Abstract:
The present study explores the levels of occupational stress and job satisfaction
among the non-academic staff at the University of Jaffna. The primary aim is to
assess how these two factors are experienced and whether they are interrelated. This
research follows a quantitative data, with a study population of 100 non-academic
staff selected through a random sampling method. Primary data were collected using
standardized Occupational Stress and Job Satisfaction Scales, while secondary data
were obtained from books, journal articles, and internet sources. Data analysis was
conducted using statistical package for social sciences (SPSS - version 27), applying
regression analysis, correlation analysis, one-sample t-test, independent samples t-test,
and ANOVA. Findings reveal that the non-academic staff experience a moderate level
of occupational stress (x̄ = 21.36, p = 0.000) and an average level of job satisfaction (x̄
= 35.10, p = 0.000). No significant relationship was found between occupational stress
and job satisfaction (R = -0.109, p = 0.279). However, designation significantly affects
occupational stress (F = 3.755, p = 0.007). Additionally, job satisfaction is influenced
by salary (R² = 0.033, F = 4.379, p = 0.039), work faculty (R² = 0.040, F = 5.083, p =
0.026), and age (R² = 0.039, F = 5.013, p = 0.027). A significant gender difference in
job satisfaction was also identified, with males reporting higher satisfaction levels (x̄
= 36.73) than females (x̄ = 33.53; F = 8.805, p = 0.004). The study suggests that while
the overall levels of occupational stress are moderate, and job satisfaction is average,
there are significant variations based on demographic factors such as designation,
salary, and gender. These variations indicate the need for targeted interventions that
can address the specific concerns of different groups within the non-academic staff.
In conclusion, non-academic staff at the University of Jaffna experience moderate
occupational stress and average job satisfaction. It is recommended that the university
can establish a well-structured employee wellness and recognition program to reduce
stress and enhance job satisfaction, particularly addressing salary concerns and fostering
a supportive work environment.
