 Percent of the respondents are
belongs to never such things happen.
Over load with (35%).
CHART 4.12
RESPONDENTS OPINION ABOUT THE REQUIRED STAFF STRENTH IN THE

HOSPITAL
45
40
35
30
25
20
15
10
5
0
4.13 RESPONDENTS OPINION ABOUT MANAGE THE WORK TO ASSIGN IN
UNFAMILIER AREA
TABLE 4.13
MANAGE THE WORK TO ASSIGN IN UNFAMILIER AREA

1 With the help of doctors 30 24
2 Self learning 38 30
3 With the help of superiors 19 15
4 Try my level best 19 15
Total 130 100
The above table 4.13 shows that, Manage the work to assign in unfamiliar area of
the respondents, out of 130 respondents, 30 percent of the respondents are belongs to Self
learning, 24 percent of the respondents are belongs to With the help of doctors, 17 percent of
the respondents are belongs to Never such things happen and 15 percent of the respondents
are belongs to both With the help of superiors and Try my level best.
Therefore, the above table concluded that, majority of the respondents is found in
Self learning with (30%).
CHART 4.13
MANAGE THE WORK TO ASSIGN IN UNFAMILIER AREA
40
35
30
25
20
15
10
With the help

of doctors Self learning With the help
of superior Try my level
best Never such
things
happen
4.14 RESPONDENTS OPINION ABOUT FACING TROUBLE EXPERIENCED
FROM PATIENTS
TABLE4.14
TROUBLE EXPERIENCED FROM PATIENTS
S. No Particulars No. O f Percentage

Respondents
1 No trouble so far 28 22
2 Arguments by patients 44 34
3 Non co-operation 14 10
4 Alcoholic 13 9.5
5 Dis obedience 9 7
6 Distributing other patients 14 10
7 Alcoholic & smoking 8 6.5
Total 130 100
The above table 4.14 shows that, Nature of trouble experienced from patients of
the respondents, out of130 respondents, 34 percent of the respondents are belongs to
Arguments by patients, 22 percent of the respondents are belongs to No trouble so far, 10
percent of the respondents are belongs to both Non co-operation and Distributing other
patients, 9.5 percent of the respondents are belongs to Alcoholic, 7 percent of the
respondents are belongs to Dis obedience and 6.5 percent of the respondents are belongs to
Alcoholic& smoking.
Arguments by patients with (34%).
CHART4.14
TROUBLE EEPERIENCED FROM PATIENTS
35
30
25
20
15
10
0
4.15 RESPONDENTS HOW TO MANAGE THE PROBLEM CREATED BY
PATIENT’S VISITORS
TABLE 4.15
MANAGE THE PROBLEM CREATED BY PATIENT’S VISITORS
S. No Particulars No. Of Others Percentage

1 No trouble so far 30 23
2 Ask them to quit 36 28
3 Restricting the number 18 14
4 Ask them to come in visiting hours 18 14
5 Ask the patients to get discharged 16 12
6 Others 12 9
Total 130 100
The above table 4.15 shows that, manage the problem created by patient’s
visitors of the respondents, out of 130 respondents, 28 percent of the respondents are Ask
them to quit, 23 percent of the respondents are belongs to No trouble so far, 14 percent of the
respondents are belongs to both Restricting the number and Ask them to come in visiting
hours, 12 percent of the respondents are belongs to the Ask the patients to get discharged and
9 percent of the respondents are belongs to the Others.
Therefore, the above table concluded that, majority of the respondents are found
in Ask them to quit with (28%).
CHART 4.15
MANAGE THE PROBLEM CREATED BY PATIENT’S VISITORS
30
25
20
15
10
0
No trouble
so far Ask them to
quit Restricting
the number Ask them to Ask the
come in Others
visiting hour patients to
get
discharged
4.16 RESPONDENTS OPINION ABOUT THEY CAN ABLE TO APPLY THEIR
FULL TALENTS IN THE HOSPITAL
TABLE 4.16
YOU CAN ABLE TO APPLY YOUR FULL TALENTS
S. No Particulars No .Of Percentage

Respondents
1 No such occasions so far 31 24
2 Don’t bother that 42 32
3 Get frustrated 19 15
4 Quarrel with superior 14 11
5 Others 24 18
Total 130 100
The above table 4.16 shows that ,You can able to apply your full talents of the
respondents, out of 130 respondents, 32 percent of the respondents are belongs to Don’t
bother that, 24 percent of the respondents are belongs to No such occasions so far, 18 percent
of the respondents are belongs to Others, 15 percent of the respondents are belongs to Get
frustrated and 11 percent of the respondents are belongs to Quarrel with superior.
Don’t bother that with (32%).
CHART 4.16
YOU CAN ABLE TO APPLY YOUR FULL TALENTS

35
30
25
20
15
10
No such
occasins so far Don't bother
that Get frustrated
Quarrel with
superior Others
4.17 RESPONDENTS GOT ANY APPRECIATION BY MANAGEMENT
TABLE4.17
GOT ANY APPRECIATION BY MANAGEMENT
S .No Particulars No. Of Percentage

Respondents
1 Yes 79 61
2 No 51 39
Total 130 100
The above table 4.17 show that Got any appreciation by the management of the
respondents, out of 130 respondents, 61 percent of the respondents is belongs to Yes and
39 percent of the respondents are belongs to No.
Yes with (61%).
CHART4.17
GOT ANY APPRECIATION BY MANAGEMENT
70
60
50
40
30
20
10
0
Yes No
4.18 CO-OPREATION OF DOCTORS
TABLE4.18
CO-OPERATION OF DOCTORS
S .No Doctors with move No. Of Respondents Respondents

1 More torturer given 44 34
2 Partiality shown 38 29
3 Sexual harassment 14 11
4 Others 34 26
Total 130 100
The above table 4.18 shows that, doctors move with you of the respondents, out
of 130 respondents, 34 percent of respondents are belongs to More torturer given, 29 percent
of the respondents are belongs to Partiality shown, 26 percent of the respondents are belongs
to Others and 11 percent of the respondents are belongs to Sexual harassment.
Therefore, the above table concluded that, majority of the respondents are
found in More torturers given with (34%).
CHART 4.18
CO-OPERATION OF DOCTORS
35
30
25
20
15
10
More torturer
given Partiall shown
Sexual harasment
Others
4.19 CO-OPERATION OF SUPERIORS
TABLE 4.19
CO-OPERATION SUPERIORS
S. No Superiors move with No. Of Respondents Percentage

1 Move cordially 35 27
2 Very strict 39 30
3 Work to rule 38 29
4 Others 18 14
Total 130 100
The above table 4.19 shows that, Superiors move with you of the respondents, out
of 130 respondents, 30 percent of the respondent of the respondents are belongs to Very
strict, 29 percent of the respondents are belongs to Work to rule, 27 percent of the
respondents are belongs to Move cordially and 14 percent of the respondents are belongs to
Others.
Very strict in with (30%).
CHART4.19
CO-OPERATION OF SUPERIORS
35
30
25
20
15
10
0
Move cordially Very strict Work to rule Others
4.20 CO-OPERATION OF CO-WORKERS
TABLE 4.20
CO-OPERATION OF CO-WORKERS
S. No Co-worker move with No. Of Respondents Percentage
1 Smooth 39 30
2 Non co-operative 37 25
3 Often quarrel 18 23
4 Having head weight 12 5
5 Others 27 17
Total 130 100
The above table 4.20 shows that, Co-workers of the respondents, out of 130
respondents, 30 percent of the respondents are belongs to Smooth, 25 percent of respondents
are belongs to Non co-operative, 23percent of the respondents are belongs to Often quarrel,
17 percent of the respondents are belongs to Often and 5 percent of the respondents are
belongs to Having head weight.
Smooth relationship with (30%).
CHART 4.20
CO-OPERATION OF CO-WORKERS
30
25
20
15
10
0
Smooth Non co-operative Often quarrel Having head Others
weight
4.21 MANAGE IF EQUIPMENTS AND MEDICINES ARE NOT
ADEQUATE
TABLE4.21
MANAGE IF EQUIPMENTS AND MEDICINES ARE NOT ADEQUATE

1 No such problem 36 28
2 Borrow from other wards 37 27.5
3 Make request to the authorities 18 13.5
4 Bring my own equipment 12 9
5 Others 27 21
Total 130 100
The above table 4.21 shows that, Manage if equipments and medicines are not
adequate of the respondents, out of 130 respondents, 28 percent of the respondents are
belongs to No such problem, 27.5 percent of the respondent are belongs to Borrow from
other wards, 21 percent of the respondents are belongs to Others, 13.5 percent of the
respondents are belongs to Make request to the authorities and 9 percent of the respondent
are belongs to Brings my own equipment.
No such problem with (28%).
CHART 4.21
MANAGE IF EQUIPMENTS AND MEDICINES ARE NOT ADEQUATE
30
25
20
15
10
0
No such
problem Borrow from
other other Make request
to the Bring my own
ward Others
authorities equipment
4.22 RESPONDENT’S FELL ABOUT THE AMENITIES PROVIDED:
WEIGHTED AVERAGE METHOD
TABLE 4.22
S. NO PARTICULARS SCORE W.A.M RANK

1 Vehicle stand 85 0.65 IV
2 Toilet facility 114 0.87 I
3 Water facility 90 0.69 II
4 Light& Fan 89 0.68 III
5 Table& Chair 75 0.57 V
6 Room facility 60 0.46 VI
Source: primary Data
The above table 4.22 shows that fell about the amenities provided which is
concluded with 130 respondents on the basis of rank given by them. The high garret rank of
(114) is given to “toilet facility”. The second garret rank of (90) is given to “water facility”.
The third garret rank of (89) is given to “light & fan”. The fourth garret rank of (85) is given
to “vehicle stand”. The fifth garret rank of (75) is given to “table & chair. The sixth garret
rank of (60) is given to “room facility”.
Therefore, the above table, it’s found that the highest weighted average rank of is
given to (114) “Toilet facility”.
4.23 RESPONDENCE OPINION ABOUT THE EXPRESSING AN IDEA ABOUT
THE FACTORS CREATING STRESS.
WAIGHTED AVERAGE METHOD
TABLE 4.23
S.NO OPINION SCORE W.A.M RANK
1 Hospital is near my residence 39 0.3 I

2 Transport to the hospital is not a problem 27 0.20 IV
3 Not disturbed by the family members 16 0.12 XII
4 Have sufficient time to the manage the family 23 0.17 VIII
5 Applying leave is not a problem 15 0.11 XIII
6 Shift timings are comfortable 14 0.10 XV
7 Shift are allotted without partiality 15 0.11 XIII
8 Working hours are convenient 17 0.13 XI
9 Promotion opportunities 26 0.2 V
10 Appreciations given encourages involvement 14 0.10 XV
11 Chance of exhibiting the talents is possible 29 0.22 II
12 Disbursement of salary is the prompt 1 7.6 XXVI
13 Increment are given promptly 14 0.10 XV
14 Learning opportunities are more 24 0.18 VI
15 Having sufficient number of staff 28 0.21 III
16 Patients are not creating any problem 6 0.04 XXIII
17 At tenders of patients are co-operative 22 0.16 IX
18 Co- workers are polite 13 0.1 XVIII
19 Doctors are treating respectfully 24 0.18 VI
20 Superiors are not giving torture 7 0.05 XXII
21 All essential facilities are available for us 11 0.08 XX
22 Co-workers extends help at the time of needed 12 0.09 XIX
23 Work load is manageable 5 0.03 XXIV
24 Saving the patients gives happiness 18 0.13 X
25 Management staff relationship is smooth 9 0.06 XXI
26 This job respected by public 5 0.03 XXIV
TOTAL
The above table 2.23 shows that, factors creating stress in their hospital which
conducted with 130 respondents on the basis of rank given by them the highest of weighted
average score of (39) is given to “Hospital is near my residence”. The second weighted
average score of (29) is given to “Chance of exhibiting the talents is possible”. The third
weighted average score of (28) is given to “Having sufficient number of staff”. The fourth
weighted average score of (27) is given to “Transport to the hospital is not a problem”. The
fifth weighted average score of (26) is given to “Promotion opportunities”. The sixth
weighted average score of (24) is given to “Doctors are treating respectfully” and “Learning
opportunities are more”. The eighth weighted average score of (23) is given to “Have
sufficient time to the manage the family”. The ninth weighted averages score of (22) “At
tenders of patients are co-operative”. The tenth weighted average score of (18) is given to
“Saving the patients gives happiness”. The eleventh weighted average score of (17) is given
to “Working hours is convenient”. The twelfth weighted average score of (16) is given to
“Not disturbed by the family members”. The thirteen weighted average score of (15) is given
to “Applying leave is not problem” and “Shifts are allotted without partiality”.
Therefore, the above table, it’s found that the highest weighted average rank
given to (39) “Hospital is near my residence”.
CHI-SQURE TEST:
HO-NULL HYPOTHISIS
Hypothesis:
There is no significant difference between the marital status and to manage

the problem by respondent.
EXPERIENCE AGE
25 26-50 YEARS ABOVE 50 TOTAL

YEARS YEARS
No trouble so far 17 11 3 31
Argument by patients 9 27 2 38
Non co-operation 3 12 4 19
Alcoholic 13 5 - 18
Dis obedience 5 3 - 8
Distributing other patients 4 6 2 12
Alcoholic & smoking 1 3 - 4
TOTAL 52 67 11 130
Source: primary Data
Since the calculated value of Chi-square is less than the concluded that the
table value at 5 percent level of significance, the hypothesis Ho is accepted and it can be
concluded that the Age of the respondents influence the experience.
Chi-square Degree of freedom Table value Hypothesis

30.281 12 21.0 Accepted
CHI-SQUARE TEST
HO- NULL HYPOTHESIS
Hypothesis:
There is no significant difference between the age and to experience by the

respondents.
MANAGE THE PROBLEMS MARITAL STATUS
SINGLE MARRIED WIDOW TOTAL

No trouble so far 15 10 1 26
Ask them to quit 8 25 3 36
Restricting the number 5 13 4 22
Ask them to come in visiting hours 13 7 - 20
Ask the patients to get discharged 7 7 2 16
Others 2 6 2 10
TOTAL 50 68 12 130
Since the calculated value of Chi-square is less than the table value at 5 percent
level of significance, the hypothesis Ho is accepted and it can be concluded that the marital
status of the respondents influence the manage the problem.
Chi-square Degree of freedom Table value Hypothesis

20.165 10 18.3 Accepted
CHAPTER -V
FINDINGS AND SGGESTIONS
FINDINGS:
 It was observed that the majority were found in their age group of “26-50
years” (51.5%)
 Majority of the respondent were found “Married” (52%)
 It was understood that majority of the respondents were found “B.SC Nursing”
(46%).
 Majority of the respondents were “Permanent” (58%).
 Majority of the respondents (61%) are in their “Joint family”
 The monthly income of the respondents (46%) fall in the income group of
“Rs.10, 000-20,500”
 Majority of the respondents (47%) are Experience are “6-10 years”
 Majority of the respondents (53%) are Shifts is “second shift”
 Majority of the respondents (32.5%) are during night shift in “Doctors not
sufficient”
 Majority of the respondents (49.5%) are current ward in “Above 4 years”
 Majority of the respondents (42% ) are frequency of assignment in “Often”
 Majority of the respondents (35%) are if the required staff strength is not
available in the hospital manage the nurse in “Over load”
 Majority of the respondents (30%) are work in unfamiliar area manage is
“Self learning”
 Majority of the respondents (34%) nature of trouble experienced from the
patients is “Arguments by patients”
 Majority of the respondents (28%) manage the problems created by patient’s
visitors is “Ask them to quit”
 Majority of the respondents (32%) able to apply the full talent in “Don’t
bother that”
 Majority of the respondents (61%) got any appreciation by the management is
“Yes”
 Majority of the respondents (34%) doctors co-operation with “More torturer
given”
 Majority of the respondents (30%) superiors co-operation with “Very strict”
 Majority of the respondents (30%) co-workers co-operation with “Smooth
relationship”
 Majority of the respondents (28%) manage if equipments and medicines “No
such problem”
 On the basis of the weighted average highest score is (114) is given to “Toilet
facility”
 On the basis of the weighted average highest score is (39) is given to “Hospital
is near my residence”
SUGGESTIONS
In the light of the findings made in the study, the following suggestions are offered to
decrease the stress level of Nurse working in the Government Head Quarters Hospital,
Dindigul.
 It is suggested that they may be Job rotation for the Nurse once in a year,
which enable to learn the activities when posted in an unfamiliar ward and
become an expert while posted in a familiar ward in the Hospital. Also this
may reduce the stress of the Nurse.
 It is suggested that steps may be taken by the Hospital authorities to appoint

one Senior Staff Nurse (Though not possible in each ward) at least in each
wing where many wards are functioning and such problem creating patients
may be handled by such staff. They can handle these people very easily
because of their experience.
 It is suggested that the Hospital authorities may rectify this problem by

providing sufficient equipment’s and medicines to each ward.
 That the Hospital authorities may rectify this problem by providing sufficient
parking space, Toilet facilities and Drinking water facilities.
 Hospitals should appoint a Human Resource Manager, so that Nurse can
easily solve their problems within the Hospitals. Most of the Government
hospitals do not have any authorized person to solve Nurse Grievances.
 Nursing Institutes as well as the Hospitals should give proper Training to the
Trainee Nurse. They should also give orientation about the duties to be done
and the Value of Nursing.
 There should be good salary, increments, incentives & bonus available to

them, so that it will become a positive motivating factor to work more
efficiently and effectively. Their work should be recognized and it should be
appreciated also.
 Senior Nurse should be treated well by the doctors. Because in many hospitals
doctors scolds them in front of juniors and patients. It hurts them mentally and
juniors might not give respect to seniors.
 On an average Duty Timings in most of the Government hospitals is 10 hours,

for trainees it is 12 hours. Because many hospitals does not have appropriate
number of nurse which results in increasing the duty timings and adjusting
among themselves. So, the appropriate duty timings for nurse can be no more
than 8 hours.
CONCLUTION:
The researcher presents this study with the hope of drawing the attention on various
issues in respect of the stress of the Nurse working in the Government Hospital, Dindigul.
The researcher humbly states that this study is not a fascinating one to strengthen the
academic value. If the study helps the management in any form for their development, the
researcher will feel that she is amply rewarded. The researcher feels that, if all the
suggestions given are implemented, there will be a considerable reduction in the stress of the
Nurse.
In the modern world medical expense has also included in the family
monthly budget. Medical expenses is also increasing day-by-day. So every person going to
Government Hospital believing the doctors there, but in most of the cases the nurse should be
equally competent to doctors. Because they are the ones who are going to take care of the
patients in the post-operative period. So, the nurse’ service in any hospital is very important
and we can say Nurse are the backbone to the Hospitals.
Researcher concludes by saying that Nursing Community should be taken care of much
better by Government Hospital administrators and other stakeholders like the Government
and the Doctor’s Community.
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STRESS MANAGEMENT OF NURSE (WITH SPECIAL REFERANCE TO WORKING
IN GOVERNMENT HOSPITAL IN DINDIGUL)
1) Name of the respondent……………………………………

2) Age: □ Up to 25 years □ 26 -50 years □ Above 50 years
3) Marital status: □ Single □ Married □ Widow
4) Educational status:
□ HSC with Nursing Diploma □ B. Sc Nursing □ Degree with Nursing Diploma
□ M.SC Nursing □ Others
5) Designation…………………………………………………
6) Nature of job: □ Permanent □Temporary
7) Size of the family: □ Joint □ Nuclear
8) Monthly Income:
□ Up to Rs. 10,000 □ Rs. 10,000 – Rs.20, 500 □Above Rs.20, 000
9) Experience: □0-5years □ 6-10years □ above 10 years
10) Religion:……………………………………………………
11) How many shifts are there? □ First shift □ second shift □ Third shift
12) Nature of difficulties experienced during night shift?
□Work in sleepy mood □Doctors not sufficient □ Duty doctor sleeping
□ Less no. of nurse’s □Drunkard patients □Others
13) Are you satisfied with the present place of work? □Yes □No
If, No state the reasons,
□ High cost of living □Heavy work load □ Friction with superiors
□ Friction with co-workers □Others
14) Experience in the current ward:
□Up to 2 years □3 to 4 years □Above 4 years
15) Frequency of assignment of more than one ward?
□Rarely □Occasionally □Often □When staff in on leave
□never such things happen
16) If the required staff strength is not available how do you manage?
□ Never such things happen □Over load □Work as much as possible
□ Borrow from the wards □ Manageable work □Others
17) How you manage when you assign in unfamiliar area?
□With the help of doctors □Self learning □With the help of superiors
□Try my level best □Never such things happen
18) Nature of trouble experienced from patients?
□ No trouble so far □ Arguments by patients □ Non co-operation □Alcoholic
□ Dis Obedience □Distributing other patients □ Alcoholic & smoking
19) How do you manage the problems created by patient’s visitors?

□ No trouble so far □ Ask them to quit □ Restricting the number
□ Ask them to come in visiting hours □Ask the patients to get discharged □Others
20) How do you react, if you can’t able to apply your full talents?
□ No such occasions so far □Don’t bother that □Get frustrated
□Quarrel with superior □Others
21) Have you got any appreciation by the management? □ Yes □ No
22) How Doctors move with you?

□ More torturer given □Partially shown □ Sexual harassment □Others
23) How superiors move with you?
□Move cordially □very strict □Work to rule □Others
24) How co-workers move with you?

□Smooth □Non co-operative □Often quarrel
□Having head weight □Others
25) How will you manage if equipments and medicines are not adequate?
□No such problem □Borrow from other wards □Make request to the authorities
□Bring my own equipment □Others
26) How do you fell about the following amenities provided?

S.NO PARTICULARS SA A N D SD
1 Vehicle Stand
2 Toilet Facility
3 Water Facility
4 Light &Fan
5 Table ,Chair
6 Room facility
27) There are 27 statements given below, each expressing an idea about the factors creating
stress to the nurse. Please read each statement carefully and tick ( ̴ ) in the appropriate
column (SA- Strongly agree; A- Agree; N- No comments; D- disagree; SD- Strongly
Disagree). Please do not omit any statement.
S.NO OPINION SA A N D SD
1 Hospital is near my residence

2 Transport to the hospital is not a problem
3 Not disturbed by the family members
4 Have sufficient time to the manage the family
5 Applying leave is not a problem
6 Shift timings are comfortable
7 Shift are allotted without partiality
8 Working hours are convenient
9 Promotion opportunities
10 Appreciations given encourages involvement
11 Chance of exhibiting the talents is possible
12 Disbursement of salary is the prompt
13 Increment are given promptly
14 Learning opportunities are more
15 Having sufficient number of staff
16 Patients are not creating any problem
17 At tenders of patients are co-operative
18 Co- workers are polite
19 Doctors are treating respectfully
20 Superiors are not giving torture
21 All essential facilities are available for us
22 Co-workers extends help at the time of needed
23 Work load is manageable
24 Saving the patients gives happiness
25 Management staff relationship is smooth
26 This job respected by public

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CHAPTER - I

STRESS FACED BY NURSE

1.2 STATEMENT OF THE PROBLEM:

An exploratory study was conducted in Stress Management of Government

1.3.1 RESEARCH METHODOLOGY:

1.3.2 SOURCES OF DATA:

1.3.3 AREA OF THE STUDY

1.3.4 PERIOD OF STUDY:

1.3.5 STATISTICAL TOOL USED:

Sampling method: Convenient sampling method

Sampling units: Government Hospital nurse

Sampling size: Number of respondents is 130

1.3.6 TOOLS FOR ANALYSIS:

 As the data being primary and secondary, it was collected by supplying

Percentage method, weighted average method and Chi-square test, Garrets

2. Weighted average method:

W1×1+W2× 2……. +WN

The formula used for chi-square test is

Row Total × Column Total

4. Garret’s Ranking Technique:

Percent portion = 100 (Rij-0.5)/Nij

Rij = Rank given for the variable by the respondents

Nij = Number of variables ranked by the jth respondent

1.5 OBJECTIVES OF THE STUDY:

 To study the various factors creating stress for the nurse.

1.7 SCOPE OF THE STUDY:

Stress could be considered as one of the irritating administrative problems that

This study has been organized into five chapters.

 The second chapter deals with the Review of literature.

 The third chapter deals with Profile of the study.

Meerza AA et al (2012)9 conducted a research on comparison of sources and expressions of

Mohr DC et al (2011)11 conducted a research on job characteristics and job satisfaction

Ktharsha US et al (2011)12 conducted a research on job stress and job satisfaction: an

Hassanzadeh R et al (2010)14 conducted a research on effect of management on job

Alkhalaf JH et al (2009)15 conducted a research on Job satisfaction and stress level of

Enezi NA et al (2009)16 conducted a research on job satisfaction of nurse with multicultural

Mervi.Flinkman, M.Laine et al (2008)17 Voluntary turnover is decreasing the labor supply

Chu CI et al (2003)27 conducted a research on job satisfaction of hospital nurse, the

Stress is defined as the pressure experienced by a person is response to life demands.

Stress is a process of adjusting to or dealing with circumstances that disrupt or

Stress management is a process for controlling an individual’s level of stress. Stress

NURSING IN TAMIL NADU

Manage and Reduce your Stress

STRATEGIES TO MANAGE STRESS

NEED FOR THE STUDY

10 Things Every Nurse should do

4. ANALYSIS AND INTERPRETATION:

Interpretatio87an refers to the task of drawing inferences from the collected

1. The effort to establish continuity in research through the results of a given

2. The establishment of some explanatory concepts interpretation is essential for

AGE- WISE CLASSIFICATION OF THE RESPONDENTS

S. No Particulars No. Of Respondents Percentage

AGE- WISE CLASSIFICATION OF THE RESPONDENTS

MARITAL STATUS – WISE CLASSIFICATION OF THE RESPONDENTS

S. No Particulars No. Of Respondents Percentage

MARITAL STATUS – WISE CLASSIFICATION OF THE RESPONDENTS

EDUCATIONAL STATUS OF THE RESPONDENTS

S. No Particulars No. of Respondents Percentage

EDUCATIONAL STATUS OF THE RESPONDENTS

JOB STATUS OF THE RESPONDENTS

S. No Particulars No. Of Respondents Percentage

JOB STATUS OF THE RESPONDENTS

SIZE OF THE FAMILY IN THE RESPONDENTS