A Study on Work Style of Information Technology Employees with their Attitude in Chennai District, Tamil Nadu

 

Dr. M. Maheswari

 

ABSTRACT

This study focus on the Work Style of Information Technology Employees with their Attitude in Chennai district, Tamil Nadu. The attitudes of the employees are more important in IT industries. The employees are following their own styles for accomplishing their work. The factors such as self-motivation, work responsibilities, support to colleagues, feel honour to work and personal accomplishment are considered for the research. The descriptive research design was used. 130 are the sample size determined using the simple random sampling technique. The collected data was analyzed and interpreted using statistical method like percentage analysis, linear regression analysis, mean and standard deviation and chi-square analysis. The analysis reveals that there is a significant relationship between willingly accept various work responsibilities and work gives a feeling of personal accomplishment.

 

 

 

INTRODUCTION:

Attitude

An attitude is based on many factors that an employee brings to the workplace. Workers with good attitudes have stronger performance, and workers with poor attitudes exhibit less-than-superior performance [4]. An employee's attitude has a potential to impact his interactions with others and his individual work performance. Attitude affects an employee's reactions to others, including colleagues, supervisors and customers; attitude affects his perception of his job and his value to the organization [5].

 

The employees are categories based on their styles such as data-oriented, detail-oriented, emotionally oriented and idea-oriented. The different style should align with the team to achieve their team goal. The team formation for project work with different work style will result in unique approach [1].

 

RESEARCH METHODOLOGY:

The data was collected using interview methods with the support of well structured questionnaire. The researcher chooses 130 as sample size and data was collected using Simple random sampling method. Simple Percentage analysis, Mean and Standard Deviation, Linear Regression analysis and Chi - Square are the statistical tools used in this research.

 

ANALYSIS AND INTERPRETATION:

Percentage Analysis:

Table 1. Socio-demographic variables of the respondents

Particulars	Number of respondents	Percentage of respondents
Age 15 - 25 years 26 - 36 years 37 - 47 years Above 47 years	26 58 34 12	20 44.62 26.15 9.23
Educational qualification Diploma UG PG	17 71 42	13.08 54.62 32.31
Experience Below 5 years 5 - 15 years 16 - 30 years Above 30 years	39 55 30 6	30 42.31 23.08 4.62
Income Below 15000 15001 - 20000 20001 - 25000 Above 25000	17 32 39 42	13.08 24.62 30 32.31

Source: Primary data

From the table 1, it is revealed that 44.62 per cent of the respondents are in the age group of 26 - 36 years. 54.62 per cent of the respondents hold UG as their educational qualification. 42.31 per cent of the respondents are having 5 to 15 years as their experience and 32.31 per cent of the respondents’ income range is above Rs.25000.

 

From table 2, a high level of Self-motivation (Mean = 3.67), Extend support to colleagues (mean = 4.00), Feel honour to work for the company (Mean = 2.08) was seen among age group of above 47 years, Willingly accept various work responsibilities (Mean = 2.54), Responding in positive manner to any new responsibilities (Mean = 2.19), Work gives feeling of personal accomplishment (Mean = 3.85) was high among 15 – 25 years of age grou.

 

 

Mean and Standard Deviation

Table 2. Mean and Standard Deviation of research variables in different age group

Age		Self motivation	Willingly accept various work responsibilities	Extend support to colleagues	Feel honour to work for the company	Responding in positive manner to any new responsibilities	Work gives feeling of personal accomplishment
15 - 25	Mean	1.85	2.54	1.00	2.00	2.19	3.85
	N	26	26	26	26	26	26
	Std. Deviation	1.223	1.067	.000	1.166	1.059	.368
26 - 36	Mean	2.78	2.00	2.00	1.98	1.86	2.45
	N	58	58	58	58	58	58
	Std. Deviation	.918	.749	.000	.927	.760	.776
37 - 47	Mean	3.32	2.12	3.00	2.06	1.94	1.62
	N	34	34	34	34	34	34
	Std. Deviation	.475	.844	.000	1.043	.851	.493
Above 47	Mean	3.67	2.00	4.00	2.08	1.92	1.58
	N	12	12	12	12	12	12
	Std. Deviation	.492	.603	.000	1.084	.515	.669
Total	Mean	2.82	2.14	2.25	2.02	1.95	2.43
	N	130	130	130	130	130	130
	Std. Deviation	1.033	.851	.881	1.011	.834	1.019

 

Table 3. Mean and Standard Deviation of research variables in different educational qualification

Educational qualification		Self motivation	Willingly accept various work responsibilities	Extend support to colleagues	Feel honour to work for the company	Responding in positive manner to any new responsibilities	Work gives feeling of personal accomplishment
Diploma	Mean	1.00	2.88	1.00	2.24	2.41	3.82
	N	17	17	17	17	17	17
	Std. Deviation	.000	1.111	.000	1.348	1.064	.393
UG	Mean	3.14	2.10	2.30	1.96	1.92	2.35
	N	71	71	71	71	71	71
	Std. Deviation	.798	.759	.763	.977	.841	.958
PG	Mean	3.00	1.90	2.67	2.02	1.83	2.00
	N	42	42	42	42	42	42
	Std. Deviation	.826	.726	.786	.924	.660	.796
Total	Mean	2.82	2.14	2.25	2.02	1.95	2.43
	N	130	130	130	130	130	130
	Std. Deviation	1.033	.851	.881	1.011	.834	1.019

From table 3, a high level of Self-motivation (Mean = 3.14) was seen among under graduates, Willingly accept various work responsibilities (Mean = 2.88), Feel honour to work for the company (Mean = 2.24), Responding in positive manner to any new responsibilities (Mean = 2.41) and Work gives feeling of personal accomplishment (Mean = 3.82) was high among diploma holders and Extend support to colleagues (mean = 2.67) was seen among post graduates.

 

From table 4, a high level of Self-motivation (Mean = 3.67), Extend support to colleagues (mean = 4.00), Feel honour to work for the company (Mean = 2.17) was seen among above 30 years of experience, Willingly accept various work responsibilities (Mean = 2.33), Responding in positive manner to any new responsibilities (Mean = 2.08) and Work gives feeling of personal accomplishment (Mean = 3.33) was high among below 5 years of experience level.

 

From table 5, a high level of Self-motivation (Mean = 4.00) was seen among the income level is above rs. 25000, Willingly accept various work responsibilities (Mean = 2.88), Feel honour to work for the company (Mean = 2.24), Responding in positive manner to any new responsibilities (Mean = 2.41), Work gives feeling of personal accomplishment (Mean = 3.82) was high among the income group of below rs. 15000 and Extend support to colleagues (mean = 2.67) was high among rs. 20001 – 25000 income group.

 

 

 

 

Table 4. Mean and Standard Deviation of research variables in different experience

Experience		Self motivation	Willingly accept various work responsibilities	Extend support to colleagues	Feel honour to work for the company	Responding in positive manner to any new responsibilities	Work gives feeling of personal accomplishment
Below 5	Mean	2.46	2.33	1.36	1.97	2.08	3.33
	N	39	39	39	39	39	39
	Std. Deviation	1.354	1.009	.537	1.112	1.061	.927
5 - 15	Mean	2.64	2.04	2.16	2.00	1.89	2.33
	N	55	55	55	55	55	55
	Std. Deviation	.825	.838	.373	.943	.786	.795
16 - 30	Mean	3.43	2.10	3.20	2.07	1.90	1.57
	N	30	30	30	30	30	30
	Std. Deviation	.504	.662	.407	1.015	.607	.504
Above 30	Mean	3.67	2.00	4.00	2.17	2.00	1.83
	N	6	6	6	6	6	6
	Std. Deviation	.516	.632	.000	1.169	.632	.753
Total	Mean	2.82	2.14	2.25	2.02	1.95	2.43
	N	130	130	130	130	130	130
	Std. Deviation	1.033	.851	.881	1.011	.834	1.019

 

 

Table 5. Mean and Standard Deviation of research variables in different income level

Income		Self motivation	Willingly accept various work responsibilities	Extend support to colleagues	Feel honour to work for the company	Responding in positive manner to any new responsibilities	Work gives feeling of personal accomplishment
Below 15000	Mean	1.00	2.88	1.00	2.24	2.41	3.82
	N	17	17	17	17	17	17
	Std. Deviation	.000	1.111	.000	1.348	1.064	.393
15001 - 20000	Mean	2.00	1.87	2.00	1.97	1.72	2.59
	N	32	32	32	32	32	32
	Std. Deviation	.000	.751	.000	.999	.683	.712
20001 - 25000	Mean	3.00	2.03	2.67	1.92	1.82	1.97
	N	39	39	39	39	39	39
	Std. Deviation	.000	.843	.838	.929	.823	.986
Above 25000	Mean	4.00	2.14	2.55	2.05	2.07	2.17
	N	42	42	42	42	42	42
	Std. Deviation	.000	.647	.916	.962	.778	.908
Total	Mean	2.82	2.14	2.25	2.02	1.95	2.43
	N	130	130	130	130	130	130
	Std. Deviation	1.033	.851	.881	1.011	.834	1.019

 

 

Linear Regression Analysis

Table 6. Linear Regression model on Age and Experience of the employees

Table 6.1 Model Summary

Model	R	R Square	Adjusted R Square	Std. Error of the Estimate
1	.874a	.763	.761	.430

a. Predictors: (Constant), Experience

 

Table 6.2 ANOVA^a

Model		Sum of Squares	df	Mean Square	F	Sig.
1	Regression	76.401	1	76.401	412.247	.000b
	Residual	23.722	128	.185
	Total	100.123	129

a. Dependent Variable: Age

b. Predictors: (Constant), Experience

 

Table 6.3 Coefficients^a

Model		Unstandardized Coefficients		Standardized Coefficients	t	Sig.
		B	Std. Error	Beta
1	(Constant)	.412	.098		4.206	.000
	Experience	.907	.045	.874	20.304	.000
a. Dependent Variable: Age

 

 

From table 6.1, regression analysis was conducted to investigate the relationship between age and experience of the respondents. The R Squared value is 0.763 which means that approximately 76 per cent of the variance of dependent variable, age was explained by the predictor variable, experience.

 

Table 7. Linear Regression model on Experience and Income of the employees

Table 7.1 Model Summary

Model	R	R Square	Adjusted R Square	Std. Error of the Estimate
1	.376a	.142	.135	.789
a. Predictors: (Constant), Income

 

Table 7.2 ANOVA^a

Model		Sum of Squares	df	Mean Square	F	Sig.
1	Regression	13.163	1	13.163	21.122	.000b
	Residual	79.768	128	.623
	Total	92.931	129

a. Dependent Variable: Experience

b. Predictors: (Constant), Income

 

Table 7.3 Coefficients^a

Model		Unstandardized Coefficients		Standardized Coefficients	t	Sig.
		B	Std. Error	Beta
1	(Constant)	1.152	.202		5.711	.000
	Income	.309	.067	.376	4.596	.000

a. Dependent Variable: Experience

 

From table 7.1, regression analysis was conducted to investigate the relationship between experience and income of the respondents. The R Squared value is 0.142 which means that approximately 14 per cent of the variance of dependent variable, experience was explained by the predictor variable, income.

 

Chi – Square Analysis:

Hypothesis:

H₀₁    There is no significant relationship between self – motivation and Responding in a positive manner to any new responsibilities.

H₀₂    There is no significant relationship between extend support to colleagues and feel honour to work for the company.

H₀₃    There is no significant relationship between willingly accept various work responsibilities and work gives a feeling of personal accomplishment.

 

Table 8. Chi – square analysis on self – motivation and Responding in a positive manner to any new responsibilities

H_{01 -} There is no significant relationship between self – motivation and Responding in a positive manner to any new responsibilities. (Table-8.1).

 

From the table 8.2, it is inferred that, the significance level is 0.223, which is greater than 0.05. So the null hypothesis is accepted. Therefore there is no significant relationship between self – motivation and responding in a positive manner to any new responsibilities.

 

Table 8.1 Cross tabulation

		Responding in positive manner to any new responsibilities					Total
		Highly satisfied	Satisfied	Neutral	Dissatisfied	Highly dissatisfied
Self-motivation	Highly satisfied	2	10	2	2	1	17
	Satisfied	12	18	1	1	0	32
	Neutral	14	20	4	0	1	39
	Dissatisfied	7	28	5	1	1	42
Total		35	76	12	4	3	130

 

 

Table 8.2 Chi-Square Tests

	Value	df	Asymp. Sig. (2-sided)
Pearson Chi-Square	15.352a	12	.223
Likelihood Ratio	16.049	12	.189
Linear-by-Linear Association	.101	1	.751
N of Valid Cases	130

a. 13 cells (65.0%) have expected count less than 5. The minimum expected count is .39.

 

Table 9. Chi – Square analysis on extends support to colleagues and feels honour to work for the company

H_{02 -} There is no significant relationship between extend support to colleagues and feel honour to work for the company. (Table 9.1).

 

From the table 9.2, it is inferred that, the significance level is 0.760, which is greater than 0.05. So the null hypothesis is accepted. Therefore there is no significant relationship between extend support to colleagues and feel honour to work for the company.

Table 10. Chi – Square analysis on willingly accept various work responsibilities and Work gives a feeling of personal accomplishment

H_{03 -} There is no significant relationship between willingly accept various work responsibilities and work gives a feeling of personal accomplishment. (Table-10.1).

 

From the table 10.2, it is inferred that, the significance level is 0.049, which is less than 0.05. So the null hypothesis is rejected. Therefore there is a significant relationship between willingly accept various work responsibilities and work gives a feeling of personal accomplishment.

 

 

 

Table 9.1. Cross tabulation

		Feel honour to work for the company					Total
		Highly satisfied	Satisfied	Neutral	Dissatisfied	Highly dissatisfied
Extend support to colleagues	Highly satisfied	10	11	2	1	2	26
	Satisfied	18	28	9	1	2	58
	Neutral	11	15	4	3	1	34
	Dissatisfied	4	5	1	2	0	12
Total		43	59	16	7	5	130

 

Table 9.2. Chi-Square Tests

	Value	df	Asymp. Sig. (2-sided)
Pearson Chi-Square	8.313a	12	.760
Likelihood Ratio	7.988	12	.786
Linear-by-Linear Association	.120	1	.729
N of Valid Cases	130

a. 12 cells (60.0%) have expected count less than 5. The minimum expected count is .46.

 

Table 10.1. Cross tabulation

		Work gives feeling of personal accomplishment				Total
		Highly satisfied	Satisfied	Neutral	Dissatisfied
Willingly accept various work responsibilities	Highly satisfied	3	12	10	2	27
	Satisfied	17	17	21	11	66
	Neutral	9	8	10	6	33
	Highly dissatisfied	0	1	0	3	4
Total		29	38	41	22	130

 

Table 10.2. Chi-Square Tests

	Value	df	Asymp. Sig. (2-sided)
Pearson Chi-Square	16.831a	9	.049
Likelihood Ratio	15.712	9	.073
Linear-by-Linear Association	1.545	1	.214
N of Valid Cases	130

a. 5 cells (31.3%) have expected count less than 5. The minimum expected count is .68.

 

CONCLUSION:

The unique work style, responsibility and co-ordination of the employees are determined by the attitude of them. The positive attitude enhances the positivity in the working environment [3]. Now a day, the management understand the individual career development and team spirit of the employees and provide the free style environment through organizational structure. The employees are showing high performance with high level of job satisfaction [3]. The positive attitude of the employees result in self-motivation, extend their support to their colleagues, willingly accepts new roles and responsibilities.

 

REFERENCE:

1.     Carson Tate, Differing Work Styles can help team Performance, Harvard Business Review, 03rd April, 2015, https://hbr.org/2015/04/differing-work-styles-can-help-team-performance.

2.     Muhammad Asrar-ul-Haq, K. PeterKuchinke, Impact of leadership styles on employees’ attitude towards their leader and performance: Empirical evidence from Pakistani banks, Future Business Journal, 2016, Vol. 2, pp. 54 – 64.

3.     Omer Faruk Iscana, Goknur Ersarıb, Atılhan Naktiyok, Effect of Leadership Style on Perceived Organizational Performance and Innovation: The Role of Transformational Leadership beyond the Impact of Transactional Leadership - An Application among Turkish SME’s, Procedia - Social and Behavioural Sciences, 2014, Vol.  150, pp. 881 – 889.

4.     Ros Intan Safinas Munir, Ramlee Abdul Rahman, Ariff Ab. Malik, Hairunnisa Ma’amor, Relationship between Transformational Leadership and Employees’ Job Satisfaction among the Academic Staff, International Congress on Interdisciplinary Business and Social Science, Procedia - Social and Behavioural Sciences, 2012, Vol.  65, pp. 885 – 890.

5.     Spector, R. M., and L. W. Porter, Motivation and work behaviour, 1992, McGraw Hill New York.

 

 

 

 

Accepted on 31.10.2018            © A&V Publications All right reserved