A STUDY ON QUALITY OF WORK LIFE AMONG THE EMPLOYEES OF DALMIA CEMENT INDUSTRY

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1 A STUDY ON QUALITY OF WORK LIFE AMONG THE EMPLOYEES OF DALMIA CEMENT INDUSTRY Dr. A. Velaganni Joseph 1 S.Jainab Bee 2 Abstract This descriptive study is an attempt to know about the quality of work life among the employees of Dalmia cements, Ariyalur, Tamil nadu. Quality of work life means the degree to which members of a work organization are able to satisfy important personal needs through their experience in the organization. The total size of the universe consists of 400 employees of the production unit. The researcher selected 120 employees as sample for the study. The researcher used standard questionnaire developed by, Santhosh Dhar, Upinder Dhar, Rishu Roy (2005). It was found that more than half of the respondents perceived high level of quality of work life and its dimensions like proactive, human relations, learning organization and work life balance. Through the analysis it was revealed that there is no significant difference between the marital status, gender difference and qualification differences with regard to their overall quality of life and its dimensions. Keywords : Quality Of Work Life, Employees, Gender, Marital Status And Educational Qualification Introduction Quality of work life is the degree to which members of a work organization are able to satisfy important personnel needs through their experience in the organization- J. Richard and J.Loy Quality of work life requires the employees to actively participate in shaping the work environment. This helps the organization to be effective and also results in improved quality of life at work for employees. Review of Literature Azril, M.S.H et. al., (2010) in their study discovered whether quality of work life among the agriculture extension employee to have impact on their work performance or not. The study necessarily estimated quality of work life function in enhancing work performance, analyzed the most important factor and variables on this work performance. Results depict that all of the nine qualities of work life studied have significant and positive relationship with work performance where the highest relationship occurred between individual and family life with work performance. Kameswara Rao and Venugopal (2009) illustrated their perceptions concerning Quality of Work Life of employees in India. They suggested on four dimensions of Quality of Work Life and labelled as favourable work environment, personal growth and autonomy, nature of job, and stimulating opportunities and co-workers. Employees viewed a high Quality of Work Life as one in which there was no negative impacts on personal life and such a high Quality of Work Life would also exhibit an absence of inappropriate work demands. Maimunah Ismail (2008) in his study examined that many factors determine the meaning of quality of work life (QWL), one of which is work environment. A group of workforces that is greatly affected in QWL as a result of dynamic changes in work environment is information technology (IT) professionals. The constructs of QWL discussed are health and well-being, job security, job satisfaction, competency development, work and nonwork life balance. Raduan Che Rose et al., (2006).Another empirical study was done to predict QWL in relation to career-related dimensions The sample consists of 475 managers from the free trade zones on Malaysia for both Multinational Corporations (MNCs) and Small and Medium Industries (SMIs). The results indicate that three exogenous variables are significant: career satisfaction, career achievement, and career balance, with 63 per cent of the variance in QWL. Sirgy et. al., (2001) suggested that the key factors in quality of working life are: Need satisfaction based on job requirements, Need satisfaction based on Work environment, Need satisfaction based on Supervisory behaviour, Need satisfaction based on Ancillary programmes and organizational commitment. They 1. Head & Associate Professor, Youth Empowerment Department, Madurai Kamaraj University, Madurai. 2. Research Scholar, Jamal Mohamed college (Autonomous), Trichy. Page 210

2 Print ISSN: defined quality of working life as satisfaction of these key needs through resources, activities, and outcomes stemming from participation in the workplace. Maslow?s needs were seen as relevant in underpinning this model, covering Health and safety, Economic and family, Social, Esteem, Actualisation, Knowledge and Aesthetics, although the relevance of non-work aspects play down, as attention is focused on quality of work life rather than the broader concept of quality of life. The above research attempted at defining quality of working life and has included theoretical approaches, lists of identified factors, correlational analyses, and opinions varying as to whether such definitions and explanations can be both global, or based on the need to be specific to each work setting. Some have argued that quality of working life might vary between groups of workers. Objectives of the study To study the socio economic profile of the respondents in the selected organization. To assess the quality of work life and its dimensions. To know the influence of the selected variables on quality of work life. Research hypotheses There is a significant difference between gender of the respondents with regard to their quality of work life There is a significant difference between marital status of the respondents with regard to their quality of work life There is a significant difference between educational qualification of the respondents with regard to their quality of work life Research design Descriptive research has been done in this project; descriptive research is concerned with describing the socio demographic characteristics the employees along with the quality of life of and its various dimensions. Universe and Sampling The study is intended to find the existing quality of work life among the employees in the organization. The total size of the universe consists of 400 employees of the production unit. The researcher selected120 employees as sample for the study. The sample has been selected through lottery method by adopting simply random sampling technique. Tools for data collection : The researcher used standard questionnaire developed by, Santhosh Dhar, Upinder Dhar, Rishu Roy (2015) Results and discussion Findings related to socio-demographic variables: More than 1/4th (28.3 %) of the respondents were 36 to 40 years of age. A majority (75.8 %) of the respondents were Male. More than half (60.8 percent) of the respondents were Married. A little more than 1/3rd(35 percent) of the respondents were Under Graduates A little more than 1/4th(29.2 percent) of the respondents have 7 to 8 years of work experience More than 1/2 (60 percent) of the respondents were from Nuclear Family A little less than 2/5th (39.2 percent) of the respondents belonged to families of Medium size having 5-8 members in their family A little more than 1/2 (52.5 percent) of the respondents were getting Rs to as salary. Nearly 3/4th(72.5 percent) of the respondents were from Rural areas Nearly ½(45 percent) of the respondents were labours. More than 1/2 (69.2 percent) of the respondents Employment tenure were an Temporary basis Employees That exactly 3/5th(60 percent) of the respondents were Hindus 63.3 percent of the respondents were living in the Rental House That 31.7 percent of the respondents were Outstation people (45.8 percent) of the respondents Mode of Transport was Two wheeler More than 1/2 (65.8 percent) of the respondents Know about Corporate Social Responsibility activities A little more than 3/5th (65 percent) of the respondents were not Members in Trade Union Page 211

3 Sl. No. 1 Proactive Table - 1 : Distribution of the respondents by Quality of work life Various dimension of quality of work life High Work-life balance High Human relations High Learning organization High Overall Quality of work life No. of respondents Percentage (n=120) (100%) High The above table shows that more than half of the respondents were in high level Proactive (51.7%), work life balance (65 %), human relations (51.7%) and learning organization (55.8 percent). Regarding overall quality of work life, more than half (55.8%) of the respondents had high quality of work life. Table - 2 : T-Test between gender of the respondents and their quality of work life Gender Mean S.D Statistical inference 1. Proactive T= Df=118 Male (n=91) P >0.05 Female (n=29) Not Significant 2. Work-life balance T=.301 Df=118 Male (n=91) P >0.05 Female (n=29) Not Significant 3. Human relations T=-.028 Df=118 Male (n=91) P >0.05 Female (n=29) Not Significant 4. Learning organization T= Df=118 Male (n=91) P >0.05 Female (n=29) Not Significant Overall Quality of work life T=-.890 Df=118 Male (n=91) P >0.05 Female (n=29) Not Significant Page 212

4 Print ISSN: The above table reveals that there is no significant difference between gender of the respondents and their quality of work life. Hence, the calculated value greater than table value. Further the mean scores reveal that the respondents in the Female have higher level of quality of work life than others however there is no significant difference seen between the respondents gender with regard to their quality of work life and its dimensions. Research hypothesis I There is a significant difference between gender of the respondents and their opinion about overall quality of work life Null hypothesis for Research hypothesis I There is no significant difference between gender of the respondents and their opinion about overall quality of work life. Student t test was applied and it is inferred there is no significant difference between gender of the respondents and their opinion about overall quality of work life. Hence research hypothesis is rejected and the null hypothesis is accepted. Table - 3 : T-Test between marital status of the respondents and their quality of work life Marital status Mean S.D Statistical inference 1. Proactive T=-.956 Df=118 Married (n=73) P >0.05 Unmarried (n=47) Not Significant 2. Work-life balance T=-.813 Df=118 Married (n=73) P >0.05 Unmarried (n=47) Not Significant 3. Human relations T= Df=118 Married (n=73) P <0.05 Unmarried (n=47) Significant 4. Learning organization T= Df=118 Married (n=73) P >0.05 Unmarried (n=47) Not Significant Overall Quality of work life T= Df=118 Married (n=73) P >0.05 Unmarried (n=47) Not Significant The above table reveals that there is no significant difference between marital status of the respondents and their quality of work life. Hence, the calculated value greater than table value. Further the mean scores reveal that the respondents in the unmarried have perceived higher level of quality of work life than others, however there is no significant difference seen between the respondents marital status with regard to their quality of work life and its dimensions. Research hypothesis II There is a significant difference between marital status of the respondents and their opinion about overall quality of work life Null hypothesis for Research hypothesis II There is no significant difference between marital status of the respondents and their opinion about overall quality of work life. Page 213

5 Student t test was applied and it is inferred there is no significant difference between marital status of the respondents and their opinion about overall quality of work life. Hence research hypothesis is rejected and the null hypothesis is accepted. The above table reveals that there is no significant difference between educational qualification of the respondents and their quality of work life. Hence, the calculated value greater than table value. Further the mean scores reveal that the respondents in the diploma have perceived higher level of quality of work life than others, however there is no significant difference seen between the respondents educational qualification with regard to their quality of work life and its dimensions. Research hypothesis III There is a significant difference between educational qualification of the respondents and their opinion about overall quality of work life. Null hypothesis Research hypothesis III There is no significant difference between educational qualification of the respondents and their opinion about overall quality of work life One way ANOVA f test was applied to test above hypothesis and it is inferred there is no significant difference between educational qualification of the respondents and their opinion about overall quality of work life. Hence research hypothesis is rejected and the null hypothesis is accepted. Suggestions: It is understood from this study that none of the selected socio-demographic variables did not have influence over the quality of work life, hence to improve the quality of work life the following general measures can be of greater use; Quality of Work life improvements are defined as any activity which takes place at every level of an organization which seeks greater organizational effectiveness through the enhancement of human dignity and growth along with stress free healthy working environment. A process through which the stake holders in the organization, management, unions and employees - learn how to work together with harmonious relationship to determine for themselves what actions, changes and improvements are desirable and workable in order to achieve and win goals of an improved quality of life at work for all members of the organization and greater effectiveness for both the company and the unions through recognition, participative management. Conclusion From the above descriptive study it was found that more than half of the respondents perceived high level of quality of work life and its dimensions like proactive, human relations, learning organization and work life balance. Through the analysis it was revealed that there is no significant difference between the marital status, gender difference and qualification differences with regard to their overall quality of life and its dimensions. References Azril, M.S.H., U. Jegak, M. Asiah, A.N. Azman and A.S. Bahaman et al, (2010), CanQuality of Work Life Affect Work Performance among Government AgricultureExtensionOfficers? A Case from Malaysia, Journal of Social Sciences, Vol. 6(1), pp Batra, G. S., and Dangwal, R. S., (2000), Human Resource Management New Strategies, Deep and Deep Publications Pvt. Ltd, New Delhi. Chakraborty, S.K., (1987), Managerial Effectiveness and Quality of Work Life, Indian Insights, New Delhi, Tata McGraw Hill. Jayasankar.J.,Human resource management(2004), Quality of work life, Margham publications, Chennai, PP Kameswara Rao, P., and Venugopal, (2009), Perceptual Factor in Quality of Work Life of Indian Employees published by PARADIGM A Research Journal of IMT bearing ISSN Vol.XIII, NO.1, pp , of IMT-Ghaziabad, Raj Nagar, Ghaziabad (U.P) , India Maimunah Ismail and Guna Seelan Rethinam, (2008), Constructs of Quality of Work Life: A Perspective of Information and Technology Professionals, European Journal of Social Sciences Volume 7, Number 1, pp Raduan Che Rose, LooseeBeh, Jagak uli and khairuddin Idris, (2006), University of Malaysia. Quality of Work Life: 'Implications on Career Dimensions', Journal of Social Science Research, pp Sirgy, M. J., Efraty, D., Siegel, P and Lee, D., (2001), A new measure of quality of work life (QWL) based on need satisfaction and spillover theories, Social Indicators Research, Vol.55, pp Page 214