Mohammad Amiri received the MS (Public Administration - specialization in Human Resources Management and Labor Welfare) and PhD (Public Administration - specialization in Human Resources Management) degrees from the Bharati Vidyapeeth University and Panjab University, Pune & Chandigarh, India, in 2016 and 2021, respectively. He is the author or co-author of various papers in international refereed journals and conference contributions. He has given several invited/plenary talks at international conferences. His research interests are Occupational Stress in the Workplace, Corporate Social Responsibility, Human Resources Management, Sociology of Organizations, and NGO Management.
After several years in Human Resources and research in Human Resources Management, Talent Management, Occupational Stress, and Organizational Culture, he’s so excited to work in a field with the unique idea and power to transform both organizations and people. His experience in both Corporate and Start-up settings has allowed him to hone the careful balance between a strategic and hands-on approach. His daily goal is to improve the employee experience through empathy and excellence to create cultures that engage, develop, and empower its people.
His areas of expertise include Talent Management, Performance Management, Conflict Management, Occupational Stress and Stress Management, Organizational Development, Leadership Development, Employee Relations, Team Building, Workforce Planning, Learning and Development, Culture, Diversity, Recruitment Lifecycle Management, and Engagement.
After several years in Human Resources and research in Human Resources Management, Talent Management, Occupational Stress, and Organizational Culture, he’s so excited to work in a field with the unique idea and power to transform both organizations and people. His experience in both Corporate and Start-up settings has allowed him to hone the careful balance between a strategic and hands-on approach. His daily goal is to improve the employee experience through empathy and excellence to create cultures that engage, develop, and empower its people.
His areas of expertise include Talent Management, Performance Management, Conflict Management, Occupational Stress and Stress Management, Organizational Development, Leadership Development, Employee Relations, Team Building, Workforce Planning, Learning and Development, Culture, Diversity, Recruitment Lifecycle Management, and Engagement.
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Papers by Mohammad Amiri
Materials and Methods: The present study is descriptive in nature and focuses on the impact of occupational stress on employees in the IT sector. The total sample comprised of 300 respondents in all 150 from Chandigarh and 150 from Pune respectively. Respondents from the IT organizations were a part of the study. A stratified random sampling technique was employed to select the respondents.
Results: The result of study shows that occupational stress index where causes of occupational stress are concerned found that work overload, paucity of information, contradictory instructions regarding work, monotonous nature of assignments, less salary in comparison to the quantum of labor/work, working under tense circumstances, colleagues and subordinates trying to defame and malign one as unsuccessful, seldom being rewarded for hard labor and efficient performance, assignments being risky and complicated, having to dispose of work hurriedly, having to produce more work than usual, bearing responsibility for the progress and prosperity of the organization, higher authorities not giving due significance to one’s post and work, feeling that the job makes life cumbersome, being busy with official work, unclear expectations of higher authorities, doing work that ought to be done by others and inability to carry out assignments are the main causes that have affected the IT employees in our sample at workplace. Additionally, one major finding of our study is that the employees working in IT organizations in Chandigarh seem to be experiencing more occupational stress than those working in Pune IT organizations.
Conclusion: The present study indicates that, Management of stress is the process related to eradicating the problem of occupational stress among the employees. With a view to developing an effective stress management program, it is required to recognize the factors that are central to employees’ efforts of controlling their occupational stress.
Now, several months after the spread of the coronavirus in the world, people with an unprecedented history of the virus are finding themselves under the influence of a pervasive virus in the world. Through the study, an attempt has been made to highlight the impact of the COVID-19 on human social life.
In the business world investment is made in machinery, equipment and service. Time and money is spent ensuring that they provide what their suppliers claim. In other words, the performance is constantly appraised against the expected result.