37

The concepts of work stress, marital adjustment, self-efficacy, job

satisfaction and psychological well-being have cardinal position in the empirical

studies of organizational behavior. In the modern era of stress and strain, majority of

human resource policies and programmes are concerned with the end variables, i.e.,

psychological well-being and job satisfaction of employees and how these variables

are going to influenced the another vital end variable i.e., the performance in their

work set up as well how various psychodynamics are going to have their impact

upon these end variables (Psychological well-being and job satisfaction).

In pursuance with the aim of the study, all these variables were reviewed

separately (as a construct) as well as in relation to other organizational variable to

other organizational variable through various sources, viz., American Psychological

Abstracts (APA,s), Indian Psychological Abstracts, Management Digest, Journal of

Industrial Relations etc. from the time period of 1984 to 2007. The search was done

through national informatics Centre, New Delhi by taking the key variables, i.e.,

work stress, marital adjustment, self-efficacy, job satisfaction and psychological

well-being. Approximately 100 studies were obtained in this context.

38

Table No. 2.1 Review on Work Stress in Relation to Relevant Variables

Barling

(1984)

Tharaken

(1992)

Examine work stressors,

gender differences and

psychosomatic health.

Watson

(1986)

Paramjeet

(1990)

Sharma

(1990)

Chaplain

(1995)

Reifman

(1991)

Beyond negative

affectivity: Measuring

stress and satisfaction in

the work place

Job stress and job

satisfaction correlational

study.

Types of occupational and

role conflict stresses.

A study of work stress and

job satisfaction among

professional and non­

professional working

women.

The findings indicate that role conflict

and job dissatisfaction predicted health

problems of females but not of males

while work stress was not associated with

health for either gender.

Research showed that stressful working

conditions can affect the health,

psychological adjustment and satisfaction

on the job.

They found that occupational stress and

job satisfaction are negatively related,

showing higher the job stress lower the

job satisfaction.

Study reveals that stress indices predicted

physical and depressive symptoms.

These stresses reflected perception of

lack of authority and influence on the job,

a heavy work load, sex discrimination

and overall suffering from role conflict.

Study found that professional working

women experienced greater work related

stress than non professional working

women because of their higher

expectations on the job.

39

Mehra

(1993)

Bunce and

West

(1994)

Hedin

(1995)

Abdel

(1997)

Gamer

and

Thompson

(1998)

Marilyn

and

Deborah

(1999)

The relationship between

opinion-seeking, job

satisfaction and

occupational stress.

Changing work

environment: Innovative

coping responses to

occupational stress.

Perceived total workload

stress, stress symptoms and

coping styles.

Effect of social support and

work stress.

The effect of

socioeconomic status on

work stress, personal strain

and the presence of

resources.

The relationship between

work stress and work-

family conflict.

The findings revealed the moderating

effect of participation in opinion seeking

which attenuated the adverse effect of

occupational stress on job satisfaction.

Results show that over work, procedural

difficulties and dealing with others were

the stressors eliciting the greatest number

of innovative coping responses.

Results revealed that perceived stress

levels were positively associated with

psychological and physiological stress

symptoms and with utilization of emotion

focused coping strategies.

Results show that women who were

experiencing more work stress had low

family support and low social support at

work.

Study reveals that income had significant

associations with all of the variables (i.e.,

age, work stress, personal strain,

resources and number of hours worked

per week) of these variables, personal

strain was the best predictor of work

stress.

Authors investigated the direct

relationship between work stress and

work-family conflict. The time and

energy involved in family and work

40

Robbins

(1999)

Vincent

(2000)

Sharma

and

Yadava

(2001)

Mclean

(2002)

Toyama

(2002)

Frone

(2003)

The relationship between

stress and performance.

Effect of daily work stress

on employed mother's

mood states.

Impact of job stress on

mental health.

Interrelationship between

stress, depression and

work/home role conflict.

The relationship between

stress level at work and

demographic

characteristics.

Work-family balance.

affect the relationship and adjustment in

work and family domains.

The author has espoused a relationship

between stress and performance. A

moderate level of stress has been reported

to show best performance of employee.

Women reporting significant levels of

depressive symptoms over a three year

period were more reactive to daily work

stress.

Study reveals that the moderate job stress

group was less prone to psychological

depression, exhibited the least symptoms

of neurotic disorders and had better

mental health as compared with the low

or high job stress group.

The author found a positive correlation

between stress and depression and

negative correlation between coping,

support and depression.

It has been found that there are no

statistically significant correlation

coefficient between stress level and

demographic characteristics.

The author reported combination of

career and family roles to be often

associated with conflict, overload and

stress.

41

Pandey

(2003)

Hammer

and

Sakavik

(2004)

Gellis and

Hwang

(2004)

Impact of work-family

conflict on job-stress.

Urban and Rural difference

in job stress and job

satisfaction.

Jamal

(2005)

Lang and

Lee

(2005)

Work stress and coping as

predictors of health.

The relationship of job

stress with health

problems, organizational

commitment.

Job search self-efficacy in

relation to job stress.

Results show that work stress was

positively related with physical and

psychological illness but active and

adaptive coping were found to be

inversely related with work stress and

illness.

They explained that cross-level

interaction between work-performance

norms and work to family conflict was

significantly related to job stress.

Results show that urban case managers

reported greater job stress due to

organizational support deficits than did

rural workers. No differences were found

for the 2 groups on job pressure stressors.

The findings reveal that job stress, global

type-A and its two components (time

pressure and hard driving

competitiveness) were significantly

related to a number of dependent

variables (e.g., health problems, job

satisfaction, organizational commitment)

The study revealed that job-search self-

efficacy is found to be effective in

moderating the relationship between

work-role salience and job stress.

42

Table No. 2.2 Review on Marital Adjustment in Relation to Relevant Variables

Yogev and

Brett

(1985)

Steffy

(1986)

Yogev and

Sora(1988)

Sears and

Heather

(1992)

Perceptions of division of

house work and child

care and marital

satisfaction.

Dual Career Planning:

Mental Stress and Job

Stress among Women in

Dual Career Marriages.

Relationships between

stress and marital

satisfaction among Dual

Career Women.

Woman's work

conditions and marital

adjustment.

Study found that spouses who were not

satisfied with the distribution of family

work also were not satisfied with the

marriage.

The study reported that Dual Career

Planning and spouse support were found

to be negatively associated with inter-role

conflict and positively associated with

problem solving effectiveness in the

marriage. Inter-role conflict was

positively associated with marital

satisfaction.

Authors administered a questionnaire to

136 married couples with children and

dual employment situation to study the

relationship between perception of stress

and marital satisfaction data showed that

there is significant negatives relationship

between perceived stress and marital

satisfaction the more the stress the less

marital satisfaction.

The authors reported that when a woman

was going outside to work, she needed

support in house hold work, otherwise she

suffered from work overload and it would

be indirectly associated with husband's as

well as wife's marital adjustment.

43

Campbell

etal.

(1992)

White and

James

(1992)

Catherine

et. al.

(1992)

Nathawat

and Mathur

(1993)

Gender role conflict and

family environment as

predictors of men's

marital satisfaction.

Marital status and well-

being in Canada: An

analysis of age group

variations.

Mine yours and ours: in

relation to marital

satisfaction and

individual well-being.

Marital adjustment and

subjective well-being in

Indian educated

housewives and working

women.

Results suggested that men who have

lower levels of marital satisfaction are

less able or willing to express emotions

have higher levels of conflict between

work or school and family relationship

and have lower levels of family cohesion.

Authors suggested that there is

considerable doubt as to a causal

relationship between marital status and

well-being.

The authors examined the ways in which

49 working and middle-class married

couples structured their shared and

separate relationships with family and

friends. The results revealed that couples

with different types of conjoint network

differed in their self-reports of marital

satisfaction. Conjoint network type was

also differentially related to self-reports of

depression and psychological symptoms

for husbands and wives.

The findings indicate that women

employed outside the home having better

marital adjustment as compared to

housewives.

44

Kumar

(1994)

Srivastava

and Shukla,

A(1995)

Orbuch,

etal. (1996)

Snow,

Thomas

and

William C.

(1996)

Gender difference, wife's

employment and marital

duration as factors in

marital adjustment.

Interpersonal

compatibility in relation

to marital adjustment

among single and dual

career couples.

Marital quality over the

life course.

Marital satisfaction and

communication in

fundamentalist protestant

marriages.

He found that the couples who had been

married for 10 years or longer scored

significantly higher on marital adjustment

than the couples who had been married

for shorter period, where as wife's

employment and gender differences were

not significantly related to marital

adjustment.

Results indicate that interpersonal

compatibility in the areas of inclusion and

affection was more important than that in

the control area, in these areas, reciprocal

compatibility was more important for the

marital adjustment of dual-career couples,

while interchange compatibility was more

important for marital adjustment of

single-career couples.

Results show that reduced work and

parental responsibilities in later life

explain much of the later life increase in

marital satisfaction but do not account for

the decrease in thoughts of divorce.

Analyses indicated that importance of

religion in a person's life rather than

religious affiliation was a predictor of

both satisfaction and communication

patterns.

45

Micheline

et. al.

(1997)

Odell and

William

(1998)

Lev-Wiesal

and Rachel

(1998)

Erel and

Richard S.

(1998)

Relationship between

marital satisfaction and

household labor of dual

career couples.

Congruence desire for

change and adjustment

during the first year of

marriage.

Examines the effect on

marital quality of spouses

appreciation of partner's

coping ability with

possible stressful life

events.

Observed sibling

interaction; Links with

marital and the mother-

child relationship.

The authors found that for working

couple division of household talk,

participation in child care, degree of

responsibility and perception of equity

effect that level of their marital happiness.

Findings reveal that successful couples

make adaptations within their marital

systems and that initial expectations are

not predictive of marital adjustment

during the first your of marriage.

Results showed that while higher

appreciation of partner's coping ability

contributes to marital quality in wives,

only the extent of being threatened by

stressful life events and sense of being

needed by partner for support when

confronting with stressful life events

contribute to marital quality in Husbands.

Results showed that older siblings'

negative behaviour is linked with negative

dimensions of marital and the mother-

child relationship. Whereas younger

siblings' negative behaviour is linked

with the mother-child and the differential

mother-child relationship.

46

Bouchard

et. al.

(1998)

Marchand

and Ellen

(2000)

Douglas et

al. (2000)

Sinha Ray

(2001)

Hasnain

and Sharma

(2004)

Predictive validity of

coping strategies on

marital satisfaction.

Examined the relation of

depressive symptoms and

marital satisfaction.

The relationship of

gender role beliefs,

negativity, distancing and

marital instability.

The relationship between

mental health and marital

adjustment of women.

Marital adjustment

among dual and single

career women and their

husbands.

Results revealed that self-reported coping

strategies were significant-linear and

curvilinear-predictors of both self and

partner-reported marital satisfaction.

Authors found that depressive symptoms

and marital satisfaction were powerful

predictors of conflict-resolution

strategies; however, different predictors

were noted for avoidance and attacking

conflict resolution strategies.

The findings indicate that females who

held more egalitarian than traditional

gender role beliefs reported higher levels

of marital instability than did females

who held gender role beliefs that were

more traditional than egalitarian.

The author noted that even a person with

mental health adjustment problems can

live a happy married life with the help of

enduring, supportive and intimate

relationship provided by marriage.

Study revealed non-significant difference

between mean marital adjustment scores

of dual career women and their husbands;

and single career women and their

husbands.

47

Rhonda et

al. (2005)

Schven,

Rogers and

Amato(2006;

Dwivedi

and Mishra

(2007)

Katyal and

Srivastava

(2007)

Gender Related

predictors of change in

marital satisfaction and

marital conflict.

Wives' employment and

spouses' marital

happiness.

Quality of Relationship

and Marital Happiness in

working women.

Depression and marital

adjustment among

working and non-working

women.

The findings suggested that wive's

marital and interpersonal functioning may

be a greater predictor for husband's

marital satisfaction and marital conflict.

Authors suggested that the improved

financial conditions are also responsible

for better and healthier understanding

between the wife and the husband that is

more conducive and leads to better

marital adjustment.

The study examined the relationship

between quality of relationship and

marital happiness. Results indicated,that

support and Depth was significantly and

positively correlated with marital

happiness in working women.

The findings revealed significant

relationship between, depression and

marital adjustment w&s found to be higher

in working women as compared to non-

working women.

48

Table No. 2.3 Review on Self-Efficacy in Relation to Relevant Variables

AlanM.

Sake(1995)

Phillips and

Stanley

(1997)

Martocchio

and Judge

(1997)

The moderating and

mediating effects of self-

efficacy on the relationship

between training and new

comer adjustment.

Role of Goal orientation,

ability, need for

achievement, locus of

contron in the self-efficacy

and goal-setting process.

The relationship between

conscientiousness and

learning in employee

training: Mediating

influences of self-

deception and self-efficacy.

Author suggested that training and

self-efficacy were related to the

adjustment of new comers. The

relationship between training and

adjustment was moderated by new

comer's initial self-efficacy and was

partially mediated by new comer's

post-training self-efficacy.

The findings indicate that self-efficacy

exerted a direct effect on performance

suggests that alternative mechanisms

through which self-efficacy impacts

performance in addition to goal level,

such as effort, coping and persistence

should also be explored.

The findings indicated that self-

deception and self-efficacy mediated

the relationship between

conscientiousness and learning.

Specifically, conscientiousness was

positively related to self-deception,

which was negatively related to

learning and conscientiousness was

positively related to self-efficacy

which was positively related to

learning.

49

Parker

(1998)

Jex and

Bliese(1999)

Nease etal.

(1999)

Schaubroeck,

Lam and Xie

(2000)

The Relationship between

Role breadth self-efficacy

and various organizational

factors.

Efficacy beliefs as a

moderator of the Impact of

work related stressors: A

multilevel study.

The relationships among

feed back sign, self-

efficacy and acceptance of

performance feedback.

Collective efficacy versus

self-efficacy in coping

responses to stressors and

control: A cross-cultural

study.

The longitudinal analysis showed that

increased job enrichment and

increased quality of communication

predicted the development of greater

self-efficacy.

Results revealed that respondents with

strong self-efficacy related less

negatively in term of psychological

and physical strain to long work hours

and work overload than did those

reporting low levels of efficacy.

The researchers investigated the

moderating role of self-efficacy on

feedback acceptance. High self-

efficacy individuals who received

repeated negative performance

feedback exhibited decreased

acceptance of the feedback, whereas

those with low self-efficacy did not

change in their acceptance.

They examined how cultural

differences and efficacy perceptions

influence the role of job control in

coping with job demands. Perceiving

higher control mitigated the effects of

demands on psychological health

symptoms and turnover intentions only

among American bank tellers reporting

high job self-efficacy.

50

Grown and

Ganesan

(2001)

Jex, Bliese,

Buzzell and

Primeau

(2001)

Judge and

Bono (2001)

Vancouver,

Thompson

and William

(2001)

Bell and

Kozlowski

(2002)

Self-efficacy as a

moderator of information

seeking effectiveness.

The impact of self-efficacy

on stressor strain relations:

coping style as an

explanatory mechanism.

Relationship of core self-

evaluations traits self-

esteem, generalized self-

efficacy, Locus of control

and emotional stability

with job satisfaction and

job performance: A meta­

analysis.

The changing signs in the

relationships among self-

efficacy, personal goals

and performance.

Goal orientation and

ability: Interactive effects

on self-efficacy,

Results show that high self-efficacy

employees were able to effectively use

the combination of inquiry and

monitoring to clarify role expectation.

Whereas low self-efficacy employees

were not.

The results suggested that the

moderating effect of self-efficacy may

be strongest among those who use

active coping methods or among those

who do not use avoidance coping.

The results indicate that self-esteem,

locus of control, neuroticism and

generalized self-efficacy are

significant predictors of both job

satisfaction and job performance.

They found that manipulated goal

level positively predicted performance

and self-efficacy positively predicted

performance in the difficult goal

condition.

The authors argue that whether a

particular type of goal orientation is

adaptive or not adaptive depends on

51

Lee and

Klein (2002)

Kunu,

Yazawa and

Ohira (2003)

Shelley,

Mike and

Kenneth

(2004)

performance

knowledge.

and

The relationships between

conscientiousness, self-

efficacy. Self-deception

and learning overtime.

Learned helplessness,

generalized self-efficacy

and immune function.

External health" locus of

control and general self-

efficacy: Moderators of

emotional distress.

individual's cognitive ability. Results

show that learning orientation was

positively related to self-efficacy,

performance and knowledge.

The results showed that

conscientiousness was significantly

and positively related to both early

training self-efficacy and self-

deception and both self-efficacy and

self-deception had significant effects

on learning but in opposite directions.

They examined the interaction effect

of generalized self-efficacy 'and

controllability of acute stress "on

salivary secretory immunoglobulin,

task performance and psychological

stress responses in a typical learned

helplessness paradigm. Results

suggested that generalized self-

efficacy is a moderator of the stressor

controllability effect on secretory

immunity.

The study examined the interaction

between illness severity, external

health locus of control and general

self-efficacy in relation to distress.

Results confirmed that . chronic

illnesses were associated with more

distress than acute illnesses.

52

Tong,

Yuchua and

Shanggui

(2004)

Brown,

Jones and

Leigh (2005)

Cooper et al.

(2005)

Zhao, Hills

and Seibert

(2005)

A study on general self-

efficacy and subjective

well being of low SES

students.

The effect of role overload

on relationships linking

self-efficacy and goal level

to work performance.

Work stress, self-efficacy,

Chinese work values and

work well-being in Hong

Kong and Beijing.

The mediating role of self-

efficacy in the

Development of

entrepreneurial intentions.

The results indicate that social

economic status (SES) had an

important effect on general self-

efficacy and subjective well-being.

General self-efficacy was positively

related to subjective well-being.

The results indicate that role overload

moderates the antecedent effect of

perceived organizational resources on

self-efficacy beliefs. They also show

that role overload moderates the direct

effects of both self-efficacy and goal

level on performance.

The results revealed that self-efficacy

was positively related to job

satisfaction in both samples. Self-

efficacy was found to be a stress

moderator in some of the stressor work

well-being relationships for both

sample.

The results showed that the effect of

perceived learning from

entrepreneurship related courses,

previous entrepreneurial experience

and risk propensity on entrepreneurial

intentions were fully mediated by

entrepreneurial self-efficacy.

53

Kumar and

Lai (2006)

Zinta (2006)

Zinta L.

(2006)

The role of self-efficacy

and gender difference

among the adolescents.

Effect of self-efficacy, test

anxiety and short term

intervention on problem

solving; a preliminary

analysis.

Performance among the

high and low self-

efficacious students.

The study examined the function of

self-efficacy and gender differences as

revealed in the intelligence test.

Results show significant gender

differences in intelligence, female

have scored higher than their male

counterparts.

The author found no relationship

between self-efficacy and

performance. The findings show that

the main effects of self-efficacy and

counseling were not significant where

as the test-anxiety showed a minor

effect on problem solving.

The results reveal that there was a non

significant difference (p> 0.05) in the

performance of boys and girls with

high and low in self-efficacy.

54

Table No. 2.4 Review of Psychological Well-being in Relation to

Relevant Variables

Pugliesi(1989)

Marshall

&

Bamett

(1993)

Colbry(1995)

Relationship between

social roles and

women's well-being.

Nature of occupation.

Correlates of

psychological well-

being.

Sultana (1996)

Wizesniewspi

&

McCanilly

(1997)

Psychological well-

being as a moderating

variable.

Carrer calling to be in

a job which has been

aspired as IV.

Finding suggested that parenthood had a

weak positive effect on support and

marriage reduced levels of distress.

Employment did not enhance well-being

via social support but did have a positive

effect on self-esteem.

Psychological well-being is influenced by

the nature of occupation the employee is

having. Because the occupational

specialties vary in their level of overload,

decision, authority, challenge and helping

other etc. dimensions.

Social support systems, self, family

environment bear a significant

relationship with the general well-being of

an employee (especially in the females).

Psychological well-being has a

moderating effect on the job performance

and employees morale relationship.

People who see their work as "Career

calling" had highest life satisfaction, work

satisfaction and psychological well-being.

55

LU (1997)

Mirrashidi, T.

(1999)

Shmotkein,

Lomranj, Eyal,

& Zemach

(1999)

Sharma (2002)

Social support and

reciprocity as a

dimension of

organizational

climate.

Stress and social

support as related to

well-being

The contribution of

personal resources to

physical and mental

health.

Correlates of well-

being.

Brough

8c

Kelling

(2002)

Elias

(2002)

The effect of both

work and family roles

on individual well-

being.

Implication for well-

being.

The more the social support given and

received and positively perceived

reciprocity in support of friends and

colleagues leads to higher psychological

well-being.

Study found social support as a set of

variables (including family support, co­

worker support and organizational

support) and stress as a set of variables

(work stress, negative life stress and work-

family conflict) were significant

predictors of positive well-being.

They found that personal socio-economic

resources effect physical and mental

health more strongly in older, age than the

younger ones.

Perceived numbers of persons available

for social support, degree of satisfaction

from available social support correlate

positively with well-being.

Partners had a positive effect and

dependents had a negative effect upon

respondents levels of psychological well-

being.

There have been studies that helping

others (i.e. giving help) and receiving help

56

Noor

(2002)

Geurts (2003)

Relationship between

work-family conflict

and well-being.

The relationship

between workload

and well-being.

Tong et.al.

(2004)

Srivastava, M.

8c

Mishra, P.C.

(2007)

Kakkar, R.

&

Shukla A.

(2007)

Self-efficacy and

well-being.

Social support and

psychological well-

being among

teachers.

Well-being affected

by employment level,

sex and age: A

developmental

analysis.

from others have implication for

adjustment and well-being.

It was predicted that work-family conflict

would be negatively correlated with well-

being. Work-family conflict was a

significant predictor of both job

satisfaction and distress. Negatively

related to job satisfaction and positively

related to symptoms of distress.

Work home interference played a

significant role in mediating the impact of

work load in two indicators of worker's

well-being affective well-being and

subjective health.

General self-efficacy was positively

related to well-being.

The result suggests that social support has

positive relationship with psychological

well-being.

Findings indicate that level of

employment showed its impact and it was

found that the magnitude of well-being

varied with variation in the level of

employment.

57

Table No. 2.5 Review on Job Satisfaction in Relation to Relevant Variables

Verma

(1986)

Dhillon

(1989)

Martelli

and

Martelli

(1989)

Organisational

commitment, Job

involvement and job

satisfaction - A

correlational study.

Perceived organizational

stress and job satisfaction.

The public stress survey:

Reliability and Relation to

job satisfaction and

organizational

commitment.

Ahmad

(1991)

Graning

(1993)

The relationship of four

variables of job satisfaction

(e.g., job nature,

management, personal and

social relations)

Causes of the job

satisfaction.

Authors investigated the relationship of

organizational commitment, Job

involvement and job satisfaction of 100

non-executive employees of a steel plant.

All the three variables were found to be

interrelated.

The findings show that job satisfaction

was negatively related to perceived stress

on four job related variables - under

participation, role ambiguity,

powerlessness and role conflict.

The administrative/ organizational

subscale was significantly related to

measures of job satisfaction and

organizational commitment.

Results indicate -that occupational role

stress was significantly but negatively

correlated with all for variables of job

satisfaction.

Author suggested that women have to

combine their family roles and job roles,

shouldering the major responsibilities in

two domains where there is more stress

58

Barker

(1993)

Scandura

and

Melenia

(1997)

The benefits of women

working full and part time.

Deborah

and

Michalle

(1993)

Ahmed

and Ansari

(1998)

Ray

(1994)

Predictors of job

satisfaction.

Job satisfaction and

organizational commitment

- A correlational study.

The Relationship between

social-personal variables

and job satisfaction.

The Impact of flexible

work hours on job

satisfaction.

in making this harmony, the high job

dissatisfaction has been found.

Part time working women reported

greater happiness at home and work

place, greater satisfaction with job

compared with full time working

women. However, they did not report

lower role conflict and role overload.

Results show that role ambiguity and

role conflict, as negative predictors of

job satisfaction and well-being but work

over load did not emerge as significant

predictors.

They found that job satisfaction linked

more strongly with affective

commitment than other loci of

commitment.

Results show that a large percentage of

subjects were satisfied with their job

&their level of job satisfaction was

associated with the increase/ decrease in

their job responsibilities

They found that women perceiving their

jobs as strenuous reported more job

dissatisfaction as compared to those

women who were having flexible

working hours.

59

Buzzi

(1997)

Clayton

and

Johnny

(1998)

Ling and

Cooper

(1998)

Sinacore

(1999)

Richardsen

(1999)

Impact of parenting beliefs

on job satisfaction.

The relationship between

job satisfaction and family

life.

The relationship between

occupational stress, job

satisfaction and quitting

intention in Hong Kong

firms.

How the family

environment may affect

women's needs, values and

pork preferences as well as

job satisfaction.

Job pressures (hours

worked, level of

Study found that when employed

mothers are content with their parenting

and marital/dyadic relationships their job

satisfaction increased.

The employee attribute found to play a

statistically significant role in predicting

overall effect of job on home life was

number of hours worked per week.

The results showed that organizational

commitment has strong direct effect

(externals were dissatisfied with the job

itself and though of quitting the job quite

often; employees who has a high

commitment had higher job satisfaction)

and moderating effects (the stressor-

strain relationships) were significant in

externals and commitment Buffered most

of the stressor strain relationship.

The author found that women who

experienced their family envirorunent as

oriented toward competitive, political

and cultural activities, as open to

expression of feelings and as having set

rules and procedures were satisfied with

their jobs overall.

The results indicate that women who

experienced high role conflict and work-

60

Shaffer

(2000)

Fatmi,

Bakhteyar

and

Mishra

(2001)

Elyce

(2001)

Patema

(2002)

management, work-family

conflict) and health

indicators (Life

satisfaction, psychosomatic

complaints, emotional

exhaustion).

Gender discrimination and

job-related outcomes.

A study of job satisfaction

and locus of control among

constituent college and

minority college teachers.

Job satisfaction in dual

career women.

The relationship among

some variables (Centrality

of the employment, job

family pressures reported poor health

outcomes and little life satisfaction.

Results indicate that gender

discrimination was negatively associated

with job satisfaction and affective

commitment and positively associated

with turnover intentions and life stress.

Analyses revealed a significant positive

relationship between job satisfaction and

locus of control. Moreover, constituent

college teachers were significantly more

internally oriented that their counter parts

from minority colleges.

Marital satisfaction, adaptability and

cohesion were analyzed as predictors of

job satisfaction. The results show that

cohesion in the early life cycle and

adaptability in the late life cycle were

found to be significant predictors of job

satisfaction.

The results show that the women do not

perceive high levels of over load of roles,

neither excessive difficulty when

61

Kohan and

Conner

(2002)

Hira and

Loibi

(2005)

Gregory

(2005)

satisfaction and condition)

and its compatibility with

the family role.

A study of job satisfaction,

job stress in relation to

positive and negative

effect.

The impact of employer

provided financial

education on job

satisfaction.

The relationship between

job satisfaction and

selected demographic

variables.

coordinating work and family. However,

for women that perceive overload it is

difficult to coordinate both domains,

although they show a high job

satisfaction.

Job satisfaction was primarily associated

with positive effect, life satisfaction and

self-esteem; job stress was primarily

associated with negative effect.

The author found that employees who

participate in work place financial

education more fiiUy understand personal

finances and recognize how financial

literacy impacts their future financial

expectations are more satisfied with their

company and job.

Results indicated no significant

relationships or differences (p = 0.05)

between job satisfaction and

demographic variables.

62

Trends and notable gaps:

Above studies based on investigated variables show the following trends and

notable gaps of studies. The review of literature of all the above cited variables

show that extensive research work has been done in the area of occupational stress

and job satisfaction. Moreover, various other correlates such as work overload, role

conflict, organizational commitment, job involvement etc. have also been

empirically studied. But there is a dearth of empirical evidence in relation to marital

adjustment and self-efficacy in relation to job satisfaction and mental health.

Though the review suggests that mental health has been widely studied in relation to

marital satisfaction in case of dual career couples. But there exists a gap in relation

to the direct impact of these psychodynamics in relation to psychological well being.

This gap needs a great attention because in the current world of cut throat

competition beliefs and thoughts about oneself (i.e. positive and optimism) play

significant role in enhancing one's overall well-being. Moreover, such positive

evaluations about oneself assist in maintaining marital harmony and enhancing one's

performance at both places, i.e., home as well as work set up.

After identifying the trends and notable gaps, the present problem was

framed studying the relationship between work stress, marital adjustment, self-

efficacy, job satisfaction, and psychological well-being of working women in

banking sector. Following hypotheses were formulated and tested in the present

research:-

1. There would be negative relationship between work stress, psychological

well-being and job satisfaction amongst working women.

2. There would be positive relationship between marital adjustment,

psychological well-being and job satisfaction amongst working women.

3. There would be positive relationship between self-efficacy, Psychological

well-being and job satisfaction amongst working women.

63

4. There would be positive relationship between marital adjustment and self-

efficacy amongst working women.

5. There would be negative relationship of work stress with psychological well-

being, job satisfaction, marital adjustment and self-efficacy amongst working

women.

6. There would be significant contribution of work stress, marital adjustment

and self-efficacy in the determination of job satisfaction amongst working

women.

7. There would be significant contribution of work stress marital adjustment and

self-efficacy in the determination of psychological well-being amongst

working women.