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JOB STRESS AMONG GARMENT FACTORY WORKERS IN MYANMAR

Prepared by. . . Miss Soe Myat Yee Mon Thein. Assoc. Prof. . Surintorn. . Kalampakorn. . .

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JOB STRESS AMONG GARMENT FACTORY WORKERS IN MYANMAR






Presentation on theme: "JOB STRESS AMONG GARMENT FACTORY WORKERS IN MYANMAR"— Presentation transcript:

Slide1

JOB STRESS AMONG GARMENT FACTORY WORKERS IN MYANMAR

Prepared by Miss Soe Myat Yee Mon Thein Assoc. Prof. Surintorn Kalampakorn Asst.Prof. Jutatip Sillabutra Mahidol University ThailandSlide2

Introduction

Nowadays, worldwide, working stress becomes a major challenge for the workers and organizational health (ILO 1986; 1992).Leading causes of death and disability such as heart disease and stroke are almost linked to stress. In developing countries, health impact of job stress becomes the one of the major problems. In South-east Asian countries, it has been observed that there are much increasing work related illness and accidents due to rapid industrialization. So, job-related stress became important factor for preventable health hazard.Slide3

Current problem of Myanmar

Garment factories - the biggest manufacturing industry in Yangon where workers face labor right violation, long working hours, intimidation for join labor union, feeling of helplessness and poor working and living conditionMostly women face discrimination in fundamental rights, Freedom-neglected. Working environment is unsafe, hot, overcrowded, factories typically for around 11 hours per day, 6 days per week. Slide4

Research Objective

To assess the prevalence of job stress among garment factory workers in Hlaing Thar Yar Industrial Zone, Yangon, MyanmarTo determine the relationship between job stress and the personal factor including age, gender, education, marital status, number of children, monthly income, duration of work, job position, working section, working hours, personal illness or injury, life crisis, work-life conflict, life work conflict and supervisor supportTo determine the relationship between job stress and the organizational factors including physical environment, poor management and inflexible rules.Slide5

Conceptual FrameworkIndependent Variables

Personal Factors-Age-Gender-Education-Marital Status-Number of children-Job position-Duration of work-Monthly income-Working Section-Working Hours-Personal illness or injury-Life

crisis

-Work-life conflict

-Life –work conflict

-Supervisor support

Organizational Factors

-

Physical environment

-Poor management

-Inflexible rules

Job stress

1. Decision Latitude2. Psychological Demands

Dependent VariableSlide6

Study Area

MyanmarSlide7

Study Design & Study population

Cross sectional studyStudy population-garment factory workers who are working in Hlaing Thar Yar Industrial Zone, Yangon, MyanmarSlide8

Sampling Procedure

Simple random sampling 71 garment factories in Hlaing Tha Yar industrial Zone7 garment factories

Factory

II

n

=791

Factory

VI

n

=2010

Factory

I

n

=853

Factory

IIIn=963

Factory

IV

n

=779

Factory

V

n

=600

Factory VII

n

= 1200

60 Subjects

M-12

F-48

60 Subjects

M-5

F-55

60 Subjects

M-6

F-54

60 Subjects

M-4

F-56

60 Subjects

M-6

F-54

60 Subjects

M-4

F-56

60 Subjects

M-5

F-55

Simple random sampling Slide9

Research instrument

410 garment factory workers from the 7 factories, who have worked at least 6 months, were interviewed by using Job Content QuestionnairesPsychological job demands and decision latitude were used to determine the job stress. Data analysis by using mean, median, SD and percentageChi-square test and multiple logistic regressions were used to analyze the data collected and to produce the result of the study.Slide10

Personal factors among garment factory workers ( n=390)

Age: 25-41 years (74.9%), Mean=27.6, SD=4.4Gender: Female (89.2%)Education: Secondary (43.8%)Marital status: Married (49.5%)Children: Present (37.4%) : Two number of Children (17.2%) Job position: Operational workers (64.9%)Working Section: Sewing section (37.9)Slide11

Working hours (hrs/day): ≥11 hours (69%), Mean=11.1, SD=1.9

Duration of work: ≤ 5 year of working experience (66.7%) Mean=5.1, SD=3.1Monthly Income (Kyats): ≥108,000 (96.2%)Personal Illness or injury: Present (95.1%) : Musculoskeletal disease (41.5%) Life Crisis: Present (92.8%) : Financial difficulties (82.1%)Slide12

Personal

FactorsNumberPercentSupervisor supportHigh18848.2Low

202

51.8

Mean=9.9, SD=3.2, Min=18,

Max=39

Work-Life Conflict

High

276

70.8

Low

114

29.2

Mean=27.6, SD=5.4, Min=9, Max=34

Life-Work Conflict

High

131

33.6

low

259

66.4

Mean=11.2, SD=3.3, Min=6, Max=32

a≥Mean

b<MeanSlide13

Organization FactorS among garment factory workers (N=390)

Organization factorsNumberPercentPhysical Working Environment

Poor (13-30)

306

78.5

Fair

(31-41)

84

21.5

Poor

Management

Always

156

40.0Often

14938.2

Sometimes

85

21.8

Inflexible Rules

Always

135

34.6

Often

176

45.1

Sometimes

79

20.3Slide14

Prevalence of high job stress and low job stress among garment factory workers(n=390)

VariablesNumberPercentHigh Strain11930.5Non-High strain271

69.5

1.

Low strain

110

28.2

2. Active job

27

6.9

3. Passive

job13434.4Slide15

Multiple Logistic regression

VariablesB

S.E.

Wald

df

Sig.

Exp

(B)

95%

C.I.for

EXP(B)

Lower

Upper

Working hour

2.9

1.2

5.9

1

0.015

18.2

1.8

189.3

Supervisor support

0.6

0.3

5.4

1

0.020

1.8

1.1

2.9

Job position

2.427

1.087

4.988

1

0.026

11.3

1.3

95.3Slide16

Conclusion & Recommendation

Workers with low supervisor support, with high position and those who worked less than 11 hours were likely to report job stressFactory owners should conduct health promotion activities and public health talks in the factory to reduce job stressHealth education on job stress should be conducted to both employers and factory workers to prevent job stress related complicated factors and to increase advancement of health knowledge and competencies.libraries should be built to access health information to improve the health literacy level of employees to cope with job stress. Slide17

Self-centered stress management techniques and Job center stress management interventionWorkplace social support should be conducted for ensuring the jobs more secure and health friendly working environment

Health knowledge awareness should be raised to stakeholdersGovernments should provide workshops & health education sections corporating with MOH to employersSlide18

Recommendation for further study

Further study should be conducted in other parts of the countryIn depth interview & focus group discussion needed to be conductedBoth quantitative and qualitative measure should be conducted Further prospective studies, evidence based investigation and longitudinal studies should be carried out Culturally back translation of the questionnaires should be doneIntervention program on comprehensive stress management strategy should be conducted to reduce occupational stress and to improve quality of life of factory workersFurther studies should use other job stress model such as effort-reward imbalance model, job-person fit model to identify other important stressorsSlide19

Thank You Slide20

Q & A