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Measuring work stress of marketing professionals

DOI:10.54784/1990-6587.1322
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Nauman A. Abdullah at Virtual University of Pakistan
Nauman A. Abdullah
Shaukat Ali Raza
Shaukat Ali Raza
Shaukat Ali Raza
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Saeed Akhtar
Saeed Akhtar
Saeed Akhtar
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Abstract

The study investigated the work stress of marketing professionals in terms of organizational factors, environmental factors and personal factors. Marketing professionals of 51 corporations from twelve sectors of industry listed with Lahore Stock Exchange constituted the sample. An adapted questionnaire having 34 items was used to collect the data. Mean scores were calculated for measuring the significance analysis. Frequencies, standard deviation, one-sample t-test, independent samples t-test, and one-way ANOVA were used to measure and compare the level of stress of the marketing professionals. The study concluded that there was an inconsiderable level of stress among marketing professionals. However, personal factors were found as the major contributors of stress, environmental factors were in the middle, and the organizational factors were causing the least stress among the marketing professionals. There was no substantial difference of opinion regarding stress among marketing professionals in terms of their gender; sector; experience; qualification; and salary. The study recommends marketing professionals seek possible ways for eradicating their work stress. The companies should also launch training and development initiatives for their employees to cope with the work stress to enhance their efficiency and effectiveness.
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Business Review – Volume 10 Number 1 January – June 2015
188
COMMENTARY
MEASURING WORK STRESS OF MARKETING PROFESSIONALS
Nauman Abdullah
University of the Punjab, Pakistan.
Shaukat Ali Raza
University of the Punjab. Pakistan
Mahr Mohammad Saeed Akhtar
University of the Punjab, Pakistan
Abstract
The study investigated the work stress of marketing professionals in terms
of organizational factors, environmental factors and personal factors.
Marketing professionals of 51 corporations from twelve sectors of industry
listed with Lahore Stock Exchange constituted the sample. An adapted
questionnaire having 34 items was used to collect the data. Mean scores
were calculated for measuring the significance analysis. Frequencies,
standard deviation, one-sample t-test, independent samples t-test, and one-
way ANOVA were used to measure and compare the level of stress of the
marketing professionals. The study concluded that there was an
inconsiderable level of stress among marketing professionals. However,
personal factors were found as the major contributors of stress,
environmental factors were in the middle, and the organizational factors
were causing the least stress among the marketing professionals. There was
no substantial difference of opinion regarding stress among marketing
professionals in terms of their gender; sector; experience; qualification;
and salary. The study recommends marketing professionals seek possible
ways for eradicating their work stress. The companies should also launch
training and development initiatives for their employees to cope with the
work stress to enhance their efficiency and effectiveness.
Key terms: Work stress, Marketing professionals, Organizational factors, Environmental
factors, Personal factors.
Introduction
Stress is a common phenomenon these days as the increased work load in the
professional life is causing every individual experience stress in one way or the other. Stress
is the response persons have to extreme pressures or added sorts of loads engaged on
them(United Kingdom Health and Safety Commission, 1999) whereas job stress is a
condition that arises due to interaction of the people and their job and categorized by changes
within people that make them to depart from their regular working (Beehr & Newman, 1978).
Stress is affecting lives and one of the easiest places to catch it is the workplace (Thoits,
1995).
Stress, though usually taken as a negative, is reported (Akhtar, 2011) to have two
types of namely Eustress and Distress. Eustress is taken as a positive stress and Distress
comprises of negative stress. Marketing is a dynamic field and professionals engaged in
Business Review – Volume 10 Number 1 January – June 2015
189
Methodology
This questionnaire survey investigated the work stress of marketing professionals in
terms of environmental factors, organizational factors and personal factors. An industry
sampling technique used by Raza & Naqvi (2011) was followed. Lahore Stock Exchange
(2011) had 37 sectors of industry out of which 12 (1/3) were randomly selected which
included 154 companies. Out of these 154 companies 51 (1//3) were randomly selected. In
this way 51 marketing professionals (i.e. marketing managers) were taken in the sample for
the purpose of data collection.
A 34 item closed-ended questionnaire was adapted from Rai (2008), Devi (2007),and
a universal stress measuring tool of ISMA organization (NSAD) Questionnaire (2005).
Response of items of the scale meant to investigate the work stress of marketing
professionals, divided in three sub-scales namely environmental factors (10 items),
organizational factors (12 items), and personal factors (11 items),against the options on the
Likert scale were calculated as 05 for strongly agree; 04 for agree; 03 for somewhat agree; 02
for disagree; and 01 for strongly disagree. The responses for last item were quantified as 01
for yes and 02 for no. Mean score was used to measure the work stress of marketing
professionals. Mean score 03 was taken as cut-point (Raza, Zia, Naqvi, & Ali, 2012; Raza &
marketing face many trials in their job surroundings, considered by intensified struggle, lack
of time, lack of space, nonstop technical advancements, dynamic demands from
organizational patrons and benefiters (Hall & Savery, 1986), enlarged practice of sharing and
learning management and advanced technology resulting in the increased work stress (Murray
&Forbes, 1986). Akhtar (2010), Robbins (2011), and Chaudhary (2012) explained three
factors of work stress: the organizational factors, the environmental factors and the personal
factors. Organizational factors include technological, peer interaction, and hierarchy of the
organization; environmental factors cover micro and macro level interventions of the
government; whereas personal factors are related to the life events and social life of
employees working in the organization. Although most of the analysis of job stress overlooks
the importance of outside factors and proceedings, it is becoming progressively evident that
these have a huge impact (Kanungo, 1981). There have been numerous studies on work stress
(Kuan, 1994; Bat, 1995; Aun, 1998; Yahya, 1998; Rana, Akhtar, Rafi, Shahzadi& Iqbal 2007;
Akhtar, 2011; Chaudhry, 2012) highlighting the same sort of impact. Short-lived stress poses
minute risk, but if stressful situation remains unsettled it increases the degree of wear and tear
of natural system. As a consequence the risk of damage or ailment worsens (Matteson &
Ivancevich, 1999;Cook & Hunsaker, 2001). High level of work stress hampers the
performance (Cook & Hunsaker, 2000; Jonge, Dormann, & Vegchel, 2004; Houtman,
Andries, & Hupkens, 2004) and organizations lay especial emphasis on the stress
management of their employees (Cook & Hunsaker, 2000; Houtman, Andries, & Hupkens,
2004). The current study was aimed at measuring work stress of marketing professionals in
terms of environmental factors, organizational factors and personal factors as sub-scales.
More specifically, this study answered these questions:(i) Is there any significant level of
work stress among marketing professionals in terms of environmental factors, organizational
factors and personal factors as sub-scales? (ii) Is there any significant difference of work
stress of marketing professionals in terms of environmental, organizational and personal
factors as sub-scales? (iii) Is there any significant difference of work stress of marketing
professionals in terms of gender; sector; experience; qualification; and salary as independent
variables?
Business Review – Volume 10 Number 1 January – June 2015
190
Khawaja, 2013). Mean score above 03 was taken as demonstrating considerable level of work
stress among marketing professionals and mean scores03 and under were taken as
demonstrating in considerable level of work stress among marketing professionals. Means,
frequencies, percentages, standard deviations and t-values were calculated to measure the
work stress. One sample t-test, independent samples t-test and one-way ANOVA were used
for significance and variance analysis (Raza & Khawaja, 2013).
Findings
The scale used in the current study was found reliable at 0.912 Cranach’s alpha.
Among the 51 marketing professionals, 50 were male and 01 was female. The sector split of
marketing professionals was found as chemical, 4; banking, 7; food, 3; cement, 3; automobile,
6; fertilizers, 5; glass, 4; oil & gas, 2; paper & board, 2; tobacco, 4; insurance, 5; and textile,
6. In experience category 49 (96%) had above 10 years’ experience and rest of the 02 were
between 5 to 10 years. Of the total 51, 48 (94%) were master degree holders, 03 were M. Phil
and none of them was PhD. The salary analysis revealed that 75% of the marketing
professionals were enjoying a salary up to PRS100,000.
Combined mean score for all the three sub-scales is 02.007, which is significantly
below 03. The mean scores for all the 33 individual Likert scales items were also below
03.Analysis of the sub-scales of work stress, however, categorized personal factors (2.118),
environmental factors (2.078), and organizational factors (1.824) in order of level of stress as
indicated by the marketing professionals.
All the 51 marketing professionals opted to “yes” when asked whether they want to
continue their current job? Analysis of the independent variables in terms of sector;
experience; and qualification showed no difference of opinion among the respondents.
Discussion
The results indicated that among the 51 marketing professionals, 50 were male and
01 was female. This tendency reflects the prevailing male dominance in the marketing
profession. However, the female are also penetrating in the profession especially in the
banking sector (Raza, Zia, Naqvi, & Ali, 2012) which was contributing just 14% in that study.
The current study strived to answer three basic questions. The First research question
was,Is there any significant level of work stress among marketing professionals in terms of
environmental factors, organizational factors and personal factors as sub-scales? The
combined mean score for all the three sub-scales is 2.007, which is significantly below 03.
The mean scores for all the 33 individual Likert scales items were also below 03.Contrary to
studies like (Cook & Hunsaker, 2000; Jonge, Dormann, & Vegchel, 2004; Houtman, Andries,
& Hupkens, 2004), the situation reflects an inconsiderable level of stress among the
marketing professionals. One possible reason for the results could be the 75% of the
marketing professionals enjoying salary up to PRS100,000 whom were mostly master degree
holders. In an economy like Pakistan where finding such a lucrative job is a dream of most
graduates, could be the major source of satisfaction for the marketing professionals. This was
may be the reason, and an encouraging aspect of the respondent profile, that highly qualified
people are entering in this profession as 03 of them were M. Phil. This is a limitation of the
sample, otherwise PhD holder marketing professionals are also known to the researchers.
These argument gets strengthen from the results of the last item of the questionnaire where all
of the respondents wished to continue their current jobs. Had there been a considerable level
Business Review – Volume 10 Number 1 January – June 2015
191
of work stress, the marketing professionals would have preferred to leave their current
organizations. Here the first research question is answered.
The second research question was, Is there any significant difference of work stress
of marketing professionals in terms of environmental, organizational and personal factors as
sub-scales? Analysis of the sub-scales of work stress categorized personal factors (2.118),
environmental factors (2.078), and organizational factors (1.824) in order of level of stress as
indicated by the marketing professionals. It means that, though at an inconsiderable level,
personal factors which included their personal lives, their family problems and issues, their
commitments and engagements are the major potential source of work stress (Semmer, 2003).
The respondent profile indicates that majority of the respondents are young people who are
establishing themselves in different spheres of their life and hence are feeling stress out of
these activities. Environmental (i.e. including social, political and economic)factors were in
the middle position and organizational factors such as organizational culture and climate were
the lowest contributor to the work stress of the sample marketing professionals. One possible
cause of this tendency could be the same demographic aspect of the respondent as they are
not in basic decision making positions in their organizations and are relatively less concerned
about environmental and organizational factors which are mainly survival issues in business
organizations (Robbins, 2011). The second research question is thus answered.
The third research question for the study was, Is there any significant difference of
work stress of marketing professionals in terms of gender; sector; experience; qualification;
and salary as independent variables? The results of background variables discovered no
substantial difference of opinion among the marketing professionals regarding the work stress
in terms of gender, sector of the industry, experience on the job, qualification, and salary. It
means that both male and female marketing professionals, from all sample sectors of the
industry, with all categories of experience, qualification, and salary are of the same opinion
regarding work stress in terms of personal, environmental, and organizational factors. One
possible reason could be situations where all of them were facing the same level of problems
that gives answer to the third research question of this study.
In this way, all the research questions are answered and the objectives of the current
study are achieved.
Conclusions and recommendations
The study was aimed at investigating the work stress of marketing professionals. The
scale used in the current study was found reliable at 0.912 Cronbach’s alpha. Out of 12
sectors of the industry, banking, automobile, fertilizers, insurance, and textile sectors were the
major contributors in the sample.
An overall in considerable level of stress was found among the marketing
professionals. In this state of affairs, however, personal factors were the major contributors
towards stress, environmental factors found in the middle, and organizational factors
occupied the lowest position as indicated by the marketing professionals regarding their work
stress. All the51 marketing professionals having male dominance; 10 years’ experience;
master degree; and a salary up to PRS100,000 as their major demographic characteristics,
expressed the similar feelings regarding their work stress and wished to continue their current
jobs.
Business Review – Volume 10 Number 1 January – June 2015
192
The study recommends marketing professionals seek possible ways to fulfill their
personal needs for eradicating the work stress. The companies should also give fair space to
the employees for their personal lives and priorities and launch training and development
initiatives for their employees to cope with the work stress to enhance their efficiency and
effectiveness.
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  • Sep 2023
The main aim of the study was to know about the job related stress and mental demands among marketing professionals. Exploratory research design was followed. Sample size of 30 respondents from marketing background were selected by using purposive sampling technique. For both the job related stress and mental demands, standard scales were adopted to collect the data. Correlation was done to analyze the data. Results revealed that most of the respondents have job related stress at work which may be within group or between their group and other group. Respondents were facing mental demands like more concentration on work and more time was spent for work than family and other activities. Significant relationships were found between males and females with their mental demands, between educational qualification and job related stress. Females have high mental demands than males and people with high educational qualification were facing job related stress.
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ASSESSMENT OF CONFLICTS AT WORK PLACE AND SOCIAL SUPPORT AMONG MARKETING PROFESSIONALS
Article
Full-text available
  • Oct 2021
Now a day's most of the private company employees especially marketing related professionals are facing both mental and physical stress in their work place. The present study was conducted to know about the conflicts at workplace that lead to stress and social support at work to reduce the stress among marketing professionals. An exploratory research design was followed. Sample size of 30 respondents from marketing background was selected by using purposive sampling technique. For both the conflicts at workplace and social support, standard scales were adopted to collect the data. Correlation was used to compare the data. Results exposed that most of the respondents have very much social support from their spouse, friends and relatives. Respondents have moderately agreed for having conflicts at work place which led to stress. Significant positive relationships were found between income and social support; while significant negative relationships were observed between income and conflicts at workplace.
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Investigating Service Quality Initiatives of Pakistani Commercial Banks
Article
Full-text available
  • Mar 2012
The study investigated the service quality initiatives taken by Pakistani commercial banks in Lahore based on the perceptions of 447 respondents, selected by using multistage random sampling technique, through SERVQUAL scale which was found reliable at 0.866 Cronbach's alpha. Mean scores, alphas, and correlations were calculated. One-Sample t-test, Independent Samples t-test, and One-way ANOVA were employed for significance and variance analysis. The study concluded that customers, employees, and managers respectively were not satisfied with the overall service quality provided by the Pakistani banks in terms of five sub-scales of service quality. However, tangibles were relatively at top whereas assurance was at the lowest position. Reliability and empathy were at almost similar level and banks failed in their responsiveness. Pakistani banks need to revisit their quality initiatives and focus on responsiveness, assurance, reliability, empathy, and tangibles in order of priority to ensure the set standards of service quality.
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Job stress interventions and the organization of work
Article
Full-text available
  • Jan 2007
Interventions that aim at improving health by changing the organization of work-in terms of task characteristics, work conditions, and social aspects-have shown their potential, but results are mixed, and many studies do not use their methodological potential. It is proposed that interventions at the organizational level are likely to have a more diverse effect than at the individual level, as the number of subsystems, with potentially diverging interests, is larger. Even well-implemented interventions are not likely to lead to improvements in all parameters for all participants, and trade-offs have to be considered. Methodological improvement is necessary but should not only focus on design issues, but also on careful documentation and subgroup analyses. A combination of person-focused and organization-focused approaches is the most promising. Finally, evidence points to the limited utility of economic arguments for the acceptance of health promotion projects; the necessity of professional trust is therefore emphasized.
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QUALITY OF PAKISTANI UNIVERSITY GRADUATES AS PERCEIVED BY EMPLOYERS: IMPLICATIONS FOR FACULTY DEVELOPMENT
Article
The study investigated perceptions of employers about the quality of Pakistani university graduates in terms of intellectual development skills, personal development skills, professional development skills, and social development skills as sub-scales. How Pakistani employers were viewing the quality of university graduates; which areas of development skills were relatively stronger; which sectors of industry were more satisfied or worried about the quality of university graduates; and what were its implications for faculty development, were the questions answered in the study. Managers of 65 companies from 12 sectors of industry listed with Lahore Stock Exchange constituted the sample. Data were collected through a 30-item survey scale. Mean scores and correlations were calculated for the four sub-scales. One-Sample t-test, Independent samples t-test, and one-way ANOVA were employed for significance and variance analysis. The study found that employers from sample sectors of industry unanimously pointed out that they were not fully satisfied with the quality of Pakistani university graduates in all the four areas of development skills. Personal development skills were found relatively strong whereas social development skills were at the lowest count. There is a low to moderate degree of need for faculty development at Pakistani universities in instructional, professional and organizational development areas to help them play their mandatory roles in preparing students for job markets taking it as an implication of the study. Employers are not fully satisfied with the quality of Pakistani university graduates. This situation reflects curricula, instruction, and professional competencies of university teachers below the job market standards. Serious improvement initiatives on part of universities to produce quality graduates included in the major recommendations.
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The Nature and Sources of Organizational Stress: Some coping Strategies
Article
The paper investigated nature and sources of stress in the organizational life and in teachers. The data were taken from both primary and secondary sources. Three categories of stress: physiologically, psychologically, and behaviorally are discussed in this paper. The effects and aftereffects of stress of these three categories are also given. It revealed that the level of stress could be decreased with the help of coping strategies. It is less possible to become stress free. The only stress free place according to the Holy Qur'an in this great universe is 'Heaven'.
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Job stress, employee health, and organizational effectiveness: A facet analysis, model, and literature review
Article
Job stress (and more generally, employee health) has been a relatively neglected area of research among industrial/organizational psychologists. The empirical research that has been done is reviewed within the context of six facets (i.e., environmental, personal, process, human consequences, organizational consequences, and time) of a seven facet conceptualization of the job stress–employee health research domain. (The seventh facet, adaptive responses, is reviewed in the forthcoming second article of this series.) A general and a sequential model are proposed for tying the facets together. It is concluded that some of the major problems of the research in this area are: confusion in the use of terminology regarding the elements of job stress, relatively weak methodology within specific studies, the lack of systematic approaches in the research, the lack of interdisciplinary approaches, and the lack of attention to many elements of the specific facets.
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Stress, Coping, and Social Support Processes: Where Are We? What Next?
Article
  • Feb 1995
I review existing knowledge, unanswered questions, and new directions in research on stress, coping resource, coping strategies, and social support processes. New directions in research on stressors include examining the differing impacts of stress across a range of physical and mental health outcomes, the "carry-overs" of stress from one role domain or stage of life into another, the benefits derived from negative experiences, and the determinants of the meaning of stressors. Although a sense of personal control and perceived social support influence health and mental health both directly and as stress buffers, the theoretical mechanisms through which they do so still require elaboration and testing. New work suggests that coping flexibility and structural constraints on individuals' coping efforts may be important to pursue. Promising new directions in social support research include studies of the negative effects of social relationships and of support giving, mutual coping and support-giving dynamics, optimal "matches" between individuals' needs and support received, and properties of groups which can provide a sense of social support. Qualitative comparative analysis, optimal matching analysis, and event-structure analysis are new techniques which may help advance research in these broad topic areas. To enhance the effectiveness of coping and social support interventions, intervening mechanisms need to be better understood. Nevertheless, the policy implications of stress research are clear and are important given current interest in health care reform in the United States.
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Perceived Organizational Climate, Teachers' Locus of Control and Burnout
  • Jan 1998
  • O E Aun
Aun, O.E. (1998). Perceived Organizational Climate, Teachers' Locus of Control and Burnout. Unpublished MBA Thesis, Penang: University Sains Malaysia.