A Study on Impact of Work Place Support in Reducing Work Stress with Special Reference in the Women Employees of Select IT Companies in Bangalore City

Transcription

1 Volume 119 No , ISSN: (on-line version) url: A Study on Impact of Work Place Support in Reducing Work Stress with Special Reference in the Women Employees of Select IT Companies in Bangalore City 1 S.M. Chockalingam and 2 P. Sudarshan 1 Commerce, Karpagam Academy of Higher Education, Coimbatore. 2 Commerce, Karpagam Academy of Higher Education, Coimbatore. Abstract The topic of work life conflict is attracting more concern at present. Thus there is an increased need to have deep study on the issue mentioned above. This study is intended to find out the impact of work place support in reducing work stress among the women employees in IT companies. It is an attempt to understand the real issues pertaining to the women employees in IT companies. The study is based on empirical or survey method. 158 Questionnaires is administered to employees in select IT companies in Karnataka. A Questionnaire is in Likert s 5 points scale. The findings obtained by the statistical tools used for research. The findings on the analysis of Variance (ANOVA) show that there is a significant different (p<0.001, HS) response towards work life conflicts among women employees. Thus, Null hypothesis is rejected. It is inferred that there is a significant relation among various components of work life conflicts among women employees in select IT companies. Key Words:Work life conflict, women, IT sector, mutuality concept, work environment, role of women employees, work stress. 1407

2 1. Introduction The topic of work place support in reducing work stress is attracting increased concern among commerce and management scholar. There is a need for the provision of congenial work environment to reduce the stress level among the employees in general and women employees in particular in companies. Employee friendly practices and provisions of hygienic work environment i.e. both physical and environment in the work place is necessary to reduce the work stress among them. There are two approaches based on the mutuality concept as suggested by Mahatma Gandhi i.e. what is good for you, is good for me, what is good for me is good for you and what is good for you and me is good for the entire system. Similarly, what is good for the employees of the IT Companies is good for the Management of IT companies, and what is good for the Management of IT Company is good for the employees of IT Companies. And what is good for the Management of IT Companies and IT employees is good for the entire system. For this, the employees are to be inspired, empowered and motivated. In addition to this family- factory aspects of women employees works in the IT companies are to be taken care of. Presently, employee is an ambitious and career oriented who has shifted from the traditional male breadwinner role to dual earner couples and single parent families. Earlier his role is only limited to house hold activities. The parent economic and educational and infrastructural facilities have encouraged women to opt for prominent position in the corporate world. Most of the women in corporate, handle their jobs smoothly and somehow try to balance between family life and professional life. 2. Concept of Work Life Balance Work and family represent the most important aspects of one s life, generally referred as work life conflict. Employees who experience high levels of conflict between work and non-work related to have lower levels of job satisfaction and job performance. In many cases they withdraw from the work and experience greater sickness, absence and intention to leave the organization. Strain based conflict may be a product of work or home stresses which can lead to stress symptoms of tension, anxiety depression and irritability. This calls for managing of factory family roles or relationship by Employees/ Executives/ Managers. A person has to strike balance among personal roles, company roles and social roles so that he/she can contribute towards the roles that he/she assumes in his/her career. 1408

3 3. Review of Literature The review of literature is highly important and beneficial to design the present study as it indicates that research gap in the study on the impact of work place supports in reducing work stress with reference to the women employees in select IT companies in Karnataka. ARYEE (1992) 1 examined the impact of five antecedent sets of work and family domain variables on work-family conflict and the impact of work- family conflict on well- being and work out come measures. These five antecedents include life role salience, family stressors, work stressors and work schedule stressors. The result has indicated that married professional women experience moderate amount of work-family conflict. It is found that parental demands are significantly positively related to job-parent conflict. 2 Kim Siew Lee Fean and Ling Seow Choo (2001) 2 studied the source and types of work-family conflict among 102 married Singapore women entrepreneurs. The study includes work hours, work schedule inflexibility, work stressors, number and age of children and family support. The findings are that number of hours of worked, work stressors and schedule inflexibility are positively related to work. Presently the study is more significant as most of the young women employees are entering into IT sector, who normally have work-family dilemma. The study has been undertaken to fill gap in the existing research related to the women employees in IT sector. Alam (2009) worked on co-relation between working hours and family life. He found that both family and work life balance got affected very much on an average with those employees working for above 10 hours every day for their enterprises. Sometimes there is no time to move out due to tight schedules and deadlines to meet up with the targets assigned at workplace. Corporate expectations clash with individual interests when tasks are carried out for more number of hours than they should. Sandhu (2006) says that especially women s working in services sector for longer hours find difficult to balance family and work. Stress factor has a direct impact on work productivity. One more problem noticed among these employees is that they quit their jobs after their marriages. Indirectly an organization loses one deserving candidate who is eagerly waiting to take up the given task. Bhargava S and Baral, R, 2009, is of opinion that, even if work from home options are given out, it is only for those manage working at urban locations and has been working at premier posts with higher (Senior) designations and not to the lower level designation. Hence this approach of organizations may not bring many changes at work life balances, as their spouses may not have same 1409

4 working shifts and may miss out every now and then. Smitha S (2004) says that organizations approach today is only towards building top line and bottom line growth and not in stream lining its H.R policies affecting work life balance of their employee s families. Presently a time has closely approached where they have to work out a proper schedules to be prepared and fixed for its employees, after obtaining their due consent and willingness. Bagozzi says that an organization H.R module requires proper analysis in terms of its policy mechanisms on work schedules. Relaxed and flexible schedules can definitely bring employees back to track at work place and also equally enjoy with their families. Proper attachment at both places can only make employee a true asset everywhere. Chitra D (2012) found in her study that there is a direct connection between job satisfaction and work life balance. In the initial stages of job, it is very much necessary to know, how jobs make employees feel comfortable, but in the later stages, in case if it is found that employees get fed up in their monotonous works and look out for a strong change in work schedule, it is clear that they need a change. If changes are made in their work, then work is carried out at the same spirit. It is better to respond authentically to earlier warming signals of employees Objectives of Study The following are the objectives of study, these are as follows. To understand the various components pertaining to work life conflict of BPO employees. To study the job perception and job satisfaction of employees. To analyze the impact of work place support on reducing employees job related stress. To give findings and suggestions based on analysis of study 4. Need for Study A work life conflict balance is a critical issue for women in the modern society. An in depth understanding of the issue is not only desirable but also indispensable. The misted behavior of employees in the org/companies effects individual employee s family by creating of work and family affairs. A work and family mother missed women have to assume multiple roles in relation to family and work. Most of the career, the issues partiality at work prejudice among the employees towards women employees may be in the form of questions would you able to continue after marriage. Working in night shift, ill treatment in the name of morality, harassment work both in factory and family may be in the form of cooking food, taking care of children, old parent, 1410

5 husband etc. Another challenge for women employees is that of striking proper balance among there aspects family life, factory life and personal life less in decision making process in family/factory/ though she has enough Knowledge. Arora, Hartman, R.I. and stoner, C.R (1990). Work home role conflict in female owners of small business. An exploratory study Journal of small business mgmt. vol.28, No.1, pp By taking in to consideration, the various issues mentioned above the study tries to uncover the basic problems facing by women employees in IT sector in Bangalore city. Research Gap Earlier, lot of researches have been done and studies initiated by different scholars. Each one of them has come out with their own individual opinion based on their experience and expertise. Job stress can be looked out from different angles, from shift point of view, working conditions and work climate point of view, organizational internal support for their favorite & influential employees and not for all the employees, discrimination and politics etc. In the long run this will negatively affect the organization and it will become more difficult for it to retain the creamy layered employees. New employees may take time and may not deliver that results compared to the earlier employees. Earlier employees may know some internal secrets, has a very good contacts and because of them there may be other clients who may be willing to get associated with the organization. Hence to retain existing employees and take their beneficial services, (Take the best out of them) it is necessary to identify stress causing factors and try to root out the same too much of the extent. 5. Research Design Research design to be discussed in five points such as Methodology, Sample, Data collection, Data analysis methods, Data analysis 6. Methodology Methodology used for conducting this study is based on survey carried out at select IT companies at Bangalore in which the selected BPO employees are asked to give their opinion to the various questions in the designed questionnaire in order to collect the data from the original source and also by their individual opinion method. This study was descriptive and analytical in nature. The study is mainly carried out using the primary data and also the secondary data collected from published and unpublished source. However, secondary sources of data are collected specifically by consulting related books, magazines, journals and related sites. A Questionnaire was administered to 158 women employees in select IT companies. Appropriate and relevant statistical tools and techniques will be used such as Descriptive statistics (Mean and S.D), Analysis 1411

6 of Variance (ANOVA) and Chi-square test. Tools used for the study is shown in the table: Table 1: Criteria Used for the Research Study Class Perception of employee Strongly disagree disagree Neither/nor Agree Strongly agree Source: Likert s scale Sample Method Used A Sample of 158 respondents was selected from the female employees in the IT sector to obtain the real response from them. So that the study will ensure a holistic view on the same. Method of sampling used in this study is convenient (Simple random sampling). Statement of Problem Experienced employees are the real assets of the company and are very familiar with companies and client s interest. Their presence and their significant contribution for the organization itself can do a lot of things. If workers are not provided with basic amenities, proper working climate, flexible working hours, fixed number of holidays etc, their attachment towards the organization will come down. If they decide to quit, there are large chances that whole team in association with them quit and look out for other jobs. In other words, they plan out their exit from the organization. Earlier warning signals should be understood carefully and the necessary measures should be adopted to avoid these kinds of problems. 7. Data Collection Data collection instrument used in this study includes the response of women employees in IT companies through a five-point scale with strongly agree, disagree, neither or nor, agree, strongly agree. Based on the data gathered, here are some suggestions proposed to reduce the work life conflict among women employees. Ensuring higher factory family relationship by providing homely atmosphere in the work place, both in the form of physical setup in the company and psychological feeling in the minds of employees working in companies for example Infosys Ltd in Bangalore and Mysore branch provides chance for employees to relax after work by organizing some informal get together function, pollution free atmosphere by encouraging use of Bicycle in the campus, introduction of total quality management practices. Healthy practices allow women employees to have regular conduct for communication with their family members provision of frequent Medical checkup facilities, employee counseling, job rotation, job enrichment, moderate working hours, other facilities etc. Normally IT companies provide 10 days leave for the marriage of their employees but it is not the sufficient number of holidays, at least 20 days 1412

7 should be given so that they can also participate in the social function. It will boost up their morale and hence reduces work life conflict among them. This calls for strong commitments from the companies. High level of employee participation, linkage of different roles of women employees continuous training policy, regular recognition of employees rewards and appreciation of employees. Understanding the potentials of each employee and guiding the same to ensure whole personality of employees The role conflict factors such as appreciation odd working hours defects in grievances handing are to be reduced. 8. Data Analysis The table represents various components of work life conflict among women employees in selected IT companies Components Strongly agree I am satisfied with my job 22 /free/ leisure hours (12.9) I am happy to get nice 16 sleep at night (10.1) I am satisfied about 16 spending quality time for (10.1) myself I am satisfied with the 22 exercise I undergo every (13.9) day I am satisfied with my 4 travelling arrangements (2.5) that I have I feel I am more cheerful 12 (7.6) I am satisfied with family 6 trips during vacation (3.8) Satisfaction for good 4 cooperation from my (2.5) family members for looking and serving a balanced health I am satisfied with my weekend shopping and outing with my family I am satisfied with time I am spending with my partner I am satisfied with engagements in social activities and participation I have regular contacts with relatives and family members I am satisfied with my relationship at work I am satisfied with working hours I am concentrating on my children 's education Source; Survey Data 14 (8.9) 8 (5.1) 6 (3.8) 18 (11.4) 10 (6.3) 24 (15.2) 4 (2.5) agree Neither/nor disagree Strongly disagree (3.8) (20.3) (48.1) (13.9) (3.8) (11.4) (44.3) (30.4) (8.9) (25.3) (44.3) (11.4) 24 (15.2) 12 (7.6) 8 (5.1) 20 (12.7) 6 (3.8) 16 (10.1) 6 (3.8) 16 (10.1) 8 (5.1) 16 (10.1) 36 (22.8) 2 (1.3) 48 (30.4) 28 (17.6) 44 (27.8) 40 (25.3) 38 (24.1) 28 (17.7) 68 (43.0) 36 (22.8) 36 (22.8) 28 (17.7) 46 (29.1) 112 (70.9) 52 (32.9) 84 (53.2) 78 (49.4) 70 (44.3) 78 (49.4) 68 (43) 54 (34.2) 80 (50.6) 80 (50.6) 86 (54.4) 46 (29.1) 36 (22.8) 12 (7.6) 30 (19) 16 (10.1) 22 (13.9) 32 (20.3) 32 (20.3) 22 (13.9) 20 (12.7) 16 (10.1) 18 (11.4) 6 (3.8) 4 (2.5) Mean and standard Percentage deviation mean ± ± ± ± ± ± ± ± ± ± ± ± ± ± ± Response towards satisfaction of the job: 12.9% of the respondents strongly agree, 3.8% of them agree, 20.3% of neither/nor 48.1% of them disagree, 13.9% of them strongly agree that they are satisfied with their job. The percentage means (Mean and SD ± ) as it falls in the category of 60% 1413

8 to 80%. Response towards nice sleep at night: 10.1% of the respondents strongly agree, 3.8% of them agree, 11.4% of neither/nor 44.3% of them disagree, 30.4% of them strongly disagree that response towards nice sleep at night. The percentage means (Mean and SD ± ) as it falls in the category of 60% to 80%. Response towards satisfaction about spending quality time: 10.1% of the respondents strongly agree, 8.9% of them agree, 25.2% of neither/nor 44.3% of them disagree, 11.4% of them strongly disagree that response towards satisfaction about spending quality time the percentage means (Mean and SD ± ) as it falls in the category of 60% to 80%. Respondents towards satisfaction with the exercise undergo every day: 13.9% of the respondents strongly agree, 15.2% of them agree, 30.4% of neither/nor 32.9% of them disagree, 7.6% of them strongly disagree that response towards satisfaction with the exercise undergo every day the percentage means (Mean and SD ± ) as it falls in the category of 60% to 80%. Response towards travelling arrangements: 2.5% of the respondents strongly agree, 7.6% of them agree, 17.7% of neither/nor 53.2% of them disagree, 19% of them strongly disagree that response towards travelling arrangements the percentage means (Mean and SD ± ) as it falls in the category of 60% to 80%. Attitude towards cheerfulness: 7.6% of the respondents strongly agree, 5.1% of them agree, 7.8% of neither/nor 49.4% of them disagree, 10.1% of them strongly agree attitude towards cheerfulness. The percentage means (Mean and SD ± ) as it falls in the category of 60% to 80%. Response towards recreation with family members: 3.8% of the respondents strongly agree, 12.7% of them agree, 25.3% of neither/nor 44.3% of them disagree, 13.9% of them strongly agree response towards recreation with family members. The percentage means (Mean and SD ± ) as it falls in the category of 60% to 80%. Response towards cooperation from family members: 2.5% of the respondents strongly agree, 3.8% of them agree, 24.1% of neither/nor 49.4% of them disagree, 20.3% of them strongly agree response towards cooperation from family members.the percentage means (Mean and SD ± ) as it falls in the category of 60% to 80%. Response towards weekend shopping and outing with my family: 8.9% of the respondents strongly agree, 10.1% of them agree, 17.7% of neither/nor 1414

9 43.0% of them disagree, 20.3% of them strongly agree that they response towards weekend shopping and outing with my family. The percentage means (Mean and SD ± ) as it falls in the category of 60% to 80%. Opinion towards time spending with partner: 5.1% of the respondents strongly agree, 3.8% of them agree, 43.0% of neither/nor 34.2% of them disagree, 13.9 % of them strongly agree that opinion towards time spending with partner. The percentage means (Mean and SD ± ) as it falls in the category of 60% to 80%. Satisfaction level with engagements in social activities and participation: 3.8% of the respondents strongly agree, 10.1% of them agree, 22.8% of neither/nor 50.6% of them disagree, 12.7% of them strongly agree that the satisfaction level with engagements in social activities and participation: The percentage means (Mean and SD ± ) as it falls in the category of 60% to 80%. Response towards regular contacts with relatives and family members: 11.4% of the respondents strongly agree, 5.1% of them agree, 22.8% of neither/nor 50.6 % of them disagree, 10.1% of them strongly agree that they response towards regular contacts with relatives and family members. The percentage means (Mean and SD ± ) as it falls in the category of 60% to 80%. Opinion about relationship at work: 6.3% of the respondents strongly agree, 10.1% of them agree, 17.7% of neither/nor 54.4% of them disagree, 11.4% of them strongly agree that their opinion about relationship at work. The percentage means (Mean and SD ± ) as it falls in the category of 60% to 80%. Opinion towards working hours: 15.2% of the respondents strongly agree, 22.8% of them agree, 29.1% of neither/nor 29.1% of them disagree, 3.8% of them strongly agree that opinion towards working hours. The percentage means (Mean and SD ± ) as it falls in the category of 40% to 60%. Opinion towards concentrating on their children s education: 2.5% of the respondents strongly agree, 1.3% of them agree, 70.9% of neither/nor 22.8% of them disagree, 2.5% of them strongly agree that opinion towards concentrating on their children s education. The percentage means (Mean and SD ± ) as it falls in the category of 60% to 80%. 1415

10 Table represents relationship of various component of work life conflict through ANOVA I am happy to get nice sleep at night I am satisfied about spending quality time for myself I am satisfied with the exercise I undergo every day I am satisfied with my travelling arrangements that I have I feel I am more cheerful I am satisfied with family trips during vacation satisfaction for good cooperation from my family members for looking and serving a balanced health I am satisfied with my weekend shopping and outing with my family I am satisfied with time I am spending with my partner I am satisfied with engagements in social activities and participation I have regular contacts with relatives and family members I am satisfied with my relationship at work I am satisfied with working hours I am concentrating on my children 's education Sum of Squares Df Mean Square F Sig. Between Groups Within Groups Total Between Groups Within Groups Total Between Groups Within Groups Total Between Groups Within Groups Total Between Groups Within Groups Total Between Groups Within Groups Total Between Groups Within Groups Total Between Groups Within Groups Total Between Groups Within Groups Total Between Groups Within Groups Total Between Groups Within Groups Total Between Groups Within Groups Total Between Groups Within Groups Total Between Groups Within Groups Total Analysis of Variance (ANOVA) shows that there is a significant difference (p<0.001, HS) in perception towards fourteen Components of work life conflicts with job satisfaction. It is observed that the work life conflict results in job satisfaction. 1416

11 Research hypothesis H1: There is no significant difference between the job satisfactions with personal life Chi-Square Tests Value Df Asymp. Sig. (2-sided) Pearson Chi-Square a Likelihood Ratio Linear-by-Linear Association N of Valid Cases 158 a. 15 cells (60.0%) have expected count less than 5. The minimum expected count is.30. The obtained Pearson Chi-Square value of a is found to be significant at 0.05 level of significance, thus, null hypothesis is rejected. It is inferred that the Chi square statistic is, in this case, a with 16 degrees of freedom. This is highly significant.000. The footnote states that no cells have an expected count of less than 5 and the minimum expected frequency for each cell in the table is.30, this means that assumptions of the Chi-square test are satisfied. H2: There is no significant relationship between the work environment and job satisfaction Chi-Square Tests Value df Asymp. Sig. (2-sided) Pearson Chi-Square a Likelihood Ratio Linear-by-Linear Association N of Valid Cases 158 a. 17 cells (68.0%) have expected count less than 5. The minimum expected count is.38. The obtained Pearson Chi-Square value of a is found to be significant at 0.05 level of significance, thus, null hypothesis is rejected. It is inferred that the Chi square statistic is, in this case, a with 16 degrees of freedom. This is highly significant.000. The footnote states that no cells have an expected count of less than 5 and the minimum expected frequency for each cell in the table is.38, this means that assumptions of the Chi-square test are satisfied. H3: There is no significant relationship between the working hours and job satisfaction. Chi-Square Tests Value df Asymp. Sig. (2-sided) Pearson Chi-Square a Likelihood Ratio Linear-by-Linear Association N of Valid Cases 158 a. 12 cells (48.0%) have expected count less than 5. The minimum expected count is

12 The obtained Pearson Chi-Square value of a is found to be significant at 0.05 level of significance, thus, null hypothesis is rejected. It is inferred that the Chi square statistic is, in this case, a with 16 degrees of freedom. This is highly significant.000. The footnote states that no cells have an expected count of less than 5 and the minimum expected frequency for each cell in the table is.30, this means that assumptions of the Chi-square test are satisfied. 9. Suggestion Based on the data gathered, here are some suggestions proposed to reduce the work life conflict among women Employees. Ensuring higher factory family relationship by providing homely atmosphere in the work place, both in the form of physical setup in the company and psychological feeling in the minds of employees working in companies for example Infosys Ltd in Bangalore and Mysore branch provides chance for employees to relax after work by organizing some informal get together, function, pollution free atmosphere by encouraging use of bicycles in the campus, introduction of total quality management practices/ Healthy practices. Allowing women employees to have regular contact or communication with their family members. Provision of frequent medical checkup facilities, employee counseling, job rotation, job enrichment, moderate working hours, leave facilities etc. Normally IT companies provide 10 days leave for the marriage of their employees but it is not the sufficient number of holidays, at least 20 days leave can be given so that they can also participate in the social function. It will boost up their morale and hence reduces work life among them. This calls for strong commitment from the companies. High level of employee participation, linkage of different roles of women employees, continuous training policy, regular recognition of employees, rewards and appreciation of employees. Understanding the potentials of each employee and guiding the same to ensure whole personality of employees The role conflict factors such as frustration, over regimentation, feeling of lack of appreciation, odd working hours, defects in grievances handling are to be reduced. 10. Conclusion The work life conflict among women employees in IT Sector is one of the major issues both from the point of view of the management and women employees as well. Liberalization, Privatization and Globalization has provided chance for all employees in general and women employees in particular, a chance for explore, expose and excel in the IT sector. From the companies point of view, it is the 1418

13 good time to utilize the emerging opportunity in the form of women work force in the company, by evolving a continuous, concretized and comprehensive policy towards women employees in IT sector, so that the work life conflict among them can be reduced to the maximum extent possible by increasing job satisfaction level among them. Reduction of work life conflict among women employees definitely ensures win-win-approach both to the employees and management in IT sector. Thus there is an emergency need to recognition of individual institution, relationship, factory-family relationship which will ensure reduction in the work life conflict and thereby ensure higher productivity, greater commitment and increased job satisfaction. Bibliography [1] Alam G.A. et.al, Relationship of job and family, journal of applied psychology 81(4) (1996), [2] Arora R., Hartman R.I., Stoner C.R., Work-home role conflict in female owners of small business: an exploratory study, Journal of Small Business Management 28(1) (1990), [3] Aryee S., Antecedents and outcomes of work family conflict among married professional women: Evidence from Singapore, Human Relations 45(8) (1992). [4] Bhargava S., Baral R., Antecedents and consequences of workfamily enrichment among Indian managers, Psychological Studies 54(3) (2009). [5] Bagozzi et.al, On the evaluation of HR modules, Journal of academy of Human resources, [6] Chitra D., A study on employees perception on quality of work life in manufacturing organization, Indian journal of commerce 1(2) (2012), [7] Green D.H., Zenistc T., Dual Career Couples Individual and organizational implication, Journal of business ethics 2 (1983). [8] Kenrad A.M., Mangel R., The impact of work life programs in Firm productivity, Strategic management Journal 21(12) (2000), [9] Lee Siew Kim J., Seow Ling C., Work-family conflict of women entrepreneurs in Singapore, Women in Management review 16(5) (2001), [10] Sandhu H.S., Work life conflict among women employees in service sector, An empirical study Journal of advances in Management research 3(2),

14 [11] Smith S., Tracing a time line for work and family research in India, EPW (2004), [12] Robbins S., Organizational behavior, Pearson s Ltd New Delhi (2012), [13] Mackey Jones W., McKenna J., Women and work-home conflict: A dual paradigm Approach, Health Education 102(5) (2002),

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