Xem mẫu
- International Journal of Management (IJM) Volume 11, Issue 5, May 2020, pp. 511-523, Article ID: IJM_11_05_048 Available online at http://www.iaeme.com/ijm/issues.asp?JType=IJM&VType=11&IType=5 Journal Impact Factor (2020): 10.1471 (Calculated by GISI) www.jifactor.com ISSN Print: 0976-6502 and ISSN Online: 0976-6510 DOI: 10.34218/IJM.11.5.2020.048 © IAEME Publication Scopus Indexed STATUTORY WELFARE MEASURES AND QUALITY OF WORK LIFE IN COOPERATIVE AND PRIVATE SUGAR MILLS AT TAMILNADU Dr. R. Geetha Assistant Professor, Department of Commerce, School of Social Sciences and Languages, VIT, Vellore, India Dr. M. Muthumeenakshi Assistant Professor (Sr), Department of Commerce, School of Social Sciences and Languages, VIT, Vellore, India ABSTRACT Indian sugar industry has been a focal point for socio-economic development in the rural areas. About 50 million sugarcane farmers and a large number of agricultural laborers are involved in sugarcane cultivation and ancillary activities, constituting 7.5% of the rural population. Besides the industry provides employment to about 5 lakhs skilled/semi skilled workers who are mostly from the rural area, the Sugar Industry in Tamil Nadu plays an important role in the economic development of the State. Tamil Nadu is one of the leading producers of sugar in the country and its contribution of sugar production is about 10% of the country. In Tamil Nadu, there are 44 Sugar Mills functioning. Among them 16 mills are in the Cooperative Sector, 25 mills are in private Sector and 3 mills in Public Sector. A developing economy, ‘Welfare’ implies wholesomeness of the human being. It involves the state of well being of the employees working in an organization. It is a desirable state of existence involving the mental, physical, moral and emotional factors of a person which increases productivity. The qualitative dimensions of employment are to provide adequate level of earnings, safe and human conditions of work and access to minimum social security benefits and so on. The welfare measures provided by the employer will further enhance the life of workers and their productivity. Quality of work life (QWL) among employees is as it entails strong participation in many of the programs organized by firms. It is an indicator to boost its employee’s image in attracting and retaining them by offering quality of work life. Key words: Welfare Measures, Quality of Work Life, Statutory Welfare Measures, Sugar Mills http://www.iaeme.com/IJM/index.asp 511 editor@iaeme.com
- Statutory Welfare Measures and Quality of Work Life in Cooperative and Private Sugar Mills at TamilNadu Cite this Article: Dr. R. Geetha and Dr. M. Muthumeenakshi, Statutory Welfare Measures and Quality of Work Life in Cooperative and Private Sugar Mills at TamilNadu. International Journal of Management, 11 (5), 2020, pp. 511-523. http://www.iaeme.com/IJM/issues.asp?JType=IJM&VType=11&IType=5 1. INTRODUCTION Sugar plays a key role in the nutrition of human beings. Sugar is commonly formed in fruits, vegetables, honey, milk products, cereals and malt products. It is mainly produced by using sugarcane or sugar beets. The largest sugar producing countries were Brazil, India and Thailand. There are some countries like Australia, Brazil, Cuba, India, Mexico Thailand, Columbia, and Pakistan use sugarcane for producing sugar. There are some other countries like Canada, European Union use sugar beets for manufacturing sugar. The largest sugar producing states are Maharashtra, Uttar Pradesh, Karnataka and Tamil Nadu, Gujarat and Andhra Pradesh. Tamil Nadu is the fourth largest sugar producing state in the country. In an organized sector, organizations constantly strengthen the welfare facilities to maintain balance between work and life. However in an unorganized sector, majority of the workers have no such access to these welfare benefits. In this case, the Government takes all the measures to improve quality of work life of the employees. Hence, labour welfare measures are the key to smooth relationship between employer and employee. Quality of work life is depicted by favorable conditions and environments of a work place that promote the employees‟ job satisfaction by providing better reward system, job security and growth opportunities (Sirgy, Efraty and Lee, 2001). Quality of work life (QWL) makes employees happy with their job and work place. There exists some evidence showing that the satisfied employees are happy employees. They are loyal, productive and tend to stay longer with a company. 2. STATEMENT OF THE PROBLEM In Indian sugar factories, there is delay in the payment of salary which hinders efficiency and work performance of the employees. This has lead the employees‟ inability to pay rent, fees to school wards, poor dietary intake, resulting in accessibility to adequate medicare, and so on. These, in term, culminate disaffection between the employees and employer. When the working environment was poor in terms of office accommodation and furniture, working materials, monetary incentives and reliable health and safety facilities, the morale and job satisfaction among the employees would be low. The resultant consequences are poor attitude to work (Low morale) and low productivity (Chukwunenye Lheanacho Okereke 2010). The lack of job security, inflexibility of finance, declining profitability, and lack of assimilation between employees and mills results the increasing dissatisfaction and demoralization among the employees. This has limited the scope for personal growth and professionalism and created the problems in the process of development. There is no exception to sugar industry in India(R. Manivanan, 2014). This study will enhance the benefits to the company and the society by highlighting the necessary benefits associated with welfare measures that increase the quality of work life of employees in cooperative and private sugar mills in Tamil Nadu. http://www.iaeme.com/IJM/index.asp 512 editor@iaeme.com
- Dr. R. Geetha and Dr. M. Muthumeenakshi 3. OBJECTIVES OF THE STUDY To identify the statutory welfare measures provided to the employees and their quality of work life at sugar mills in Tamil Nadu. To examine the relationship of the welfare measures and the quality of work life of employees in cooperative and private sugar mills. 4. SIGNIFICANCE OF THE STUDY In a growing economy, „Welfare‟ implies the well being of the employees working in an organization. It is a desirable state of existence involving the mental, physical, moral and emotional factors of a person which increases efficiency. The welfare measures provided by the employer further enhance the life of workers and productivity of the concern.Quality of work life (QWL) entails strong the participation of the employees in different programs organized by the concerns. Quality of work life is an indicator to boost the employer‟s image in attracting and retaining the workers. It indicates whether the firmsare able to offer appropriate working environment to their employees. Ultimately the employees will have high commitment in their jobs and try to eliminate the necessary cost. Consequently, it increases the organizational growth with better participation from the employees. Sugar Industry is no exception to this rule. Hence the researcher intends to study the relationship of welfare measures and Quality Work Life of the employees of co-operative and private sugar mills. 5. RESEARCH METHODOLOGY The kind of research implemented in this study is descriptive. The descriptive survey design was considered as the most suitable for analyzing the factors that leads to welfare measures and quality of work life for employees of Cooperative and Private Sugar Mills in Tamil Nadu. There are 16 cooperative sugar mills and 25 private sugar mills located in Tamil Nadu. There are three public sector sugar mills, among them one mill is not functioning. Therefore, the researcher by leaving the public sector mills which are very meager in size, has selected 25 per cent of the mills as sample units each from cooperative and private sector mills. A total of 10 sugar mills are selected for the study. Primary data were collected from the sample respondents selected from the Cooperative and Private Sugar Mills. The sample size of the employees is determined by using the formula of Kreicie and Morgan (1970) Table. Among the total population of 5080 Sugar Mill employees, there were 357 respondents selected for the study. This is slightly more than 7 percent of the total population. Among them, 135 respondents represent from cooperative sugar mills and 222 respondents from private sugar mills. 6. REVIEW OF LITERATURE Quality of Work Life is defined as the overall quality of an individual‟s working life. QWL is sometimes considered as a broad concept of quality of life, which refers to the overall quality of an individual's life. In business organizations attention has been aimed towards the Quality of human experience in the work place. At the same time many firms have questioned their growth in increasingly competitive world markets. Many current organizational experiments seek to improve both productivity for the organization and the quality of working life for its members. Companies are interested in enhancing the employees Quality of Work Life which generally try to infuse in employees the feelings of security, equity, pride, internal democracy, ownership, autonomy, responsibility and flexibility. They try to treat employees in a supportive manner, open communication channels at all levels, http://www.iaeme.com/IJM/index.asp 513 editor@iaeme.com
- Statutory Welfare Measures and Quality of Work Life in Cooperative and Private Sugar Mills at TamilNadu offer employees opportunities to participate in decisions affecting them and entitle them to carry on with their assignments. Sonali and Kshirsagar (2018) in their study revealed that 83.3 percentages of the women employees were found that the work life provided to them were worst and they may be under substantial stress due to lack of work life balance. Ten percentage of the employees were depicts that they are not happy with work life balance. The organization should adopt a work life strategy; create an enhanced working enviornment that will benefit all the employees. 6.66 percentage of the employees stated that they have balanced work life and able to effectively manage their families and address their own needs so that they become more effective. Ramasamy Velmurugan and Sumathi Vadivel (2017) in their article explain about the high quality of work life (QWL) is essential for all organizations to continue to attract and retain employee. The research reveals that male employees are more satisfied than female employees. Chi Square test show that there is no significance relationship between demographic characteristics of employees and QWL, adequacy of resources are more correlated and training and development are less correlated with QWL in teaching staffs and in case of non-teaching staffs compensation and rewards are more correlated and Work Environment are less correlated with QWL. The correlation analysis revealed that all the dimensions of QWL are positively correlated with QWL of faculties, which indicates that enhancement in the dimensions of QWL, can lead to increase the overall QWL of faculties. Hendra Gunawan and Rezki Amalia (2016) in their article it explains about the effects of wages on employee performance moderated by the quality of work life. The data was collected from hundred employees by using stratified random sampling method at different manufacturing companies. The results revealed that there is a significant negative effect on the wages of employees‟ performance. Quality of work life is quasi moderators that weaken the wages variables. Raluca Rusu (2016) in their article stated that the goal of every organisation is to prosper and maintain its competitive employers are forced to pay attention employees‟ job performance, which is positively related to the quality of their working life. This could be attributed to the fact that employees who attain high levels of job and life satisfaction tend to be highly motivated and work more efficiently. Radhayadav and Ashukhanna (2015) in their article they synthesizes the Quality of work life is becoming an imperative issue to achieve the goals of the organization in every sector whether it is education, service sector, banking sector, tourism, manufacturing, etc. Attrition, employees commitment, productivity etc. depend upon the dimensions of Quality of work life i.e. job satisfaction, organizational commitment, reward and recognition, participative management, work life balance, proper grievances handling, welfare facilities, work environment, etc. An organization provides a better QWL then it develops the healthy working environment as well as satisfied employee. High QWL can give a result in better organizational performance, effectiveness, innovativeness, etc. Consequently, to contribute better life for all those peoples whom organizational members serve and with whom they deal and interact. Today, quality of work life also affects the corporate social responsibility. Quality of work life is the corroboration between the employees and their organization it improves the family life as well as work life of the individual. This paper focuses and analyses the literature review on the quality of work life and their dimensions. Abu Mollik, et.al., (2015) in their article it explains about the impact of employee demographics on their job satisfaction and job performance in an emerging economy. Data were collected from a sample of 151 employees of banking sector in Bangladesh using a structured questionnaire. Multiple regression analysis revealed significant impact of http://www.iaeme.com/IJM/index.asp 514 editor@iaeme.com
- Dr. R. Geetha and Dr. M. Muthumeenakshi employees‟ education and financial incentives on their job satisfaction. Employees‟ age and incentives have been found to have direct impact on their job performance. Employees‟ job satisfaction has impact on their level of performance. These findings have important implications for improving the performance of employees of financial sector in Bangladesh. These implications are highlighted in the paper. Desti Kannaiah and G.Sasikumar (2014) in their article is a study of quality of work life for the employees of small scale industries. The aim of study is to determine the existence of QWL (Quality of Work Life) in small scale industries as per the view of employees. As the QWL is very essential for industries to continue to attract and retain employees. The presence of QWL in the industrial unit is beneficial to both employees and industries. The sample consists of 200 employees of various Small Scale Industrial units in Tiruvannamalai town in Tamil Nadu, India. The list of industrial units was acquired from District Industrial Centre of these cities and units were chosen at random. The questionnaire was designed based on the attributes and variables of QWL reviews and questionnaire from previous studies. The salient feature of this study is that to know their working conditions and to evaluate the quality of work life in Small Scale industries. Hosmaniet.al.,(2014)in their article they analyse the impact of Quality of work life (QWL) and Employee performance among the employees of Secunderabad division of South Central Railway. Several aspects of QWL have analysed including working conditions, safety measures, welfare practices, career development opportunities, etc. QWL was regarded as a variable which focused on outcomes, such as job satisfaction and mental health, with their emphasis on the impact of work on the individual. Quality of Work Life programs when implemented lead to greater growth and development of the individual as a person as a productive employee of an organisation, develop trust between managers and employees, attract and keep talented staff, build strong employee commitment, strengthen work place learning and improve overall effectiveness of an organisation. The study consists of a sample of 100 employees working at different departments; the samples have chosen using randomized sampling technique. The results revealed that the employees in general were satisfied with the different measures of quality of work life programs in the organisations which enhances the employee job satisfaction which in turn enhances the employee job performance Shefali Srivatsava and Rooma Kanpur(2014)in their article it has been observed that stress management has become one of the most substantial concepts in the professional environment. It is also seen that working efficiency has degraded to some extent as professionals are unable to maintain a balance between their personal and professional lives. This difference has made organizations to formulate such policies that lead to better job performance which results in job satisfaction moreover employee satisfaction. This degree of satisfaction has been referred to as Quality of Work Life. Quality of work life is a process in an organization which enables its members at all levels to participate actively and effectively in shaping organizational environment, methods and outcomes. Kubendran et.al., (2013)in their article it highlights that The Quality of Work Life of an organization can be assessed by opinions of employees on statements regarding quality of work life (QWL) aspects. The aim of this study was to analyse the QWL among employees of different IT companies in Coimbatore region. The sample consists of 132 IT companies employees in Coimbatore. The data collected from the QWL were analysedthrough descriptive statistics and correlation and ANOVA. The instrument used for analysing the QWL is a predetermined structured questionnaire. Swamy and TsNanjundeswarasamy (2013) in their article stated that Good Quality of work life is necessary for an organization to attract and to retain skilled and talented http://www.iaeme.com/IJM/index.asp 515 editor@iaeme.com
- Statutory Welfare Measures and Quality of Work Life in Cooperative and Private Sugar Mills at TamilNadu employees. In order to survive in the competitive market because of Liberalization, Privatization and Globalization and to minimize the attrition rate of employees the QWL initiatives are very important. QWL involves wide variety of components that are influenced on the performance of employees. Iskandar Muda Ahmad, et.al., (2013) in their article it aims to analyse the determinants for employee performance in Islamic Banks. Based on the literature discussed, the three factors considered as the important elements influence the employees‟ performance that need to be investigated. The research question lies in whether each of those factors has a simultaneous and partial effect on the employees‟ performance or otherwise. Using the quantitative method, the population of this study was 47 respondents. The primary data gathered in the form of questionnaires with a Likert typed-scale were then analysed using the multiple regression method. The findings reveal that the value of indicating that the employees‟ performance is explained by job stress, motivation and communication factors, Moreover, the F test shows that the job stress, motivation and communication variables,simultaneously influence employees‟ performance, while the T test shows that both job stress, and motivation variables have no partial effect on the employees‟ performance, whereas the communication variable has a partial effect on employee performance Ashwiniand Anand (2012)in their article they conducted for the purpose of understanding the work life and performance in service sector .Human capital is the main asset of the service sector companies; therefore, attrition does not just affect the headcount, but results in the loss of knowledge and skills that the employees take back with them on leaving an organisation. Quality of work life is important criteria that need to be focussed by the organisations to achieve higher productivity and business goals and retain the employees. The main objective of this study was to understand the influence of quality of work life dimensions on the overall satisfaction of the employees with the organisation Random sampling technique was used to collect opinions from 171 employees of different service sector companies. Eight qualities of work life factors were examined to study the relationship with the overall satisfaction of the employees. Reliability of the data was checked using Cronbach‟s alpha value and the construct validity was tested using factorial analysis. Hypotheses were tested using linear regression analysis. Commitment to the organisation was considered the most important factor among the eight dimensions. Pearson‟s correlation analysis showed that all the factors were positively correlated to overall satisfaction. The recommendations provided in the study can be used by the organisations to rework on their policies to enhance quality of work life for employees that would have a positive impact on the attainment of business goals Indhumathy and Kamalaraj (2012) in their article it focus on the Quality of work life refers to the level of happiness or dissatisfaction with one's career. There is an attempt to look into the Quality of Work Life among Workers with special reference to textile industry in Tirupur District – A textile hub. The research design chosen is descriptive in nature. The sample size taken to conduct the research is 60 workers. For this study, the sampling technique chosen is convenient sampling. Structured interview schedule was used for primary data collection. Secondary data was collected from earlier research work, various published journals, magazines, websites and online articles. Simple Percentage Analysis, Chi – Square Analysis and Weighted Average Score Analysis are the tools used for data analysis. The investigation has remarkably pointed out that the major factors that influence and decide the Quality of Work Life are attitude, environment, opportunities, nature of job, people, stress level, career prospects, challenges, growth and development and risk involved in the work and rewards. Jayakumar andKalaiselvi (2009)in their article it shows that Quality of work life Movement initially a loosely organized network of a few dozen academics in the early 1970‟s, http://www.iaeme.com/IJM/index.asp 516 editor@iaeme.com
- Dr. R. Geetha and Dr. M. Muthumeenakshi the QWL Movement had grown by the 1980‟s into an international grouping of trade union officials, personal managers and social scientist generally. QWL will have direct and indirect relationship with the economic and social well-being of large portion of population which lies beyond the domain of Industry. Improved QWL naturally helps to improve the family life of the employees and world also improves the performance of the Industry/ enterprises. This article reviews the meaning of QWL, various definition of QWL and determinant of QWL based on the reviews. Improving the Quality of Work Life, barriers and Issues of QWL described. However, there is positive and significant relationship between QWL and employees‟ job satisfaction. QWL practice involves acquiring, training developing, motivating and appraising for the best performance of the employees as per Organizational objectives. QWL provides for the balanced relationship among work, non-work and family aspects of life. We therefore, have undertaken this study influence of workers QWL. 7. DESCRIPTIVE ANALYSIS Table 1 The level of statutory welfare facilities in cooperative and private sugar mills Statutory Welfare Measures N Mean Std. Deviation Drinking water facilities 357 4.289 .6255 Washing facilities 357 4.039 .9079 Rest room facilities 357 4.067 .8747 Medical facilities 357 4.210 .7252 Maternity benefit 357 4.036 .8620 Accidental benefits 357 4.179 .6921 Mortality benefits 357 4.199 .6596 Insurance benefit 357 4.168 .7030 Pension benefit 357 4.034 .9112 Provident Benefit 357 4.190 .7131 Gratuity facilities 357 4.070 .8697 Ventilation and Temperature in 357 4.241 .7057 Factory Office 357 4.255 .6783 First Aid Boxes 357 4.227 .7044 Availability of Crèches facilities 357 3.471 .8508 Factory- run Canteen facilities 357 4.129 .6912 Quality of food 357 4.162 .6922 Price of food 357 4.106 .7494 Hygiene maintenance 357 4.120 .6866 Overall maintenance of statutory welfare 357 4.182 .6023 facilities From table 1 it is clear that the drinking water facilities achieved the highest means score of 4.289 followed by ventilation and temperature in office and factory with means score of 4.255 and 4.241. The first aid boxes and medical facilities mean score 4.227 and 4.210. Insurance benefit and gratuity benefit mean score 4.199 and 4.190. Factory run canteen facilities quality of food, price of food and hygiene maintenance mean score of 4.162, 4.129, 4.120, and 4.106 respectively. Mortality benefits, pension benefit, provident benefit mean score of 4.179, 4.168 and 4.034. Rest room facilities and washing facilities achieved 4.067 and 4.039 mean score. Availability of crèches facilities achieved 3.471 mean score. It can be concluded that the employees are satisfied with drinking water facilities, first aid boxes, factory run canteen facilities, quality of food, price of food and hygiene maintenance http://www.iaeme.com/IJM/index.asp 517 editor@iaeme.com
- Statutory Welfare Measures and Quality of Work Life in Cooperative and Private Sugar Mills at TamilNadu provided by of cooperative and private sugar mills and the employees have no opinion on crèches facilities available in cooperative and private sugar mills. 8. CORRELATION ANALYSIS In this subsection of analysis, correlation was done. Correlation is used to find out the significant relation between two variables. The dependent variables used for this study is “quality of work life (QWL) such as nature of jobs, compensation of employees, working conditions of employees, opportunity for growth and development, social integration of work, constitutionalism in the work organization and work and total life space. The independent variables are welfare measures such as statutory welfare measures and non statutory welfare measures. Correlation is done to find out the strength of relationship between quality of work life and welfare measures variables.Pearson correlation is applied to find out the relationship between statutory welfare measures and Quality of Work Life of employees in cooperative and private sugar mills. 8.1. Correlation between Statutory Welfare Measures and Quality of Work Life Pearson correlation is applied to find out the relationship between statutory welfare measure (Nature of Job, Compensation of employees, working condition of employees, Opportunity for growth and development, Social integration of work, Constitutionalism in the work organization and Work and total life space) and quality of work life. The researcher intended to find out the correlation between the two independent variables. The following hypothesis is tested here. Table 2 Correlation between statutory welfare measures and Quality of Work Life Variables Statutory Welfare Measures Pearson Correlation Sig. (2-tailed) N Nature of Job .455** .000 357 Compensation of employees .593** .000 357 Working condition of employees .561** .000 357 ** Opportunity for growth and development .552 .000 357 Social integration of work .418** .000 357 Constitutionalism in the work organization .428** .000 357 Work and total life space .414** .000 357 To find out the relationship between statutory welfare measures and nature of job Pearson Correlation is applied. From the above infers that the significant value of statutory welfare measures and nature of job is .000 which is less than 0.05, hence the hypothesis H1 is not accepted. The Pearson correlation value is .455 which is positive correlation between statutory welfare measures and nature of jobs. It can be concluded that there is significant relationship between statutory welfare measures and nature of job. To find out the relationship between statutory welfare measures and compensation of employees Pearson Correlation is applied. From the above table 4.32 infers that the significant value of statutory welfare measures and compensation of employees is .000 which is less than 0.05, hence the hypothesis H2 is not accepted. The Pearson correlation value is .593 which is high positive correlation between statutory welfare measures and compensation of employees. It can be concluded that there is significant relationship between statutory welfare measures and compensation of employees. To find out the relationship between statutory welfare measures and working conditions of employees Pearson Correlation is applied. From the above table 4.33 infers that the http://www.iaeme.com/IJM/index.asp 518 editor@iaeme.com
- Dr. R. Geetha and Dr. M. Muthumeenakshi significant value of statutory welfare measures and working condition of employees is .000 which is less than 0.05, hence the hypothesis H3 is not accepted. The Pearson correlation value is .561 which is high positive correlation between statutory welfare measures and working condition of employees. It can be concluded that there is significant relationship between statutory welfare measures and working condition of employees. To find out the relationship between statutory welfare measures and opportunity for growth and development Pearson Correlation is applied. From the above table 4.34 infers that the significant value of statutory welfare measures and opportunity for growth and development of employees is .000 which is less than 0.05, hence the hypothesis H4 is not accepted. The Pearson correlation value is .552 which is high positive correlation between statutory welfare measures and opportunity for growth and development. It can be concluded that there is significant relationship between statutory welfare measures and working condition of employees. To find out the relationship between statutory welfare measures and social integration of work Pearson Correlation is applied. From the above table 4.35 infers that the significant value of statutory welfare measures and social integration of work is .000 which is less than 0.05, hence the hypothesis H5 is not accepted. The Pearson correlation value is .418 which is high positive correlation between statutory welfare measures and social integration of work. It can be concluded that there is significant relationship between statutory welfare measures and social integration of work. To find out the relationship between statutory welfare measures and constitutionalism in the work organization Pearson Correlation is applied. From the above table 4.36 infers that the significant value of statutory welfare measures and constitutionalism in the work organization is .000 which is less than 0.05, hence the hypothesis H6 is not accepted. The Pearson correlation value is .428 which is positive correlation between statutory welfare measures and constitutionalism in the work organization. This study revealed that there is significant relationship between statutory welfare measures and social constitutionalism in the work organization. To find out the relationship between statutory welfare measures and constitutionalism in the work organization Pearson Correlation is applied. From the above table 4.37 infers that the significant value of statutory welfare measures and constitutionalism in the work organization is .000 which is less than 0.05, hence the hypothesis H7 is not accepted. The Pearson correlation value is .414 which is positive correlation between statutory welfare measures and constitutionalism in the work organization. This study revealed that there is significant relationship between statutory welfare measures and social constitutionalism in the work organization. There is no significant relationship between statutory welfares and quality of work life of employees in cooperative sugar mills. Table 3 Correlation between statutory welfare measures and quality of work life in cooperative sugar mills Nature Com. Work Growth Social Constitu. Work of job Emp cond. & integration Work & Life Develop org. space Statutory Pearson .381 .393 .486 .435 .240 .228 .359 welfare correlation measures Sig. (2- .000 .000 .000 .000 .000 .000 .000 tailed) N 135 135 135 135 135 135 135 http://www.iaeme.com/IJM/index.asp 519 editor@iaeme.com
- Statutory Welfare Measures and Quality of Work Life in Cooperative and Private Sugar Mills at TamilNadu To find out the relationship between statutory welfare measures and quality of work life in cooperative sugar mills, Pearson Correlation is applied. From the above table 3 infers that the significant value of statutory welfare measures and nature of job, compensations of employees, working condition of employees, opportunity for growth and development, social integration of work, constitutionalism in the work organization and work and total life space are .000 which is less than 0.05, hence the hypothesis is not accepted. The Pearson correlation values are .381, .393, .486, .435, .240, .228 and .359 which is positive correlation between statutory welfare measures and quality of work life of employees in cooperative sugar mills. This study revealed that there is significant relationship between statutory welfare measures and quality of work life in cooperative sugar mills. Hypothesis: There is no significant relationship between statutory welfares and quality of work life of employees in private sugar mills. Table 4 Correlation between statutory welfare measures and quality of work life in private sugar mills Nature Com. Work Growth Social Constitu. Work of job Emp cond. & integration Work & Life Develop org. space Statutory Pearson .384 .367 .467 .456 .398 .435 .445 welfare correlation measures Sig. (2- .000 .000 .000 .000 .000 .000 .000 tailed) N 222 222 222 222 222 222 222 To find out the relationship between statutory welfare measures and quality of work life in private sugar mills, Pearson Correlation is applied. From the above table 4 infers that the significant value of statutory welfare measures and nature of job, compensations of employees, working condition of employees, opportunity for growth and development, social integration of work, constitutionalism in the work organization and work and total life space are .000 which is less than 0.05, hence the hypothesis is not accepted. The Pearson correlation values are .384, .367, .467, .456, .398, .435 and .445 which is positive correlation between statutory welfare measures and quality of work life of employees in private sugar mills. This study revealed that there is significant relationship between statutory welfare measures and quality of work life in private sugar mills. 9. FINDINGS, SUGGESTIONS AND CONCLUSION Opinions on Statutory Welfare Measures: It is found that the respondents were satisfied with drinking water facilities, first aid boxes, factory run canteen facilities, quality of food, price of food and hygiene maintenance provided by the cooperative and private sugar mills and they had no opinion on crèches facilities available in cooperative and private sugar mills. Opinion of Non-Statutory Welfare Measures: It is concluded that the employees of cooperative and private sugar mill were satisfied with the prices of the house hold items in consumer cooperative stores the comfort and convenience of housing quarter and housing facility, the housing facility and the loans sanctioned by the cooperative credit society. The employees have no opinion on transport facilities which achieved the least mean score. It was found that the Pearson Correlation values between statutory welfare measures and quality of work life of Private sugar mills showed better than cooperative sugar mills on all factors except on nature of jobs and working conditions of employees. The private sugar mills http://www.iaeme.com/IJM/index.asp 520 editor@iaeme.com
- Dr. R. Geetha and Dr. M. Muthumeenakshi adhered the rules relating to statutory welfare measures and maintained the quality of employees in Tamil Nadu. The calculated values of non-statutory welfare measures on work life were more than the Pearson value of 0.05 at 5% significant level. Hence, it was concluded that there was positive relationship between non- statutory welfare measures and quality of work life in co-operative and private sugar mills. The calculated values of statutory welfare measures on quality of work life were more than the Pearson value of 0.05 at 5% significant level. It is concluded that there is positive relationship between non-statutory welfare measures and quality of work life in co-operative sugar mills. The calculated values of non-statutory welfare measures on quality of work life were more than the Pearson value of 0.05 at 5% significant level. Hence, it was concluded that there was positive relationship between non - statutory welfare measures and quality of work life in private sugar mills. 10. Suggestions and Conclusion Statutory and non-statutory welfare measures were significantly correlated with work life of employees. So it is a better way of increasing welfare facilities in order to enhance QWL. Hence it is suggested that, the adoption of effective welfare measures in sugar mill can improve the quality of work life of employees and enhance the productivity and efficiency of the employees. Sugar Industry, being a nature of manual industry needs more seasonal employees during the crushing period and to attract and retain efficient and hardworking employees, the state government should be advised to increase the wages keeping in mind the Global competition and the wage structure with other industries. It is suggested that all the cooperative and private sugar mills have to follow similar and constant welfare measure policies, so that, the standard of living of employees working will be the same. SCOPE FOR FURTHER RESEARCH The present study is limited its scope relating to Cooperative and Private Sugar Mills in Tamil Nadu. The results can be made more elaborative if a number of public sector mills are included from other parts of India, hence the new research areas in the same field areas are suggested for improving on the work life of employees. A comparative study on the quality of work life of the employees of sugar mills industries with the employees of leather industry can be carried out. REFRENCES [1] Sonali R. Kshirsagar (2018), Work-Life Balance of Women Employees in Service Sector, International Journal of Advanced Research in Computer Science and Software Engineering 8(1) ISSN(E): 2277-128X, ISSN(P): 2277-6451, pp. 1-6 [2] Swamy , TsNanjundeswarasamy (2013) review of literature on quality of work life International Journal for Quality Research 7(2) 201–214 ISSN 1800-6450 [3] Shefali Srivatsava, Rooma Kanpur (2014), IOSR Journal of Business and Management (IOSR-JBM) e-ISSN: 2278-487X, p-ISSN: 2319-7668. Volume 16, Issue 3. Ver. I , PP 54- 59 http://www.iaeme.com/IJM/index.asp 521 editor@iaeme.com
- Statutory Welfare Measures and Quality of Work Life in Cooperative and Private Sugar Mills at TamilNadu [4] Abu Malik, Aliquazi (2015), Employees‟ job satisfaction and performance in services sector: Are they linked?(2015)research gatepp – 1- 13 [5] Desti Kannaiah1 , G. Sasikumar (2014), Quality of work life of Employees in Small Scale Industries Asian Journal of Business and Management (ISSN: 2321 - 2802) Volume 02– Issue 04, [6] Radha Yadav1 , AshuKhanna, (2014), Literature Review on Quality of Work Life and Their Dimensions(2014) IOSR Journal of Humanities And Social Science (IOSR-JHSS) Volume 19, Issue 9, Ver. PP 71-80 e-ISSN: 2279-0837, p-ISSN: 2279-0845. [7] Ashwini J, Dr. D. Anand(2014) Quality of Work Life Evaluation among Service Sector Employees IOSR Journal of Business and Management (IOSR-JBM) e-ISSN: 2278-487X, p-ISSN: 2319-7668. Volume 16, Issue 9.Ver. I PP 01-12 [8] Hosmani A.P. and Shambhushankar, Bindurani. R.(2014)Study on Impact of Quality of Work Life on Job Performance amongst Employees of Secunderabad Division of South Central Railway (2014) Research Journal of Management Sciences ISSN 2319–1171 Vol. 3(11), 8-11 [9] HendraGunawan ,rikaamalia (2015) Wages and Employees Performance: The Quality of Work Life as Moderator International Journal of Economics and Financial Issues ISSN: 2146-4138 [10] Sonali R. Kshirsagar(2018)Work-Life Balance of Women Employees in Service SectorInternational Journals of Advanced Research in Computer Science and Software Engineering ISSN: 2277-128X (Volume-8, Issue-1) [11] Indumathy.R ; kamalraj.S.(2012)A study on quality of work life among workers with special reference to textile industry in tirupur district – a textile hub, International Journal of Multidisciplinary Research Vol.2 Issue 4, [12] Swamy, TsNanjundeswarasamy (2013) Quality of worklife of employees in private technical institutions (2013) International Journal for Quality Research 7(3) 3–14 ISSN 1800-6450 [13] A.Jayakumar; K.Kalaiselvi, Quality Of Work Life-An Overview (2012) International Journal of Marketing, Financial Services & Management Research Vol.1 Issue 10, ISSN 2277 3622 [14] IskandarMuda Ahmad RafikiMartua RezekiHarap (2013)Factors Influencing Employees‟ Performance: A Study on the Islamic Banks in Indonesia International Journal of Business and Social Science Vol. 5 No. 2; pp - 73 -80 [15] Raluca RUSU(2002) The influence of quality of work life on work performance, International Conference knowledge-based organization Vol. XXII No 2 pp – 490 – 495 [16] Hain C. C and Einsten W. O (1990) Quality of work life: what can Unions do? S.A.M Advanced Management Journal, 55 (2), 17-22 [17] Koonmee K, Singhapakdi A, Virakul B and Lee D. J (2010) Ethics Institutionalization, Quality of work life and employee job related outcomes: A survey of human resources managers in Thailand. Journal of Business Research 63, 20-26 [18] Fraedrich J and ferrell L (2008) Business Ethics: Ethical decision making cases, Boston, MA, Houghton Mifflin [19] Sarina Muhamad Noor and Mohamad Adli Abdullah (2012) “ Quality of Work Life among Factory Workers in Malaysia”, Elsevier – Social and Behavioral Sciences 35 PP 739-745 http://www.iaeme.com/IJM/index.asp 522 editor@iaeme.com
- Dr. R. Geetha and Dr. M. Muthumeenakshi [20] Rethinam and Gunaseelan (2008), “Construct of Quality of Work Life”: A Perspective of information and Technology Professionals. European Journal of Social Sciences, page number 7(1), 58-70 [21] Serey T. T (2006) Choosing a robust Quality of Work Life, Business Forum, 27(2), 7-10 [22] Walton, R.E. (1975) “Criteria for quality of working life”, In Davis L.E. Cherns, A.B and Associates (Eds) the quality of working life, The Free Press, New York Page No. 1: 91- 104 New York. [23] Feur, D 1989 “Quality of Work Life: a cure for all ills? Training: The Magazine of Human Resources Development, Page no. 26: 65-66 [24] Shamir B and I Salomon (1985) “Work at home and the quality of work life. Acad. Manag., 10:455-465 [25] Drobnic S. Behan B and Prag P (2010) “Good Job, good life? Working conditions and quality of life in Europe” Social Indicators Research, 99(2), 205-225 [26] Greenhaus, J. H Bedeian A. G and Mossholder K. W (1987) “work Experiences, job performances and feelings of personal and family well being”, Journal of Vocational Behavior 31(2), 200-215 [27] Sirgy M. J, Efraty D, Siegel P and Dong – Jin L (2001). A new measure of quality of work life based on need satisfaction an spillover theories. Social Indicators Research, 55, 241 - 302 [28] Tabassum A, Rahman T and Jahan K (2011) A Comparative Analysis of Quality of Work life among the employees of Local Private and Foreign Commercial banks in Bangladesh, World Journal of Social Sciences, 1(1), 17-33 [29] Hsu, M and Kernohan, G (2006) Dimensions of hospital nurses quality of work life. Nursing and Healthcare Management and Policy, 120 – 131 [30] Gupta M. and Sharma P (2011) Factors credentials Boosting Quality of work life of BSNL Employees in Jammu Region. Sri Krishna International Research and Educational Consortium 2(1), 79-89 [31] K. Hymavathi and Dr. A.B. Saraswathi, (2018), A Study on the Concept of Quality of Work Life with Respect to Jute Industry-A Literature Review. International Journal of Civil Engineering and Technology, 9(1), pp. 597-607 [32] M. Charles Dayana, Dr. S. Nadarajan. (2017), Employees Perception on Quality of Work Life in Micro Small and Medium Enterprises in Kanyakumari District. International Journal of Advanced Research in Management, 8(3), pp. 08–14. [33] M. Charles Dayana and Dr. S. Nadarajan. (2017), The Impact of Quality of Work Life Factors on Organisational Excellence among Employees in Msmes-A Pragmatic Analysis. Journal of Management, 4(2), pp. 81–86. [34] R. Vivekanandhan and Dr. R. Mohan Kumar, (2014), A Comparative Analysis of the Quality of Work Life of Teaching Faculty Members of Government and Private Engineering Institutions In Chennai, International Journal of Advanced Research in Management, 5(4), pp. 11–22. [35] S. Aruna, Dr. V Seetha, (2018), A Study on Quality of Work Life of Employees in Salzer Electronic Private Limited, Coimbatore, Journal of Management, 5(6), pp. 116–128. http://www.iaeme.com/IJM/index.asp 523 editor@iaeme.com
Chính trị học
Báo chí - Truyền thông
Xã hội học
Giáo dục học
Tâm lý học
Lịch sử - Văn hoá
Triết học
Ngôn ngữ học
Thư viện thông tin
Văn học nước ngoài
Ngư nghiệp
Hành chính - Pháp luật
Địa lý - Địa danh
Văn học Việt nam
Lịch sử Đảng
CNXH - KH
Tư Tưởng HCM
Ngụ ngôn - Cổ tích
Ca dao - Tục ngữ
Hoá học
Sinh học
Y khoa - Dược
Kinh tế học