The Impact of Occupational Stress on Employees’ Somatic Symptoms, Job Anxiety and Employee’s Turnover Intention—An Empirical Study

Saif-ur-Rehman ., Kashif-ur-Rehman .


The aim of this study is to analyse the reliability and
validity of job factors in relation to the impact of occupational stress
on employees’ somatic symptoms, job anxiety and turnover intention
through a two time cross-sectional study of the Water and Power
Development Authority (WAPDA). The method employed consisted of two
times self-reported cross-sectional surveys that covered 420 respondents
at T1 and 388 respondents at T2. Results: Appropriate internal
consistencies of the seven scales i.e. demands, control, job stress,
social supports, employees’ somatic symptoms, job anxiety and turnover
intention were obtained. Zero-order correlation and linear and multiple
regressions analysis replicated the theoretically assumed structure of
the job factors and employees’ somatic symptoms, job anxiety and
turnover intention construct in men and women collectively. Evidence of
criterion validity was obtained from cross-correlations of the scales
and from their linear and multiple regression analysis. Finally, all
seven measures were associated with a highly significant ratio of job
stress, and the effect was strongest for the job stress ratio as
predicted by the fundamental theory of Karasek. Conclusion: We examine
how users, who are assimilating job factors into their work, experience
the level of work related demands in their jobs, the level of
autonomy/control they have over their work, and how these relate to
outcomes, such as employees’ somatic symptoms, job anxiety and turnover
intention. Based on the results of this study the seven-version scale is
considered reliable and serves as a valid instrument for measuring
psychosocial pressure in work environment. These outcomes and measures
are applicable to all services and manufacturing industries. Keywords:
Work Overload, Work Control, Organisational Support, Job Stress, Somatic
Symptoms, Job Anxiety, and Employees Turnover Intention (ETI)

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