Synopsis:

"A Study of Interpersonal relationships of working Women in relation to

Introduction 
 
Occupational Stress:
Occupational Stress is stress involving work. According to the current World Health
Organization’s (WHO) definition, occupational r work-related stress ‘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.
Categories:
Categories associated with occupational stress are:
1.   Factor unique to the job
2.   Role in the organization
3.   Career development
4.   Interpersonal work relationships
5.   Organizational structure/ climate
These individual categories demonstrate that stress can occur specifically when a
conflict arises from the job demands of the employee itself. It is not handled properly;
the stress can become Distressed (medicine).
The first category concerns the ability of the employee to cope with the specific hours
worked, the level of the productive rate expected, the physical environment as well as
the expectancy of the work desired by management. For instance, research shows that
night shifts, in particular, have a high possibility of a negative impact on the health of the
employee. In relation to this, approximately 20% of night-shift workers have experienced
psycho-physiological dysfunctions, including heart diseases.
The second category, role in the organization is associated with the hierarchical ranking
of that particular employee within the organization, upper management is entitled to
oversee the overall functioning of the organization. This causes potential as the
employee must be able to perform simultaneous tasks.
The third category, career development, the security of their occupation, promotion
levels, etc, are all sources of stress, as this business market in terms of technology of
economic dominance is ever-changing.
The fourth category of workplace stress pertains to the interpersonal relational ships
within the workplace. The workplace is a communication and interaction-based industry.
This relationships (either developed or developing ) can be problematic or positive.
Common stressors include harassment, discrimination, biased opinions, hearsay, and
other derogatory remarks.
Finally, the last category of workplace stress is the organizational climate or structure.
The overall communication, management style, and participation among groups of
employees are variables to be considered in essence the resultant rate, collaborative
planning and equally dispersed responsibilities provide a positive effect on stress
reduction, improved work performance, Job satisfaction and decreased Psycho
somatically.
Prevalence:
Distress is a prevalent and costly problem in today’s workplace. About one-third of
workers report high levels of stress. One-quarter of employees view their jobs as the
number one stressor in their lives. Three-quarters of employees believe the works has
more on the job stress than a generation ago.
The Kenexa Research Institute released a global survey of almost 30,000 workers
which showed that females suffered more workplace distress than their male
counterparts. According to the survey, women's stress levels were 10% higher for those
in a supervisory position, 8% higher stress in service and production Jobs than men,
and 6% higher in middle and upper management than men in the same position.
Related Disorder-
Stress-related disorders encompass a board array of condition, including psychological
disorders (e.g. Depression, Anxiety, Post-traumatic stress disorder) and other types of
emotional strain (e.g. dissatisfaction, fatigue, tension, etc; maladaptive behaviors (e.g
aggression, substance abuse) and cognitive impairment (e.g. concentration and
memory problems). In turn, these conditions may lead to poor work performance, higher
absenteeism, less work productivity or even injury. Job stress is also associated with
various biological reactions that may lead ultimately to compromised health, such as
cardiovascular disease or in extreme cases death.
Further, the landmark CWA National Occupational Stress study (1990) found that one
stressor, electronic performance monitoring was a major cause/promoter of physical
and psychological health complaints. Monitored workers reported more boredom, high
tension, extreme anxiety and depression, anger, and serve fatigue than non-monitored
workers. Also, monitored workers 
reported more musculoskeletal problems (i.e. wrist, arm, shoulder, neck and back
problems) and headaches than non-monitored workers.
 
Job Satisfaction 
Job Satisfaction is a complex function of the number of variables. A person may be
satisfied with one or more aspects of his/her job but at the same time may be unhappy
with other things related to the job. For example, a doctor may be satisfied with his
designation but may not be satisfied with the level of his income.
Job satisfaction is the collection of tasks and responsibilities regularly assigned to one
person, while a job is a group of positions, which involves essentially the same duties,
responsibility, skill, and knowledge.” Job satisfaction has some relation with the mental
health of the people. It spreads the goodwill of the organization. Job satisfaction
reduces absenteeism, labor turnover and accidents. Job satisfaction increases
employee’s morale, productivity, etc. Job satisfaction creates innovative ideas among
the employees. Individuals may become loyal towards the organization employees will
be more satisfied if they get what they expected, job satisfaction relates to the inner
feelings of workers. Naturally, it is the satisfied worker who shows the maximum
effectiveness and efficiency in his work. Most people generalize that workers are
concerned more about pay rather than other factors which also affects their level of
satisfaction, such as canteen facilities, bonus, working condition, etc. these conditions
are less significant when compared to pay.
 
Definition of job Satisfaction
· Job satisfaction refers to how well a job provides fulfillment of a need or want, or how
well it serves as a source or means of enjoyment.
· Job satisfaction is the degree to which individuals feel positively or negatively about
their jobs.
Maslow’s (1954) traditionalist views of job satisfaction were based on his five-tier model
of human needs. At the lowest tier, basic life-sustaining needs such as water, food and
shelter were identified.
Factors of job satisfaction
1. Psychological factors
· Health and Safety
· Working Responsibilities 
· Job Security
· Promotion
2. Physical Factors
· Payments
· Co-workers
· Welfare Services
· Use of skill and abilities
3. Environmental Factors
· Good working environment 
· Management style culture
 
A Hawthorne study was the one of biggest study on job satisfaction. This study was
conducted by the Elton Mayo of the Harvard Business School to find out the various
conditions of worker’s productivity.
It is called the Hawthorne Effects.
 
Dimensions of job satisfaction-
According to the Luthan 2002, there are three generally accepted dimensions of job
satisfaction-
1. Job satisfaction is an emotional response to a job situation.
2. Job satisfaction is often determined by how well outcomes meet or exceed
expectations, for example. If organizational participants feel that they are working much
harder then others in the same organization, but are receiving fewer rewards, they are
receiving fewer rewards, they will probably have a negative attitude towards the work.
3. Job satisfaction represents several attributions, they are-
· Pay 
· Promotion Opportunities
· Working conditions
· Co-worker relationships
· Supervision
· The work nature
 
Job Involvement-
Steven P. Brown- Job Involvement refers to a taste of psychological identification with
work or the degree to which a job is central to a person’s identity. From an
organizational perspective, It has been regarded as the key to unlocking employee
motivation and increasing productivity. From an individual perspective, job involvement
constitutes a key to motivation, performance, personal growth, and satisfaction in the
workplace. Job involvement contributes importantly to organizational effectiveness,
productivity and morale by engaging employees deeply in their work and making it a
meaningful and fulfilling experience.
 
Relationships of Job involvement with employee Performance: Moderating role of
Attitude-
In previous years, a lot of interest was developed in the term job involvement, many
researchers claimed that the employee involvement forecasts employee. Outcomes,
organizational performance and organizational success. (Bates, 2004: Baumark 2004
Harter et al, 2002 Richman, 2006)
 
Job involvement Vs. work Involvement-
· Job involvement – a function of how much current job can satisfy needs.
· Work involvement- belief about the value of work in one’s life.
The term of job involvement can be described as “The degree to which one is
cognitively preoccupied with, engaged in, and concerned with one’s present job.”
(Paullay et al 1994, P.225). These kinds of employees can be recognized by the level
they feel that the job is an important aspect of their self-definition.
 
According to Connelly, C.E. (2004)the individuals have an employment structure that
poses unique challenges for workers, managers and researchers. Whereas Permanent
employees and the same types of Temporary workers work directly for their employer
the temporary workers quoted above final work through an intermediary, and can be
described as ‘intermediated temporary works’.
 These workers are affiliated with two separate organizations.
(1) A temporary firm which is the employer of record.
(2) Client organization, where the work is performed. 
The temporary firm such as manpower, Kelly services or Adecco career staff selects
appropriate workers and dictates their levels of compensation, the general content of
job to be performed and the client organizations. In contrast the client organizations
dictate the precise nature of the taste as well as the onsite working conditions. Because
intermediated temporary workers are affiliated with two separate organizations, and
because these organizations have a contractual relationships with each other. These
temporary workers can be said to be part of a “Triangular employment relationships”.
Common sense and some recent research both suggest that the treatment that
temporary workers receive from their client organizations affects the behavior that these
workers direct towards these clients and it also suggests that the treatment that
temporary workers receive from their temporary firms affects the behaviors that they
direct towards these firms.
The last two years have seen a dramatic upsurge in the proportion of management
research that addresses the experiences of temporary works, in proportion to the
growth in temporary work itself while the first work of research focused on describing
and explaining the growth of temporary work, the next work focused on comparing
temporary workers to permanent employees.
 
Working women and family
Women are the nucleus of a family. They have responsibilities of the health, social and
economic status of the family and community. As women increasingly gain occupational
mobility they are exposed to physical hazards work environment also exposed to the
pressure created by multiple role demands and conflicting expectations stresses and
strains of working married women.
 It is an open truth that working married women have to face problems. Those who are
in paid employment refers to working women. They have to almost always shoulder the
burden of household chores as well.
 Studies of scholars like Kapadia in 1959, Desal in 1951, Sengupta in 1960 have
pointed out that husbands, relatives and even members of the older generation approve
of their educated daughter, wives and daughters-in-law working and rather want and
encourage that they should help the family by supplementing income.
           It is a fact that all women work. They perform dual roles of production and
reproduction. Their work goes unrecognized because they do a variety of jobs daily
which does not fit into any specific ‘occupation’. The so-called housewife is already
doing a single shift. When children or family members are ill, she does three shifts day
after day on an average. Women work much longer hours than men. According to the
international labor organizational (ILO) 2/3 of the working hours around the world are
worked by women because of the combination of various roles in the workplace in the
family and in the society. Most often the women’s work remains invisible but it
contributes a major portion to the world economy. That may create stress and other
problems. 
Stress affects health not only through direct psychological processes but also by
modifying behavior that affects health such as physical exercise smoking and quality.
 
Occupational health problems of women as seen from a gender perspective
Occupational stress is one of the major problems from a gender perspective. Studies
from developed countries show that sources of stress in women’s lives are more diverse
and diffuse than those experienced by men. Several factors cause stress among
working women. These include:
a) Multiple overlapping roles as housewives, mothers, and workers especially when
such roles are physically and mentally demanding with little satisfaction, monetary gain,
or social rewards,
b) Types of jobs repetitive and monotonous jobs with little control over work pace and
methods, piece-rate system and job insecurity all lead to stress.
c) Sexual harassment. This is often faced by women in almost all types of occupations
except when they occupy top-level jobs. It is widely believed that employers show a
preference for women only when they are prepared to accept lower wages are expected
to be more docile and submissive.
d) Shifts work in certain occupations, such as telephone operators who do different
shifts including night shifts interference with family responsibilities cause lot of stress.
e) High level of occupational stress among married women than unmarried women. It
was explained in terms of traditional trends, demands of society and more roles and
responsibilities assigned to them as a mother, wife and homemaker as compared to
unmarried women.
 In this modern life, occupations of the people govern these settings. Thus people in
various professions experience a different type of stress to different degrees.
 There is no doubt that stress at work is an important factor contributing to some
psychological problems leading to productivity looser, social costs as well as
interpersonal relationships detritions. 
 Recently because of far-reaching changes the employment opportunities for women
have increased all over the world that has promoted them to take up employment.
At the same time while a woman is assuming job responsibility, she undergoes role
overload that may produce some health problems like Insomnia, Obesity, Back and
Neck pain, Chronic fatigue, Hypothyroidism and Polycystic Ovarian Disease (PCOD),
Feeling of restlessness, Dizziness, Depression, Diabetes, Respiratory problem, etc. For
these various reasons working women may have a different interpersonal relationships
pattern than their Non-working women counterparts. More specifically the present study
is being undertaken with the following objectives-
1. To standardize the scale of interpersonal relationships and skills.
2. To examine the relationships between Inter-personal relationships/skills and
Satisfaction with job among Working Women
3. To examine the relationships between Inter-personal relationships/skills and Job
involvement among Working Women
4. To assess the relationships between Inter-personal relationships/skills and
occupational stress among Working Women
5. To examine the relationships between lob involvement and Satisfaction with job
among Working Women
6. To examine the relationships between Job Satisfaction and occupational stress
among Working Women
7. To examine the relationships between Job involvement and occupational stress
among Working Women
8. To know the predictive value of interpersonal relationships/skills to predict job
satisfaction among working women.
9. To know the predictive value of interpersonal relationships/skills to predict job
involvement among working women.
10. To know the predictive value of interpersonal relationships/skills to predict
occupational stress among working women.
 
Review of Literature:
Occupational Stress: 
In his study, Ugwu (2010) investigated the multiple role stress sandwich generation
female  employees experience both at home and at the workplace and how they cope
with such stress. 147 sandwich generation women participated in his study. Results
showed that sandwich generation women that receive caregiving support either from
their husbands or from house-helps experience less stress than their counterparts
without such caregiving supports and sandwich generation women who cared for the
sick aged parents experience more stress than their counterparts who care for healthy
aged parents. Sandwich generation female employees who provide caregiving services
to large families did not differ from their counterparts in the normal family size on
measures of multiple role stress. Their counterparts in the normal family size on
measures of multiple role stress. 
 
Lu (2007) also examined the impact of work family conflict and the effects of
organizational support on working women in Taiwan. 441 women (aged between 15 and
64 years) in paid employment working in three public universities in northern Taiwan
formed the sample population for this research. The findings showed that work-family
conflict was strongly linked with lower job and family satisfaction, greater stress, and
more severe physical ailments. Implementing family-friendly policies and creating a
supportive work environment can help working women to manage their work-family
conflict and improve their health outcomes.
While much research has been conducted on occupational stress in men, little research
has examined the occupational stress in working mothers and the effect of these
stresses on their families. The current study mainly aims at demonstrating job situations
for working women and, stresses and difficulties that women experience. It also tries to
imply how to resolve occupational stresses by promoting effective management
practices, improving interpersonal relations at both profession and home that concern
working women.
This study has the potential to provide the insight needed by healthcare providers,
employers of companies/firms and organizational psychologists to decrease the
occupational stress of working women and prevent family difficulties caused by those
stresses. The main research question is whether there is a correlation between
occupational stress and family difficulties in working women.
A study was conducted by Donat and Neal (1991) to systematically identify common
situational sources of occupational stress experienced by psychiatric aides, mental
health workers, and licensed practical nurses in a state hospital setting. Thirty-nine
situations were identified that were associated with high levels of anxiety, depression,
and confusion. Participants were 100 direct care staff members from the day and
evening shift at a public residential psychiatric facility in the Commonwealth of Virginia.
Eight factors, accounting for 71% of the total variance were revealed. These factors
were labeled as follows: staff conflict over duties/treatment decisions; inability to control
resident behavior; lack of control over treatment decisions; inconsistent/unfair work
conditions; lack of respect from coworkers/the system; inadequate care by other staff
members, lack of administrative support for duties; and working with
Uncooperative/incapable residents.
The results of the study indicate that the damaging impact of stress and burnout can be
compounded in institutional settings such as state hospitals. State hospitals often house
exceptionally difficult to manage residents and typically have low staff-resident ratios
with relatively few licensed professionals involved in the provision of care. In such
Settings, staff members with relatively low levels of education and compensation, such
as psychiatric attendants, are more numerous and have the majority of interpersonal
interactions with residents. The combination of an exceptionally impaired resident
population, lack of adequate professional guidance, and low pay can add to the stress
and burnout experienced in such settings (Donat & Neal, 1991).
Prosser, Johnson, Kuipers, Szumukler, et. al, (1997), in another study examined
perceived sources of stress and satisfaction at work among 121 mental health staff
members. Data were collected as part of a questionnaire study investigating several
areas including socio-demographic and job factors, mental health, burnout, job
satisfaction, and perceived sources of job stress and satisfaction.
Prosser, Johnson, Kuipers, Szumukler, et. al, (1997), identified 5 factors that were
derived from sources of work stress items (i.e., role, poor support, clients, future, and
overload), which accounted for 70% of the total variance. In addition, 4 factors were
derived from the items related to sources of job satisfaction (i.e., career, working with
people, management, and money), accounting for 68% of the total variance. Stress
from “overload” was associated with emotional exhaustion and with worse mental health
accounting for less “career” satisfaction.
Schwartzberg and Dytell (1996) completed a study to scale both work stress and family
stress, as well as outcome measures of depression and self-esteem. In the study, they
used 94 mothers and 48 fathers in dual-income families to examine levels of stress.
Working mothers and fathers reported equal levels of family stress, work stress, job and
family interference, and psychological well-being. However, self-esteem and depression
amongst the dual-earner mothers and fathers were affected by both occupational stress
and family stress, with a lack of domestic task-sharing by their mates significantly
predicting depression among the dual-earner mothers.
Job Satisfaction:
Madan . N (2008) studied on Job Satisfaction among doctors in a Tertiary care
Teaching Hospital and found the job satisfaction among the younger doctors was high,
but fell abruptly after the age of 35 years, to again rise gradually in the fifth and sixth
decades of life.This is in marked contrast with research evidence, which indicates that
job satisfaction shows a positive correlation with the increase in age (4,5). This finding
needs to be reviewed in context with the distribution of satisfaction against the years of
service put in by these doctors. A very large proportion of doctors who had just joined
the profession expressed satisfaction with their job, followed by a significant fall in the
proportion of satisfied doctors after they put in 5 to 10 years of service, and
subsequently, a gradual increase over the next decade or so.
The latter half of the study attempted to compare the proportionate satisfaction of
residents and faulty vis a vis their attitudinal difference. While the single global rating for
jobs satisfaction was similar for both groups, i.e. approximately 2/3rd of the sample size,
the balance being slightly in favor of the faculty, marked differences of opinion were
environment and appropriate utilization of services. The strongest dissatisfies were
salary and lack of incentives at work. Resident doctors were especially disgruntled with
the paucity of incentives and perks at their level. They also reported significantly lower
satisfaction than the faculty with their hours of work and workload, as well as the lack of
autonomy at the workplace and criteria for promotions and transfers. One of the
greatest satisfiers for the faculty was the autonomy of action available. Research has
constantly identified low income and increased workload with a decrease in satisfaction
(Stoddard Et Al) (10) and increased turnover within 2 years (11). Most of the younger
genre of doctors shall be on the lookout for better avenues shortly. Better avenues in a
state where a tertiary care teaching institution is the apex health care organization can
only translate into migration outside the state. The making of a doctor does not come
cheap. But the likely hood of the returns on such an investment for an average Indian
state seems rather poor. When asked about the facilities available at the workplace,
both faculty, as well as residence, felt that their workplace was poorly equipped and had
scope for improvement. Moreover, only about 2/5th of the residence and faculty
identified opportunities for growth and carrier building at their workplace. 
Morrow (1989) in his studies says that professional commitment is identified as a form
of work commitment and defined as the relative strength of identification with and
involvement in one’s profession.
 
Its reliability and validity are evaluated vis-á-vis job involvement and organizational
commitment in a sample of professional and scientific employees working for a major
university. The concept and measure are recommended for further study. 
 
The paper highlights some findings from a journal article by Munevver (2006) on job
satisfaction. The study showed that age and experience have a significant impact on job
satisfaction and commitment.
 
Ryan and Chan (1999a) in his study 5000 human resource professionals surveyed
regarding the extent to which agreed with various HR research findings. Responses
from 959 participants suggest that there are large discrepancies between research
findings and practitioners' beliefs in some content areas, especially selection. In
particular, practitioners plays far less faith in intelligence and personality test as
predictors of employee performance than HR research would recommend. 
 
Remus and Timothy (2003), in their article authors investigate the extent to which traits
reflecting individual differences in personality and affectivity explain or mediate genetic
influences on job satisfaction, the author computed the proportion of genetic variance in
job satisfaction that is explained by these traits frameworks. Results indicate that the
affectivity model is a stronger mediator of genetic effects on job satisfaction.
 
Gary at al (2006) in his survey shows that psychological empowerment is the perception
that workers can help determine their roles, accomplish meaningful work, and influence
the important decision. Empowerment has been studied from different perspectives,
including employee perception, leadership behaviors, and management programs.
Despite positive rhetoric, programs designed to increase empowerment seldom achieve
the benefits promised. Inconclusive and seemingly contradictory outcomes stem from
the fact that few companies give employees significant control and access to
management information. 
 
Ryan and Cham (1999b) in their cross-culture equivalence of the multinational
employee opinion survey was examined using multiple-group covariance structure
analysis to examine 4 scales and 4 countries. Cultural and linguistic influences were
considered by assessing equivalence across 2 pairs of countries having the same
language. The measure was equivalent across U.S. and Australian samples only.
Analysis indicated items that were the source of lack of invariance. One cause explored
was translation problems.
 
Pietersen, C. (2005) studied job satisfaction level among the nursing staff of a hospital.
In his studies, he found that there was no clear difference between general levels of job
satisfaction and dissatisfaction, although more respondents were dissatisfied (56%)
than those who were satisfied (44%). 
Respondents were also somewhat more dissatisfied with extrinsic work factors (58%)
than with intrinsic factor (52.5%). 
 
On the intrinsic factors, specifically, they were more satisfied with the job itself (52%)
than with promotions (43%). About the job itself, most of the respondents (63%)
indicated that their job was worthwhile. Some of the respondents (53%) found it
satisfying to take care of their patients. However, the result indicated that 57% felt that
their job were routinized and this impacted negatively on their intrinsic job satisfaction.
The findings the respondents were mostly dissatisfied with all four extrinsic factors
measure in the studies. The results indicated that: 
a) 57% ore respondents (irrespective of age and rank) were not satisfied with their
working conditions. In more detailed analysis showed that the majority felt that the
working was unpleasant (61%). They also indicated the working conditions at the
hospital were the worst that they have experienced so far in their working lives (69%).
However, most of them (59%) indicated that the working conditions were bad for their
health.
b) Overall, most of the nursing staff (63%) was dissatisfied with their supervisors. More
specifically, most of the respondents (65%) indicated that their supervisors did not
support them. Also, 68% indicated that their supervisors irritated them. However, there
was not much difference between respondents who indicated that their supervisors did
not understand their problems (55%), and those who felt that supervisors did
understand (45%).
c) The majority of respondents were unhappy with Pay (61%). They felt that they did not
get paid enough for what they did (79%) or that remuneration was less than what they
deserved (77%). (The result showed that 60% felt that the organization should increase
their Pay.) However, most of them (73%) did not feel insecure and felt that the
organization had enough resources to pay their salaries. 
d) Only 49% of the respondents were satisfied with their organizations. A more detailed
analysis showed that a large majority (67%) indicated that the organizations did not
support them. Most of them (58% also believed that the hospital was not a good place
to work. However, a large majority (73%) indicated that there was no favoritism present
in the organization. 
 
Job involvement: 
Allam (2007) conducted a study on bank employees and observed that personal
accomplishment one of the facets of job burnout was found significantly related to job
involvement among the bank managers.
Mishra and Wagh (2004) conducted a study on public and private sector executives on
job involvement dimensions. Two groups of executives differ significantly on the mean
score. Further, they pointed out that reward, work culture & environment, challenging
job, a delegation of authority & responsibility were found to be potential factors for job
involvement.
Allam (2002) examined job involvement of bank employees in relation to job anxiety,
personality characteristics, job burnout, age and tenure. The result indicated that the job
anxiety, job burnout, age and tenure were significantly related to job involvement.
Ashok (2002) found that when involvement is low, the relationships one has with the
company cannot be really strong. On the other hand, when involvement is high, the
relationships stays strong, even at a low level of satisfaction. In another study, while
establishing the relationships between commitment and involvement and also he
observed that uncommitted employees in marketing were low on the involvement
factors.
Srivastava (20001) tried to examined job involvement and mental health among 60
executives and 75 supervisors with word experiences rating from 8 to 30 years. Results
revealed that executives felt more involved in the job than the supervisors. There was
significant and mental health.
Ahmad and Ansari (2000) conducted a study on craftsman from various small scale
industries and noted that job involvement between income and job tenure.
Barkat, Shah and Parveen (1999) examined the interrelationships between skill, job
involvement and work performance in a sample of 100 weavers employed in various
carpet manufacturing enterprises. Correlational analyses revealed positive but
insignificant intercorrelations between skill job involvement and work performance. Skill
and work performance was found to be inversely but not significantly related.
Patel (1999) conducted a study to find out the influence of age, organizational
commitment on job involvement of nationalized and co-operative bank employees. The
samples consisted of 200 employees (100 in each group). Monday's organizational
commitment scale and Lodhal and Kejner’s job involvement scale were administered on
them. The result revealed that the younger employees of both nationalized and co-
operative bank employees differ significantly from their middle-age group employees.
The younger employees were found less job involved and showed less organizational
commitment than the middle and elderly age group of employees belonging to the same
age did not differ significantly from each other on job involvement. But on organizational
commitment when the same age group of employees was compared a significant
difference was found between the employees of the middle-aged group and the
employees from the nationalized bank showed higher commitment than those of the
employees of the co-operative bank. 
 
 
Data Source:-
In the present study, primary data will be used to achieve the aforementioned
objectives. The data will be collected through the standardized Psychological Scale of
occupational stress, job satisfaction, and job involvement and with the help of a self-
developed interpersonal relationships scale.
 
Research Design:-
The design of the present study will be causal. Care will be taken regarding the flexibility
and appropriateness of the design. The design of the research is said to be a good
design if it is flexible and appropriate. Flexibility refers to the provision of the changing
sample unit when a change will become inevitable.
 The appropriateness refers to the strict controlling measures during the process of data
collection and adequacy of the information.
 
Sample Design:-
 
A sample of 250 working women will be drawn from any organization of NCR. Random
sampling will be used for the data collection. 
Sample Testing:-
The data of the proposed study will be collected from the working women in the
corporate sector. It will be collected in a controlled and systematic manner with the help
of standardized psychological tests as well as self-developed interpersonal
relationships. Data will be analyzed with the help of suitable statistical tools/tests. After
the analysis, the finding will be interpreted and discussed and suggestions will be
offered to improve the interpersonal relationships of working women. 
 
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