industrial psychology impact of job stress among atcos in civil aviation authority
DESCRIPTION
data analysis for service industryTRANSCRIPT
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Industrial psychology-Impact of job stress among ATCOs in civil
aviation industry (INDIA).
Project guide name: Name of student: Ms. Shipra Sharma Sumanlata Sadh Roll No. 04811809911
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Contents of presentation are as follow:
• Objective• Scope• Introduction• Methodology of study• Analysis and tools• Expected conclusion• References
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Objective
• The aim is to study the impact of job stress among ATCOs in civil aviation industry(INDIA) .
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Scope
• To identify stress drivers among ATCOs in service industry (civil aviation industry) for
accident prevention and safety measures.
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Introduction
• Industrial psychology is defined as the study of man and his behavior with the aid of scientific methodology.
• Stress is a situation which force a person to deviate from normal functioning due to the change in his/her psychology and/or psychological condition, such that the person is forced to deviated from normal functioning.
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• Work is a central part of almost everyone’s life . Work and workplace emphasizes many issues related to organization psychology including job satisfaction ,quality of work life, human factor , work conditions, performance appraisal, motivation and leadership ,and the physical and mental health of the workers.
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• ATCOs are stress by flight clearance, maintence of flight level, more air traffic number , satefy concerns for passengers ,infrastructure , co-ordination with crew members, shortage of manpower , shift duties, losing of rating(tower rating , area rating, radar rating).
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Methodology of study
• Primary data: It is collecting through personal communication and
questionnaire.
• Secondary data: It is collecting through review of literatures , journals , websites.
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Parameters
• Performance pressure• Role ambiguity• Workload• Job stress• Job satisfaction• Relationship with other
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Questionnaire(Instrument )• GENERAL INFORMATION• Occupation: _____• Job title :___RATING• 1 not satisfied at all• 2 agree• 3 some what satisfied• 4 not agree• 5extremely satisfied
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Continue………………………• Using the scale shown above, rate your level
of satisfaction with the following aspects of your job.
• PAY AND PROMOTION POTENTIAL• _____ Salary• _____ Opportunities for Promotion• _____ Benefits (Health insurance, life
insurance, etc.)• _____ Job Security• _____ Recognition for work accomplished
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• GENERAL WORKING CONDITIONS• _____ Hours worked each week• _____ Flexibility in scheduling• _____ Location of work• _____ Amount of paid vacation time/sick
leave offered
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• WORK ACTIVITIES • _____ Variety of job responsibilities• _____ Degree of independence associated
with your work roles• _____ Adequate opportunity for periodic
changes in duties
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• WORK RELATIONSHIPS• _____ Relationships with your co-workers• _____ Relationship(s) with your supervisor(s)• _____ Relationships with your subordinates (if
applicable)
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• USE OF SKILLS AND ABILITIES• _____ Opportunity to utilize your skills and
talents• _____ Opportunity to learn new skills• _____ Support for additional training and
education
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Population and sampling
NAME OF AIRPORT(POPULATION)
TOTAL ATCOs(Element)
Proportionate Sampling
(20% of the elements)
Questionnaire received
MUMBAI 280 56 51
IGI 325 65 64
CHENNAI 30 6 4
HYDERABAD 35 7 3
TOTAL 670 134 122
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Data Analysis
• Various methods used for data analysis to compare the data collected from 122 respondents:
• Cross –sectional analysis.• Descriptive/Inference analysis.
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Reliability of Questionnaire
PARAMETERS Cronbach’s ALPHA
Performance pressure 0.656
Role ambiguity 0.651
Workload pressure 0.726
Relationship with other 0.657
Job stress 0.837
Job satisfaction 0.800
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Hypotheses testing
PARAMETERS Standardized Coefficient Beta
t - value
Constant 7.072
Performance pressure
0.217 4.042
Role Ambiguity 0.185 3.321
Workload pressure 0.215 4.073
Relationship with others
-0.372 -6.965
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HYPOTHESES
• H1(performance pressure)• I t I>2 Accepted : t=mean value (sample)
• Performance pressure is one of the most significant and positive influence on job stress.
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Continue………………………….• H2(Role ambiguity)• I t I>2 Accepted : t=mean value (sample)• Job stress will be higher ,if rapid changes exist
in the management.
• H3(Workload)• I t I>2 Rejected :t=mean value(sample)• Showing negative relationship implies more
workload on ATCOs ,lesser will be job stress.
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Continue………………………• H4(Relationship with other)• I t I>2 Accepted : t =mean(sample)• More the ACTOs friendly the lesser the job
stress.
• H5(Job stress)• I t I>2 Accepted: t=means(sample)• More ATCOs have job stress lesser the job
satisfaction.
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Continue………………………• H1 : There is positive relationship b/w
performance and job stress.• H2:There is positive relationship b/w role
ambiguity and job stress.• H3:There is positive relationship b/w workload
pressure and job stress.• H4:There is positive relationship b/w
relationship with others and job stress.• H5:There is positive relationship b/w job and
job satisfaction.
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Conceptual framework• Performance pressure
• Role ambiguity Job Stress Job Satisatifaction • Workload pressure
• Relationship with others
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Conclusion
• Performance pressure , role ambiguity have the contribution to increase stress in air traffic controllers job satisfaction ; while workload and relationship with others remained insignificant . The workplace of Indian civil aviation industry fosters culturally friendly relationship ; while workload pressure is not as much as compared with developed country.
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Recommendations
• Stress management techniques should be apply at work place like:
• Maintaining culturally friendly relationship.• Give appraisal for good performance.• Define proper role of the ATC at work place.• Using meditations .
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Limitations• The research is only applicable for aviation
industry(service industry) than other(service industry)
• Limitation of generalization of results to other stressful areas(hospitals).• Time constraint(limited time for survey).• Respondents behavior.
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References
• International Journal of Human Resource Studies .
• Book on advanced industrial psychology-Ram Nath.
• Website ( University of Newcastle’s Engineering and Built Environment Research Ethics Committee(2005).
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Thank you……