LEVEL OF EDUCATION EFFECTS ORGANIZATIONAL ROLE STRESS AMONGST DUAL CAREER COUPLES.

The present paper aims to know the various dimensions of the Organisational Role stress and to find out education based difference in stress level of employees. In the present study a sample of 180 employees were selected from different industries. The present paper successfully highlighted few aspects of the Role Stress among employees. Employees having highest qualification facing maximum organizational role stress. Second most stressed group is employees belonging to Post Graduate and least stressed employees are in the category of senior secondary or lower educational qualification. Highly qualified employees experiences higher level of stress than having lower qualification. Distance, Role Stagnation, Role Isolation, Role Ambiguity, Role expectation conflict, Role Overload, Role Erosion, Resource Inadequacy, Personal inadequacy

The present paper aims to know the various dimensions of the Organisational Role stress and to find out education based difference in stress level of employees. In the present study a sample of 180 employees were selected from different industries. The present paper successfully highlighted few aspects of the Role Stress among employees. Employees having highest qualification facing maximum organizational role stress. Second most stressed group is employees belonging to Post Graduate and least stressed employees are in the category of senior secondary or lower educational qualification. Highly qualified employees experiences higher level of stress than having lower qualification.

…………………………………………………………………………………………………….... Introduction:-
Stress related to work "is the response people may have when presented with work demands and pressures that are not matched to their knowledge and abilities and which challenge their ability to cope". Stress might be resultant by a number of diverse factors known as stressors. Actually, it leads to complex association of large number of system of interrelated stressors. It is highly useful to make a proper demarcation between stressful work conditions and stress related factors from an individual's reactions. These strains might be caused by a number of factors belonging to mental, physiological, physical and emotional. Occupational stress can arise from a condition when there is a discrepancy between the demands of the workplace and an employees' capability to fulfill these demands. Nevertheless, a stressor may lead to physiological reaction that can strain an employee physically as well as mentally. A variety of factors are responsible for workplace stress. These factors may include tremendous workload, isolation and alienation, extensive working hours, toxic and hazardous working conditions, dearth of autonomy and power, hard and hostile relationships among colleagues and employers, bullying by management and stereotyping, harassment and threat and lack of opportunities and scope for advancement in one's career and professional life.
Work stress is generally elaborated and discussed with the help of two contrasting theoretical models i.e. Model 1: Demand control model and Model 2: Effort reward imbalance model. First model i.e. demand control model expresses stress as combination of demand and control situation at work place. According to this theory, work stress is resultant of a distinct work profile. The theory is more concerned with high demand at work place accompanied with low control over work and working environment. Stress may arise when an employee faces excessive job demand (high expectations and responsibilities) and simultaneously low control over job constructs. Second model is based on the work contract. According to effort-reward model, stress is an outcome of high efforts reciprocated by inappropriate or in equivalent rewards in terms of salary, promotion, job security and ISSN: 2320-5407 Int. J. Adv. Res. 6(2), 532-536 533 esteem. It implies that an employee may experience stress if one does not get rewards as per his or her efforts or performance.
Literature Review:-Abundant researches are available that seeks to discuss various dimensions and paradigm of organizational role stress. The indirect and hidden cost of work related stress is very high. At individual level, role stress may result into amplified morbidity and mortality (Mark et al, 2003). Globalization and liberalization has resulted into dramatic shift at work place. Rapidly changing work place scene has increased the expectations from the workforce to optimize output and to enhance competitiveness of the firm. It forces workers to execute multiple tasks in the work station. Employees are in constant pressure to be updated with ever dynamic technologies (Quick, 1997). The cumulative effect of these pressures has been found to influence work strain. A comprehensive research conducted in UK stated that the bulk of the employees were discontented with the organizational climate which makes them to work overtime. The organizational culture which makes employee unwillingly cope up with huge loads while concurrently meeting construction objectives and time bound goals (Townley, 2000). Role stress is highly related with working at workplace. Various paradigms of functioning living have been found to have a link with stress. Further, other tenets of work are quite stressful. These aspects of work are work overload (Sparks and Cooper, 1999) and role based aspects such as requirement of sufficient power, role overload, role ambiguity and role conflict (Burke, 1988). Emsley (2003 studied numerous goals and employees' work assignment related apprehension. The researcher found that work associated tension is positively related with multiple goals of manager. Further, performance deteriorates as employees follow different goals and the association seems to be non-linear. A set of researchers have explored stress among employees working in Multi National Companies. Manshor et al (2003) investigated various sources of job-related anxiety among managers working in MNCs of Malaysia. They reported that workload, working condition, and affiliation at office were the major challenges for the managers in Malaysian MNCs and these factors result into anxiety at office. The paper tends to discusses variations caused in ten different constructs of Organizational Role Stress among employees. The ten constructs are Self Role Distance, Inter-role Distance, Role Stagnation, Role Isolation, Role Ambiguity, Role expectation conflict, Role Overload, Role Erosion, Resource Inadequacy, Personal inadequacy given by Udai .

Objective Of The Study:-
The prime objective of the present research is to find out education based description of employees Organizational Role Stress amongst Employees and to study the overall status of different dimensions of Organizational Role Stress amongst employees.

Research Metholodly:-
The researcher collected the data from Banking, insurance, textiles, education, telecommunication, automobiles etc. A sample Size of 180 employees from different departments was contacted to fill a structured questionnaire. The present study is based upon exploratory-cum-descriptive research design. To explore Organisational Role Stress among employees a structured questionnaire developed by Udai Pareek (1993) consisting of 50 statements has been used. These 50 statements explore the stress level of the employees under ten different dimensions of ORS. Data has been collected using five point scale. Random sampling has been used to collect data from various industries. . Naturally as educational qualifications of an employee increases at the same time role expectation from him or her also increases. For example, employer will expect different kind of attitude, behavior, skill set and knowledge from a Post Graduate employee than expected from a simple graduate person. Similar, higher academic credentials may also lead to increased inter role distance. For inference, a doctorate working lady may not align well with domestic work than a senior secondary pass lady. And, thus for doctorate woman, role distance between Professorship and house wife may be more than less educated woman.

Result and Discussion:-
Second most stressed group is employees belonging to Post Graduate. Difference of mean between most stressed category and second ranked category is very small. Findings suggest that Inter Role Distance (mean=2.98), Role expectation conflict (mean=2.84) and role stagnation (mean=2.81) contributes maximum to existing stress level for this educational qualification category of employees. The findings are again can be compared to that of PhD and other higher qualification group..
Least stressed employees are in the category of senior secondary or lower educational qualification (mean=2.53) but mean of another class of education i.e. Graduate (mean=2.60) is also very close to the lowest value. The sequence of stress felt by employees shows an increasing trend with increase in educational qualification.
Statistical significance of such variation among employee of different experience group is discussed in detail in table 1.2 with the help of ANOVA. Experience based variations could be depicted diagrammatically as below.
Researcher got a steadily increasing curve while education credentials are plotted against organizational role stress experienced by employees in Indian settings.

Conclusion:-
Organizational Role Stress has been a permanent challenge for both i.e. for employee and for an organization too. One of the most critical issues that majority of organization faces today is recruitment and retention of qualified employees. Turnover and absenteeism is a major challenge for all sort of organizations. The problem of stress is higher for employees. Thus the study of ORS for employees is of utmost significance for both complementary actors of corporate world. The present paper successfully highlighted few aspects of the Role Stress among employees. Employees having highest qualification facing maximum organizational role stress. Second most stressed group is employees belonging to Post Graduate and least stressed employees are in the category of senior secondary or lower educational qualification. Highly qualified employee's experiences higher level of stress than having lower qualification.