Quality of Work Life among Employees in Textile Industry with Reference to Coimbatore District

 

Dr. M. Murali Krishnan¹*, Dr. V. Abirami²

¹Assistant Professor, Department of Management Studies, Dr. N.G.P. Institute of Technology,

Coimbatore, India.

²Professor, Department of Management Studies, Dr. N.G.P. Arts and Science College, Coimbatore, India.

 

ABSTRACT:

Work is an integral part of everyday life, as it is our livelihood or career or business. On an average we spent twelve hours daily life and it is the one third of our entire life. Research on quality of work life is considered to be more important at the individual and organization level. Quality of work life is considered for both the employees and organization and it is involved with job satisfaction, productivity, job involvement, work environment, training and development, compensation and rewards, facilities, job enrichment etc. The success of any organisation is highly dependent on how it attracts recruits, motivates, and retains its workforce.

Today's organisation needs to be more flexible. So that they are equipped to develop their workforce and enjoy their commitment. This study is made attempt to analyses the “Quality of work life among the employees at textile industry with reference to Coimbatore District”. In order to improve quality of work life among the employees, various coping techniques have been suggested to upgrade the employee’s attitude towards their job and the working environment in the organization.

 

 

 

INTRODUCTION TO QUALITY OF WORK LIFE:

Quality of work life can be defined as the environment at the work place provided to the people on the job. QWL programs is the another dimension in which employers has the responsibility to provide congenial environment i.e. excellent working conditions where people can perform excellent work also their health as well as economic health of the organization is also met. The quality of personal life is always reflected in professional life and vice versa. Now a day to retain the employees in the organization providing healthy QWL is the key factor.

 

In earlier times QWL means only job enrichment. In addition to improving the work system, QWL programs usually emphasize on development of employee skills, the reduction of occupational stress and the development of more co-operative labor-management relations.

 

NEED AND SCOPE OF THE STUDY:

Quality of work life is a broad concept referring to a state of an individual or a desirable relationship with the total environment –ecological, economic and social. It’s covers a vital filed and suggests many ideas, meanings and connotation such as the state of the well being, work environment, relationship with colleagues, training and development, job  satisfaction and security, compensation and rewards, and other facilities of human beings .

 

 

 

SCOPE OF THE STUDY:

The study aims at determining the employee’s satisfaction on Quality of Work Life at textiles industry. The report may be helpful for the management to identify the present level of satisfaction level of the employees on various factors effecting Quality of Work Life. The researcher has taken a genuine effort to bring out useful information’s regarding the perception about various factors effecting Quality of Work Life among the employees. The researcher has also highlighted some aspects that needs some attention and also has produced needed suggestions for further improvement of the Quality of work life among the employees at the organization.

 

QUALITY OF WORK LIFE - A THEORETICAL PERSPECTIVE:

Quality of Work Life in simple terms refers to the favorableness’ or unfavourableness of a job environment for people. 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 L. Loy).Hugh J. Arnold defines Quality of Work Life (QWL) as "the quality of the relationship between employees and the total working environment, with human dimensions added to the usual technical and economic dimensions". The goal of QWL is the creation of organizational conditions that foster individual learning and development, that provide individuals with substantial influence and control over what they do and how they are to do it, and that provide individuals with interesting and meaningful work that serves as a source of personal satisfaction and a means to valued personal rewards. An individual’s experience of satisfaction or dissatisfaction can be substantially rooted in their perception, rather than simply reflecting their “real world”. Further, an individual’s perception can be affected by relative comparison – am I paid as much as that person - and comparisons of internalized ideals, aspirations, and expectations, for example, with the individual’s current state (Lawler and Porter, 1966)¹

 

METHODOLOGY OF THE STUDY:

Research methodology is a way to systematically solve the research problem. It may be understood as a science of studying how research is done scientifically. The scope of research methodology is wider than that of research methods. When we talk of research methodology we not only talk of research methods but also consider the logic behind the methods we use in the context of our research study and explain why we are using a particular method or techniques.

 

OBJECTIVES OF THE STUDY :

1.     To find out how quality of work life leads to higher satisfaction and to analyse the workers participation.

2.     To know the existing working conditions and safety needs to improve the quality of work life among the employees.

 

RESEARCH DESIGN:

The research design used for the purpose of the study is descriptive research design. Descriptive research design is concerned with the research studies with a focus on the portrayal of the characteristics of a group or individual or a situation. The universe constituted the various departments includes marketing, product sales, service, quality assurance, customer care, accounts and administration and finance department. The total numbers of employees of the above mentioned departments are 200.183 respondents were selected from employees of the Textiles Industry in Coimbatore city. The sample design followed in this study is Non-Probability and Convenience sampling. Both the Primary and Secondary data collection method were used .Data was collected by using structured questionnaire

 

DATA ANALYSIS AND INTERPRETATION:

The employees satisfied with the working conditions provided by the company:

H₀: There is no association between Sex and satisfaction with the working conditions provided by the company.

 

Table No 1: Association between Gender and attitude on working condition.

Source: Computed from primary data

 

Result of Chi Square analysis

Chi-Square Tests	Value	Df	Asymp. Sig. (2-sided)
Pearson Chi-Square	18.760	1	.000
N of Valid Cases	183

 

The above table no 1: reveals that the association between Sex  and satisfaction level  with  the  working  conditions  provided  by  the  company is confirmed because the Chi–Square is significant at 5 percent level.

 

 

The employee’s marital status was mentioned if there are married or unmarried. And how many of them are satisfied and highly satisfied.

H₀: There is no association between marital status and satisfaction with the working conditions provided by the company.

 

Table No 2 : Marital status and satisfaction with the working conditions provided by the company.

Marital  status	Are you satisfied with the working conditions provided by the company?		Total
	Highly satisfied	Satisfied
Married	36	110	146
	24.7%	75.3%	100.0%
Unmarried	0	37	37
	.0%	100.0%	100.0%
Total	36	147	183
	19.7%	80.3%	100.0%

Source: Computed from primary data

 

Chi-Square	Value	Df	Asymp. Sig. (2-sided)
Pearson Chi-Square	11.358	1	.001
N of Valid Cases	183

 

It is inferred from the above table no 2 reveals that the association between  Marital status and satisfaction level  with  the  working  conditions  provided  by  the  company  is associated because the p - value is lesser than the level of significance i.e. 0.00<0.05.

 

Between age and satisfaction level of the employee. The age mentioned between 20-25, 25-30and35-40years

H₀: There is no association between age and satisfaction level with the working conditions provided by the company.

 

Table No 3: Between age and satisfaction level with the working conditions provided by the company.

Source: Computed from primary data

 

Chi-Square Tests	Value	Df	Asymp. Sig. (2-sided)
Pearson Chi-Square	19.257	2	.000
N of Valid Cases	183

 

 

It is viewed from the above table no 3 reveals that the association between age and satisfaction with the working conditions provided by the company is associated because the p - value is lesser than the level of significance i.e. 0.00<0.05.

 

The working time provided to the employees and the male or female and out comings of the work in the organization.

H0: There is no association between Sex and the work timing provided by the organizations

 

Table No 4 : The table mentioned between Sex and the work timing provided by the organizations

Sex	The work timing of the organizations are		Total
	Excellent	Good
Male	18	36	54
	33.3%	66.7%	100.0%
Female	0	129	129
	.0%	100.0%	100.0%
Total	18	165	183
	9.8%	90.2%	100.0%

Source: Computed from primary data

 

Chi-Square Tests	Value	df	Asymp. Sig. (2-sided)
Pearson Chi-Square	47.691	1	.000
N of Valid Cases	183

 

It is influenced from the above table no 4 reveals that the association between Sex and the work  timing  of  the organizations is associated because the p - value is lesser than the level of significance i.e. 0.00<0.05.

 

It explains that how far training programme helps an employee to achieve the required skill for performing the work efficiently. It had separated into three levels to Great Extent, to Some Extent, rarely.

H₀: There is no association between Sex and the training programme helps an employee to achieve the required skill for performing the work efficiently.

 

Table No 5: Training programme helps an employee to achieve the required skill for performing the work.

Source: Computed from primary data

 

Chi-Square Tests	Value	df	Asymp. Sig. (2-sided)
Pearson Chi-Square	77.446	2	.000
N of Valid Cases	183

From the above table no 5 reveals  that the association Sex and the  training  programme  helps  an  employee to  achieve  therequired  skill  for  performing  the  work efficiently is associated because the p - value is lesser than the level of significance i.e. 0.00<0.05.

 

The Marital status and working time of the employees in the organization. The outcome of the result stated excellent and good.

H₀: There is no association between marital status and the work timing of the organizations.

 

Table No 6 : The Marital status and the working time of the employees in the organizations.

Source: Computed from primary data

 

Chi-Square	Value	df	Asymp. Sig. (2-sided)
Pearson Chi-Square	5.059	1	.024
Linear-by-Linear Association	5.032	1	.025
N of Valid Cases	183

 

 

From the above table no 6  reveals that the association Marital status and the work timing of the organizations is associated because the p - value is lesser than the level of significance i.e. 0.01<0.05.

 

How far training programme helps an employee to achieve the required skill for performing the work efficiently.

H0: There is no association between Marital status and the training  programme helps an employee to  achieve  the  required  skill  for  performing  the  work  efficiently.

 

Table No 7 :  Marital status and the training programme.

Source: Computed from primary data

 

 

From the above table no 7 reveals that the association Marital status and the training  programme  helps  an  employee  to  achieve  the  required skill for performing the work efficiently is associated because the p-value is lesser than the level of significance i.e. 0.00<0.05.

 

Findings:

19.7% of the employees is highly satisfied with the present working condition and 80.3% of the employees are satisfied.

 

The working time of the organizations are excellent for 9.8% and good for 90.2% of employees.

 

Training programme conducted by the organization helps the employee to achieve high level and perform work efficiently.

 

The salary paid to the employees is agree by 69.4% 0f the employees and strongly agreed by 30.6% of the employees

               

SUGGESTIONS:

The management should introduce more monetary benefits such as increase in salary, incentives, bonus etc this is essential motivational measure. The communication channel followed can be improved by bringing in more cooperation to the employees. More training and development programmes can be arranged for managerial staff’s consultation with eminent human resource consultants to be arranged. Advanced training and employee development programmes to be arranged the development of the employee and the quality of work life. The superiors should give more considerations to the staffs and employees opinion. They should be given active participation in decision making process of the management. It will motivate the employees and a sense of belongingness will be developed to them towards the company, thus enhancing the quality of work life.The importance of the use of safety measures such as ear plugs, shoes, must be made clear to the employee.

 

CONCLUSION:

It is observed that quality of work is not equals to that of quality of life. The study suggests the management to take the necessary steps to arrest the drift of deteriorating quality of work life in certain human factors like experience, wealth position, family size which are the basic factors to express the workers desire. Insecurity of job leads to discouragement, anxiety and even bitterness for negative perception of quality of work life. Providing sittings, suitable restrooms, transport facilities to all the employees may encourage them to work continuously in the same industry. Allowing employees to participate in decision making will make them to work enthusiastically and give recognition to them in their work. Providing training in using safety measures may build loyalty in their work. If the management provides permanent job, will definitely leads to good quality of work life.

 

LIMITATIONS OF THE STUDY:

The time schedule given was very limited because of the work schedule of the workers.Some respondents hesitated to give their right opinion because of the fear of management wrong opinion expressed by the employees and they may affect the geniuses of the result.

 

REFERENCES:

1.     Baba, VV and Jamal, M (1991) Routinisation of job context and job content as related to employees quality of working life: a study of psychiatric nurses. Journal of organizational behavior. 12. 379-386.

2.     Bear field, S (2003) Quality of Working Life. Aciirt Working paper 86. University of Sydney.www.acirrt.com

3.     Danna, K. and Griffin, R. W. (1999). Health and well-being in the workplace: A review and synthesis of the literature. Journal of Management, 25, 357-384.4.

4.     Edwards, J., Van Laar, D.L. and Easton, S. (2009). The Work-Related Quality of Life (WRQoL) scale for Higher Education Employees. Quality in Higher Education. 15: 3, 207-219.

5.     Elise D and Shye S 1990 Quality of work life and its relation to quality of life. Applied psychology: An international review. 39 3 275-291

 

 

 

 

Accepted on 12.06.2017          © A&V Publications all right reserved