SUMMARY OF MINOR PROJECT MRP(H)-2001/11-12/KLMGO46/UGC-SWRO Dated28/Sep/12XI Plan

Transcription

1 SUMMARY OF MINOR PROJECT MRP(H)-2001/11-12/KLMGO46/UGC-SWRO Dated28/Sep/12XI Plan Quality of Work Life and Organizational Commitment of Employees In the Public Sector Banks with special reference to Pathanamthitta District By Neethu George, Assistant Professor in Commerce, BAM College, Thuruthicad The study on Quality of Work life and Organizational Commitment of employees in the public sector banks with special reference to Pathanamthitta District has been conducted with the objective of identifying those factors that contributes to QWL and to find out the employees expectation of QWL elements, to evaluate the extent of Organizational commitment of the employees of public sector banks.. The study relies on both primary data and secondary data.the primary data required for the purpose of study has been collected with the help of a questionnaire having questions on Quality of work life and Organizational commitment. The sample for the study comprises of hundred employees of State Bank of India and State Bank of Travancore from Pathanamthitta District. The primary data have been collected from the managers, assistant managers and clerks of the said banks with the help of specially designed questionnaire. The questionnaire consists of two sections. One section consists of questions to measure the level of quality of work life of the respondents. This section consists of statements relating to Quality of Work Life which consist of various variables relating to the eight main factors pertaining to Quality of Work Life.A five point scale was developed to rate the level of satisfaction with respect to the Quality of Work Life of the employees. The respondents were asked to mark their option on this five point scale. The researcher also developed a seven point scale namely Strongly Disagree(1),Moderately disagree(2),slightly disagree(3),neither disagree nor agree(4),slightly agree(5),moderately agree(6),strongly agree(7) for rating the answers to the questions on Organization Commitment. The respondents were asked to mark their option on this seven point rating scale. The data thus collected has been classified and analyzed with the help various statistical tools. Major Findings of the Study Adequate and Fair Compensation Majority (60%) of the respondents express their agreement while only a minority of 6% of the respondents Strongly disagree to the fact that their compensation is adequate to meet the needs of the socially determined standard of living.

2 Majority (52%) of the respondents Agree that the compensation received is commensurate with their level of productivity and 8% of the respondents Strongly Disagree to the statement. Majority (34%) of the respondents strongly Agree that compensation received by them meets their perception of adequate salary. 37% of the respondents strongly agree that compensation is competitive, in relation to other organizations. 45% of the respondents Agreed and 8% of them strongly disagreed that their compensation is sufficient to fulfill their expectations and aspirations and exploit their energy for the sake of the organization. Majority (61%) of the respondents Agree that their compensation is fair considering their educational qualification. Safe and Healthy Working conditions Majority (55%) of the respondents Agree that there is reasonable hours of work in the organization in which they are working. A majority of 55% of the respondents Agree that they have reasonable rest pauses. Majority of 40% of the respondents Agree to the fact that the physical working conditions in the Bank ensure safety and comfort. A majority (51%) of the respondents Agree that the working conditions minimize risk of illness and occupational diseases. 45% of the respondents have expressed their agreement to the fact that there is job redesigning done to eliminate stress. Majority (37%) of the respondents got a neutral opinion i.e. they neither agree nor disagree. And only 4% of the respondents have got a strong agreement to the statement that there are flexible working hours and work schedule. The third statement with respect to strategies for eliminating stress is that greater levels of employee participation particularly in planning changes that affects the employee(x25c).majority(55%) of the respondents Agree to the same and 7% of the respondents Strongly Agree to the statement. Immediate opportunity to use and develop human capacities A majority (64%) of the respondents agree that the job allows the use of wide range of skills and abilities

3 Majority (66%) of the respondents Agree that they are given credentials for the results attained by them. Majority (58%) of the respondents opined by agreeing to that the job provides open channels of communication. Majority (58%) of the respondents Agree that they have opportunities available to put to use the newly acquired talent and lead to personal growth and security.58% of the respondents Agree that opportunities are available to them to plan, regulate and control their own work. Future opportunity for continued growth and security Majority of the respondents agree that the chances of promotion are good. 34% of the respondents strongly agree to the fact that there is good job security. Majority (62%) of the respondents Agree that the job gives them job enrichment. 20% of the respondents Strongly Agree that the job gives them the feel that they are growing intellectually Majority of 55% of the respondents Agree that they get training required developing within the organization. Majority of 64% of the respondents Agree that the training obtained help them in reducing dissatisfaction, complaints and service. A majority (68%) of the respondents Agree that training obtained helps them in increasing quality and productivity of work. Majority of the respondents (42%) Agree that the job gives them utmost job satisfaction. Social integration in work environment Majority (62%) of the respondents Agree that there is opportunity in the work place for preserving personal identity and self-esteem. 75% of the respondents Agree that the work environment in the Bank creates a sense of community and interpersonal openness. Majority of 41% of the respondents Agree that there is equal treatment for all in the work place. 54% of the respondents agree that there is freedom from prejudice based on gender, caste, race and religion in the work place.

4 Constitutionalism in the work place Majority (70%) of the respondents Agree to the fact that the social and individual requirements of the employees are considered in the organization. 38% of the respondents Agree that the organization gives a lot of freedom to decide how to do their own work. Work and Total life space Majority of respondents (62%) Agree that the work is not affecting personal life. Majority (56%) of the respondents Agree that the work schedules, career demands and other job requirements are not taking too much of leisure time and family life. 48% of the respondents have taken a neutral stand by saying that they have neither agreement nor disagreement to the statement that the organization encourages the use of latest technology for balancing family life and work.29% of the respondents Agree to the fact the organization in which they are working encourages the use of latest technology for enabling them to maintain work life balance. Social relevance of work Majority of 62% of the respondents Agree that the organization in which they work is functioning as a socially responsible one 56% of the respondents agree that their job boosts social status. 50% of the respondents agree to that work life match their social life. Organizational Commitment: Level of Agreement of the respondents to the statement that they are willing to put in a great deal of effort beyond what is normally expected to help the organization. Majority (31%) of the respondents Strongly Agree that they will put great deal of effort beyond the expected level in order to help their organization while 10% of them slightly disagree to the same. Level of agreement of the respondents to the statement that they talk to their friends about the organization as a great place to work for Majority (53%) of the respondents strongly agree that they talk up their organization to their friends as a great organization to work for Level of agreement of the respondents to their loyalty to the Organization

5 Majority (66%) of the respondents strongly disagree that they do not have loyalty to the organization. Level of agreement of the respondents to the statement that they would accept almost any type of assignment in order to keep working for the organization. 19% of the respondents strongly agree that they would accept any type of assignment to keep working for the Organisation.23% of the respondents neither disagree nor agree to the fact and 20% of them Slightly Disagree that they are ready to accept any type of assignment so as to be a part of the Organization. Level of agreement of the respondents to the statement that they find their values and values of the organization similar. Majority (33%) of the respondents strongly Agree that their values and that of the Organization in which they work are similar.16% of the respondents Moderately Agree to the statement and 6% of the respondents Strongly Disagree to the fact that their values and the values of the Organization are similar. Level of agreement of the respondents with respect to their pride to tell others that they are part of this organization Majority (65%) of the respondents strongly Agree that they are proud to tell others that they are part of the Organization in which they work. None of the respondents are strongly against disclosing that they are part of the organization in which they work. Level of agreement of the respondents to the statement I could be working for a different organization as long as the type of work was similar The above Table shows the response of the respondents to the statement. Majority (37%) of the respondents strongly disagree to the statement I could be working for a different organization as long as the type of work was similar. Level of agreement of the respondents with respect to the extent to which the organization inspires the very best in the way of job performance Majority (37%) of the respondents Strongly Agree that the organization inspires them to bring out the very best in their job performance Level of Agreement of the respondents to the statement It would take very little change in my present circumstances to cause me to leave this organization. 35% of the respondents strongly disagree to the fact that it would take very little change in their present circumstances to cause them to leave the organization. Level of Agreement to the statement that the respondents are extremely glad that they chose this organization to work for over other organizations.

6 Majority (53%) of the respondents strongly agree that they are extremely glad that they chose the present organization to work for over other organizations. Level of Agreement of the respondents with respect to the extent of care they really have about the fate of the organization Majority (47%) of the respondents strongly agree that they really care about the fate of the organization. Level of Agreement of the respondents to the statement that they are working in the best of all possible organizations Majority (47%) of the respondents strongly agree that they are working in the best organization. Conclusion Quality of work life has become the buzz word of the time. There is no looking back but to realize more and more how to make work environment more and more human. Organizations must create a working life for employees that is sustainable in the long run and that creates more and better jobs. The employees must have the possibility to remain in work for a longer time than today. Working conditions must permit this, and this involves paying attention to the work environment. Quality of work life seeks to provide programmes, services and guidance on practices that encourage a positive, constructive and productive work experience. It is important to understand the perception of employees about their Organizational Commitment as many studies prove that Quality of work Life of employees has got a great impact on Organizational Commitment of the employees.