A STUDY ON QUALITY OF WORK LIFE IN SRI JAYAJOTHI MILLS RAJA PALAYAM

By DURAI PANDIAN.R Reg. No. 96009631011

of
MEPCO SCHLENK ENGINEERING COLLEGE, SIVAKASI

A PROJECT REPORT Submitted to the FACULTY OF MANAGEMENT STUDIES

In partial fulfillment of the requirements for the award of the degree of

MASTER OF BUSINESS ADMINISTRATION

ANNA UNIVERSITY TIRUNELVELI

TIRUNELVELI 627 007

JULY-AUGUST, 2010

A N N A U N I V E R SI T Y , T I R U N E L V E L I

BONAFIDE CERTIFICATE

Certified that this project report titled A STUDY ON QUALITY OF WORK LIFE IN SRI JAYA JOTHI MILLS, RAJA PALAYAM is the Bonafide work of Mr. R. DURAI PANDIAN (Reg. No. 96009631011) who carried out the research under my supervision. Certified further, that to the best of my knowledge the work reported here in does not form part of any other project report or dissertation on the basis of which a degree or award was conferred on an earlier occasion on this or any other candidate.

FACULTY GUIDE Mr.S. Mageshwar M.B.A., Assistant Professor, Department of Management Studies, Mepco Schlenk Engineering College, Sivakasi 626 005. Virudhunagar District.

ii

Durai pandian.R II MBA Mepco Schlenk Engineering College.

Reg. No. : 96009631011

DECLARATION

I here by declare that the project titled A study on Quality of work life in Sri

Jayajothi mills, Rajapalayam submitted for the award of Master of Business

Administration in Anna University has been carried out under the guidance of

Mr.S.Mageshwar, Department of Management Studies, Mepco Schlenk Engineering College

and it is my original work which does not form part of the award of any other Degree or

Diploma.

Duraipandian.R

iii

ABSTRACT
Quality of work life is a broader job related work experience one has. Satisfaction with the factors of quality of work life will lead to motivation of the employees. This study was conducted in Sri Jayajothi&co which is a spinning mill located in Raja palayam. The objective of the study is to find out the level of satisfaction with aspects of quality of working life. To measure the level of satisfaction with the aspects of quality of work life a questionnaire with five point summated rating likert scale was designed. Data were collected from 132 employees through survey. The collected data were analyzed using tools like one way ANOVA, chi square test and correlation. At the end of the data analysis it was found that most of the employees in the organization are satisfied with most of the aspects of quality of working life.the conclusion is there is high level of satisfaction with respect to quality of work life in Sri Jayajothi mills.

iv

ACKNOWLEDGEMENT

First of all I thank LORD ALMIGHTY for His abundant grace and countless blessings in making this work a great success. I express my heartfelt thanks to our respected principal Dr. S. Balakrishnan for providing ample facilities made available during the course of this project. I wish to express my thanks and sincere gratitude to our Director and Head of the Department, Dr.S.Tamil Selvan for his valuable advice and guidance to complete this work successfully and also for his enthusiastic encouragement. I want to thank Mr.D.Venkatesan, General manager of Sri Jayajothi&co for giving me permission to commence this project in the first instance, to do necessary research work and to use departmental data. I wish to thank Mr.Senthil Kumaran, Factory Manager of Sri Jayajothi&co and Mr.Bala Subramanian, Human resource executive of Sri Jayajothi&co who guided me throughout this project. I am most grateful to my internal guide Mr.S. Mageshwar, M.B.A., who guided me and encouraged me by giving constructive criticisms during the entire work. His vision and wisdom helped me to realize the importance of this work. Finally, I would not have made this without the support from my beloved parents and friends. They encouraged me when I felt frustrated, and took pride and pleasure in what I achieved. They deserve my sincerest gratitude. Duraipandian.R

TABLE OF CONTENTS

S.NO ABSTRACT ACKNOWLEDGEMENT I 1.1 1.2 1.3 1.4 1.5 1.6 II III 3.1 3.2 INTRODUCTION

TOPIC

PAGE.NO
iv v

Introduction about spinning industry Introduction about Sri Jayajothi&co An overview of Quality of work life Objectives Research methodology Scope of the study ANALYSIS FINDINGS AND SUGGESTIONS Findings Suggestions CONCLUSION APPENDIX
REFERENCES

1 4 6 8
9 10

11

45 47 48

vi

LIST OF TABLES S.NO 1

2 3

TABLE CAPTION Frequency table showing gender distribution Table for age wise frequency Frequency showing educational qualification of employees Frequency table showing wage categories of employees

TABLE NO 2.1
2.2 2.3

PAGE NO 11
12 13

4 5

2.4

14 15

Table showing the employees level of satisfaction 2.5 among different age group of employees One-way ANOVA for analysis 5
2.6

6 7

16 17

Table showing the employees perception about the level 2.7 of impact family life creates on work Chi square statistic for analysis 6
2.8 2.9

8 9

18 19

Table showing the opinion of employees from different educational qualifications about self development and promotion

10 11

One way ANOVA Table for Analysis 7

2.10

20 21

Table showing the level of satisfaction with supervisor 2.11 relationship from the employees belong to different gender.

12 13 14

Chi square statistic for analysis 8 One way ANOVA table for analysis 9

2.12 2.13

22 23 24

Table showing the opinion about salary of the employees 2.14 from several wage categories

15

One way ANOVA table for analysis 10 vii

2.15

25

LIST OF TABLES CONTD. S.NO 16 TABLE CAPTION TABLE NO PAGE NO 26

Table showing the relationship between the wage of 2.16 employee and their level of interest in job

17 18

Chi square statistic for analysis 11

2.17

27 28

Table showing the level of satisfaction of employees 2.18 working in different departments

19 20

Chi square statistic for analysis 12

2.19

29 30

Table showing the level of satisfaction of employees 2.20 working in various departments

21 22 23 24

Chi square statistic for analysis 13 Correlation table for analysis 14 Correlation table for analysis 15

2.21 2.22 2.23

31 32 33 34

Table showing the level of satisfaction with compensation 2.24 among the employees from different educational

qualifications.
25 26

Chi square table for analysis 16 ANOVA table for analysis 17

2.25 2.26

35 36

27 28

Table showing the opinion of employees about job 2.27 security in the organization ANOVA table for analysis 18
2.28

37 38

viii

LIST OF FIGURES S.NO FIGURE CAPTION FIGURE NO PAGE NO

Chart showing the satisfaction level of employees 2.1 regarding first aid and medical facilities based on gender

39

Charts showing the level of satisfaction with basic 2.2 amenities

40

Chart showing the level of satisfaction with canteen

2.3

41

Charts showing the level of satisfaction with incentives

2.4

42

Chart showing opinion of employees about job 2.5 security

43

Chart showing the employees opinion about equitable salary

2.6

44

ix

1.INTRODUCTION
1.1 INTRODUCTION ABOUT THE PROJECT
As most of the people in the world spend their most of the precious time in the work, quality of working life influences the overall quality of life. Quality of working life is a term that is used to describe the broader job related experience an individual has. Quality of working life is associated with satisfaction with wages, working hours and conditions, safe work environment, equitable wages, equal employment opportunities and opportunities for advancement. There are number of factors contributing to quality of working life such as working conditions ,safety and health measures, relationship with supervisors and co-workers , satisfaction with compensation, balance of family and work life, job security and job involvement. Working conditions are the environmental factors which influences the employees working life physically and the level of satisfaction employees have with the working conditions leads to better quality of work life. Working conditions include lighting and ventilation facilities, the availability of space and the level of convenience. When employees are working with machineries the likelihood of not getting injured is perceived as safety in this context. This study measures how the employees perceive the safety provisions provided by the organization and potential dangers that may occur to them while working with automated machines. This study measures the level of satisfaction workers have with the training programs conducted to ensure that employees are working safely. Health and basic amenities include the facilities offered by the organization to maintain the physical well being of the employees. This study measures the perception of employees about the health provisions such as first aid and medical facilities provided by the organization in case of any work related accidents. Basic amenities include toilet and rest room facilities. This study measures the level of satisfaction the workers have with these amenities. Relationship with supervisors and co-workers has a great influence on the psychological well being of the employees. this determines the productivity of the employees and their stress level. This study attempts to measure the employees perception about the treatment of supervisors, the level of recognition they get from their supervisors and the work related assistance from both supervisors and their co-workers Compensation refers to the returns obtained by the employees in return for their contributions to the organiation.The level of satisfaction employee has with the compensation determines his involvement in job and motivation to work for the organization. In this study employees level of satisfaction measured in terms of whether salary is paid without any delay and compensation is given without any bias and whether fair and adequate compensation is provided.

Balance of family and work life is the main factor of quality of work life because many people find it difficult to balance a strike between these two and there by creating problems in both family and work. This study measures the perception of employees about the level of impact family life creates on work life and perception about the level of impact created by work life on family life and the availability of time for them to spend with their family to reduce the stress level. Opportunities for self development and promotion are the next main component of work life. This study gauges the perception of employees about their opportunities for self development and promotion in this organization. Job security to the employees in the organization gives a comfort to the employees and motivation to the employee to work productively. Perception about job security in this organization is obtained from the employees.

NEED FOR THE STUDY

There is a high employee turnover at Sri Jayajothi&co in Rajapalayam.the employee turnover exceeds 6% in the last one year. So that management wants to find out the reasons behind this sudden surge in employee turnover. It needs to be established whether there is any relationship between quality of working life aspects and the employee turnover.

OBJECTIVES
To know the levels of satisfaction of employees of Sri Jayajothi&co in various aspects of quality of working life. To identify the aspects of quality of work life where employees satisfaction is lacking.

1.5 RESEARCH METHODOLOGY

1.5.1 RESEARCH DESIGN:
A research design is the blue print of the research being conducted. It is the program that guides the investigator in the process of collecting, analysing and interpreting observations. As for research design, descriptive research design has been used in this study. The main goal of this type of research design is to describe the data and characteristics about what is being studied.

1.5.2 SAMPLE SIZE:

In this study 130 employees of 500 total employees working in Sri Jayajothi&co have been surveyed.

1.5.3 SAMPLING METHOD:

In this study non probability sampling method has been used. Convenience sampling has been used to collect the data .

1.5.4 QUESTIONNAIRE DESIGN:

In this study two types of questions are used. One is closed ended questions and another one is five point likert scales. Closed ended questions- Respondents answers are limited to affixed set of responses. Demographic details about the employees have been collected using this type of questions. Five point likert scale- The likert scale is an ordered, one-dimensional scale from which respondents choose one option that best aligns with their view.

1.5.5METHOD OF DATA COLLECTION:

The main source of data is primary. Data were collected from the employees through survey. Every employee was met personally and questions were asked to them and their responses were recorded in the questionnaire.

1.5.6 RESEARCH TOOLS: Cross tabulation:

Cross tabulation is the way of classifying the collected data in terms of two variables that have relationship with each other.

One way ANOVA:

The procedure known as the Analysis of variance is used to test hypothesis concerning means when we have several populations. ANOVA is a general technique that can be used to test the hypothesis that the means two or more populations are equal, under the assumption that the population is normally distributed.

Chi square test:

When we have proportions from more than one population chi square test is used to compare the proportions.chi square test enable us to test whether more than two population proportions can be considered equal.

Correlation:
Correlation analysis is the statistical tool we can use to describe the degree to which one variable is linearly related to another. Correlation can also be used to measure the degree of association between two variables.

1.6 SCOPE OF THE STUDY

This study is confined to only people working in the first unit of
Sri Jayajothi&co.

Although there are many numerous factors that can influence the quality of working life of employees in an organization, this study takes only working conditions, balance of family and work life, safety and health of the employees, basic amenities, compensation and job security.

ANALYSIS AND INTERPRETATION

2. ANALYSIS AND INTERPRETATION

2.1 Analysis 1 Frequency analysis showing gender distribution among employees: Table 2.1 Frequency table showing gender distribution
GENDER Cumulative Frequency Percent Valid Percent Percent Valid male female Total 54 78 132 40.9 59.1 100.0 40.9 59.1 100.0 40.9 100.0

Inference: From the above table it is clear that about 60% employees are female workers and 40% employees are male employees.

2.2 Analysis 2 Frequency analysis showing age wise distribution of employees Table 2.2 Table for age wise frequency

AGE Cumulative Frequency Valid below 20 years 21-30 years 31-40 years above 40 years Total 39 34 37 22 132 Percent 29.5 25.8 28.0 16.7 100.0 Valid Percent 29.5 25.8 28.0 16.7 100.0 Percent 29.5 55.3 83.3 100.0

Inference: From the above table it is clear that employees are evenly distributed among all age groups

2.3 Analysis 3 Frequency of employees among different educational qualification Table 2.3 Frequency showing educational qualification of employees

EDUCATION Cumulative Frequency Valid primary level secondary level higher secondary level iti/degree holder Total 38 86 5 3 132 Percent 28.8 65.2 3.8 2.3 100.0 Valid Percent 28.8 65.2 3.8 2.3 100.0 Percent 28.8 93.9 97.7 100.0

Inference: From the above table it is clear that about 90% of the employees studied below eighth standard

2.4 Analysis 4 Frequency table showing wage categories of employees Table 2.4
WAGE Cumulative Frequency Valid below Rs 120 Rs 121-150 Rs 151-180 Rs 181-210 above 210 Total 66 16 19 14 17 132 Percent 50.0 12.1 14.4 10.6 12.9 100.0 Valid Percent 50.0 12.1 14.4 10.6 12.9 100.0 Percent 50.0 62.1 76.5 87.1 100.0

Inference: From the above table 50% of the employees are receiving wages below rupees 120.

2.5 Analysis 5 Testing Significance of difference in the level of satisfaction with salary among different age group of employees
Table showing the employees level of satisfaction among different age group of employees Table no 2.5

fair compensation strongly disagree AGE below 20 years Count % within AGE 1 2.6% 9 26.5% 14 37.8% 5 22.7% 29 22.0% neither agree nor disagree disagree 9 23.1% 9 26.5% 9 24.3% 7 31.8% 34 25.8% 4 10.3% 4 11.8% 2 5.4% 4 18.2% 14 10.6% strongly agree 13

agree 12 30.8% 3 8.8% 8 21.6% 2 9.1% 25 18.9%

Total 39

33.3% 100.0% 9 34

21-30 years Count % within AGE 31-40 years Count % within AGE above 40 years Count % within AGE Count % within AGE

26.5% 100.0% 4 37

10.8% 100.0% 4 22

18.2% 100.0% 30 132

Total

22.7% 100.0%

From this tabulation we find that about 60% of the employees who are below twenty years of age felt that salary was enough. But 50% people in the age group of 30 and above felt that salary was not enough for them. We would like to check whether this difference is significant or due to only chance.

Using one way ANOVA for testing significance of difference

Null hypothesis: There is no significant difference in employees level of satisfaction with salary among different age group of employees. 1=2=3=4 Alternative hypothesis: There is significant difference in employees level of satisfaction with salary among different age group of employees. Level of significance: 0.05 Calculation: One-way ANOVA for analysis 5:

Table 2.6 ANOVA AGE Sum of Squares Between Groups Within Groups Total Table value: 2.45 Calculated value: 3.061 Interpretation: since calculated value is more than table value we reject the null hypothesis. It implies that there is significant difference in employees level of satisfaction with salary among different age group of employees. 13.247 137.389 150.636 df 4 127 131 Mean Square 3.312 1.082 F 3.061 Sig. .019

2.6 Analysis 6 Testing relationship between different age group of employees and the impact of family life in work using chi square test
Table showing the employees perception about the level of impact family life creates on work Table 2.7 AGE * family affects work Crosstabulation family affects work strongly disagree AGE below 20 years Count % within AGE 8 20.5% 8 23.5% 9 24.3% 3 13.6% 28 21.2% neither agree nor disagree disagree 22 56.4% 17 50.0% 18 48.6% 11 50.0% 68 51.5% 1 2.6% 1 2.9% 0 .0% 0 .0% 2 1.5% strongly agree 5 12.8% 4 11.8% 5 13.5% 4 18.2% 18 13.6% 3

agree

Total 39

7.7% 100.0% 4 34

21-30 years Count % within AGE 31-40 years Count % within AGE above 40 years Count % within AGE Count % within AGE

11.8% 100.0% 5 37

13.5% 100.0% 4 22

18.2% 100.0% 16 132

Total

12.1% 100.0%

Differences in the opinion of employees regarding family life problems affect work can be tested for significance of statistical difference as to whether difference exists due to only chance or exists really. This can be checked using chi square test.

Chi-square test testing relationship between different age group of employees and the impact of family life in work using chi square test
Null hypothesis: Age group of employees and the level of impact of family life in work life are independent. Alternative hypothesis: Age group of employees and the level of impact of family life in work life are independent. Level of significance: 0.10 Chi square statistic for analysis 6 Table2.8 Chi-Square Tests

Value Pearson Chi-Square Likelihood Ratio Linear-by-Linear Association N of Valid Cases 4.559a 5.353 1.507 132

df 12 12 1

Asymp. Sig. (2sided) .971 .945 .220

a. 11 cells (55.0%) have expected count less than 5. The minimum expected count is .33. Degrees of freedom: 12

Table value: 18.549

Interpretation: since table value is greater than calculated chi square statistic we accept our null hypothesis. And we accept that Age group of employees and the level of impact of family life in work life are independent.

2.7 Analysis 7 Testing the significance of difference in the opinion about opportunities for promotion and self development among people from different educational backgrounds using one way ANOVA
Table showing the opinion of employees from different educational qualifications about self development and promotion Table 2.9 EDUCATION * scpoe for development Crosstabulation scpoe for development neither strongly disagr agree nor strongly disagree ee disagree agree disagree Total EDUCAT primary level Count ION % within EDUCATIO N secondary level Count % within EDUCATIO N Count % within EDUCATIO N Count % within EDUCATIO N Count % within EDUCATIO N 2 7 17 10 2 38

5.3% 18.4%

44.7% 26.3%

5.3% 100.0 % 6 86

25

19

29

8.1% 29.1%

22.1% 33.7%

7.0% 100.0 % 2 5

higher secondary level

1 20.0%

0 .0%

.0% 40.0%

40.0% 100.0 % 0 3

iti/degree holder

33.3% 33.3%

.0% 33.3%

.0% 100.0 % 10 132

Total

10

35

37

40

7.6% 26.5%

28.0% 30.3%

7.6% 100.0 %

We would like to check whether the differences in the opinion of employees about development are statistically significant using one way ANOVA. One way ANOVA Null hypothesis: There is no significant of difference in the opinion about opportunities for promotion and self development among people from different educational backgrounds. 1=2=3=4 Alternative hypothesis: There is significant of difference in the opinion about opportunities for promotion and self development among people from different educational backgrounds.

Level of significance: 0.05 One way ANOVA Table for Analysis 7 Table 2.10 ANOVA EDUCATION Sum of Squares Between Groups Within Groups Total 3.253 46.224 49.477 df 4 127 131 Mean Square .813 .364 F 2.235 Sig. .069

Degrees of freedom: 4,127

Table value: 2.450

Interpretation: since calculated value is less than table value we accept null hypothesis. So we accept that there is no significant of difference in the opinion about opportunities for promotion and self development among people from different educational backgrounds.

2.8 Analysis 8 Testing whether gender has any influence on employee supervisor relationship
Table showing the level of satisfaction with supervisor relationship from the employees belong to different gender. Table 2.11 GENDER * treatment of supervisor Cross tabulation treatment of supervisor neither agree nor disagree 2 3.7% 6 7.7% 8 6.1% strongly agree 26

disagree GENDE male R Count % within GENDER 0 .0% 1 1.3% 1 .8%

agree 26 48.1% 35 44.9% 61 46.2%

Total 54

48.1% 100.0% 36 78

female Count % within GENDER Total Count % within GENDER

46.2% 100.0% 62 132

47.0% 100.0%

We would like to test whether differences in the above table is statistically significant using chi square test.

Chi square test:

Null hypothesis: Gender of employees and their relationship with supervisor are independent. Alternative hypothesis Gender of employees and their relationship with supervisor are independent.

Level of significance: 0.10

Chi square statistic for analysis 8 Table 2.12 Chi-Square Tests Value Pearson Chi-Square Likelihood Ratio Linear-by-Linear Association N of Valid Cases 1.631a 2.044 .571 132 df 3 3 1 Asymp. Sig. (2-sided) .652 .563 .450

Table value:6.251 Interpretation: since calculated value is less than we accept our null hypothesis and accept that gender and supervisor relationship are independent.

2.9 Analysis 9 Testing the significance of difference in impact of work life on family life among employees from different gender
Null hypothesis: There is no significant difference in impact of work life on family life among employees from different gender. Alternative hypothesis: There is significant difference in impact of work life on family life among employees from different gender. Level of significance: 0.05 One way ANOVA table for analysis 9 Table 2.13 ANOVA GENDER Sum of Squares Between Groups Within Groups Total .359 31.550 31.909 df 4 127 131 Mean Square .090 .248 F .361 Sig. .836

Table value: 2.450

Interpretation: Since table value is greater than calculated value we accept the null hypothesis that there is no significant of difference of impact of work life on family life among people of different gender.

2.10 Analysis 10 Testing significance of difference in opinion among employees about compensation belonging to several wage categories
Table showing the opinion about salary of the employees from several wage categories Table2.14 WAGE * fair compensation Cross tabulation fair compensation strongly disagree WAG below Rs E 120 Count % within WAGE Count % within WAGE Count % within WAGE Count % within WAGE 11 neither disagre agree nor e disagree 17 6 strongly agree 18

agree 14

Total 66

16.7% 25.8% 4 6

9.1% 21.2% 2 2

27.3% 100.0% 2 16

Rs 121150

25.0% 37.5% 5 5

12.5% 12.5% 1 4

12.5% 100.0% 4 19

Rs 151180

26.3% 26.3% 5 2

5.3% 21.1% 2 2

21.1% 100.0% 3 14

Rs 181210

35.7% 14.3% 4 4

14.3% 14.3% 3 3

21.4% 100.0% 3 17

above 210 Count % within WAGE Total Count % within WAGE

23.5% 23.5% 29 34

17.6% 17.6% 14 25

17.6% 100.0% 30 132

22.0% 25.8%

10.6% 18.9%

22.7% 100.0%

We would like to test whether differences in the above table is significant using one way ANOVA.

One way ANOVA for analysis 10

Null hypothesis: There is no significant difference in the level of satisfaction with salary among employees belonging to several wage categories. Alternative hypothesis: There is significant difference in the level of satisfaction with salary among employees belonging to several wage categories. Level of significance: 0.05 One way ANOVA table for analysis 10 Table 2.15

ANOVA WAGE Sum of Squares Between Groups Within Groups Total Table value: 2.45 Calculated F statistic: 0.738 Interpretation: since calculated value is less than table value we accept null hypothesis that there is no significant difference in the level of satisfaction with salary among employees belonging to several wage categories. 6.505 279.737 286.242 df 4 127 131 Mean Square 1.626 2.203 F .738 Sig. .568

2.11 Analysis 11 Testing the relationship between wage of the employees and their interest in job using chi square test
Table showing the relationship between the wage of employee and their level of interest in job Table 2.16 WAGE * involvement in job Crosstabulation involvement in job strongly disagree WAG below Rs E 120 Count % within WAGE Count % within WAGE Count % within WAGE Count % within WAGE 1 1.5% 0 .0% 0 neither disagre agree nor e disagree 3 4.5% 1 6.3% 2 4 strongly agree 19

agree 39

Total 66

6.1% 59.1% 1 8

28.8% 100.0% 6 16

Rs 121150

6.3% 50.0% 1 5

37.5% 100.0% 11 19

Rs 151180

.0% 10.5% 0 .0% 0 .0% 1 .8% 0 .0% 1 5.9% 7 5.3%

5.3% 26.3% 0 4

57.9% 100.0% 10 14

Rs 181210

.0% 28.6% 4 9

71.4% 100.0% 3 17

above 210 Count % within WAGE Total Count % within WAGE

23.5% 52.9% 10 65

17.6% 100.0% 49 132

7.6% 49.2%

37.1% 100.0%

Chi square test for analysis 11

Null hypothesis: Different wage category employees belonging to and interest of the employee in the job are independent. Alternative hypothesis: Different wage category belonging to and interests of the employee in the job are independent. Level of significance: 0.10 Chi square statistic for analysis 11 Table 2.17 Chi-Square Tests Value Pearson Chi-Square Likelihood Ratio Linear-by-Linear Association N of Valid Cases 24.184a 23.923 .159 132 df 16 16 1 Asymp. Sig. (2-sided) .086 .091 .690

Table value: 23.542 Degrees of freedom: 16 Interpretation: since calculated value is greater than table value we reject null hypothesis and accept alternative hypothesis that wage and interest of the employee in the job are dependent.

2.12 Analysis 12 Testing the relationship between the employees level of satisfaction with lighting and ventilation facilities and the department they are working
Table showing the level of satisfaction of employees working in different departments Table 2.18 DEPARTMENT * lighting and ventilation Crosstabulation lighting and ventilation neither agree nor disagree disagree DEPARTM spinning ENT Count % within DEPARTMENT 6 14.6% 9 32.1% 1 10.0% 0 .0% 5 45.5% 5 31.3% 4 19.0% 30 22.7% 3 7.3% 1 3.6% 0 .0% 0 .0% 3 27.3% 0 .0% 1 4.8% 8 6.1% strongly disagree 13

agree 19 46.3% 12 42.9% 4 40.0% 3 60.0% 3 27.3% 7 43.8% 7 33.3% 55 41.7%

Total 41

31.7% 100.0% 6 28

preparator Count y % within DEPARTMENT reeling Count % within DEPARTMENT carding Count % within DEPARTMENT packing Count % within DEPARTMENT auto coning Count % within DEPARTMENT Count % within DEPARTMENT Total Count % within DEPARTMENT

21.4% 100.0% 5 10

50.0% 100.0% 2 5

40.0% 100.0% 0 11

.0% 100.0% 4 16

25.0% 100.0% 9 21

others

42.9% 100.0% 39 132

29.5% 100.0%

Chi square test for analysis 12

Null hypothesis: Department employees are working with and their level of satisfaction with lighting and ventilation facilities are independent. Alternative hypothesis: Department employees are working with and their level of satisfaction with lighting and ventilation facilities are dependent Significance level: 0.10 Chi square statistic for analysis 12 Table 2.19 Chi-Square Tests Value Pearson Chi-Square Likelihood Ratio Linear-by-Linear Association N of Valid Cases Table value: 25.989 Calculated value: 26.216 Interpretation: since chi square statistic is greater than table value, we reject null hypothesis that is Department and lighting facilities are dependent. Employees in preparatory, packing, auto coning departments have opined that there are no proper ventilation facilities 26.216a 28.040 .235 132 df 18 18 1 Asymp. Sig. (2-sided) .095 .061 .628

2.13 Analysis 13 Testing whether employees level of satisfaction with safety varies with department they are working:
Table showing the level of satisfaction of employees working in various departments Table 2.20 DEPARTMENT * safety Crosstabulation safety neither strongly disagre agree nor disagree e disagree agree DEPART spinning Count MENT % within DEPARTMENT preparat Count ory % within DEPARTMENT reeling Count % within DEPARTMENT carding Count % within DEPARTMENT packing Count % within DEPARTMENT auto coning Count % within DEPARTMENT Count % within DEPARTMENT Total Count % within DEPARTMENT 2 4.9% 1 3 7.3% 4 4 8 strongly agree 24

Total 41

9.8% 19.5% 1 8

58.5% 100.0 % 14 28

3.6% 14.3% 0 1

3.6% 28.6% 1 3

50.0% 100.0 % 5 10

.0% 10.0% 2 40.0% 0 .0% 0 .0% 0 .0% 5 3.8% 0 .0% 1 9.1% 1 6.3% 1 4.8% 11 8.3%

10.0% 30.0% 0 .0% 4 0 .0% 2

50.0% 100.0 % 3 5

60.0% 100.0 % 4 11

36.4% 18.2% 0 2

36.4% 100.0 % 13 16

.0% 12.5% 5 7

81.3% 100.0 % 8 21

others

23.8% 33.3% 15 30

38.1% 100.0 % 71 132

11.4% 22.7%

53.8% 100.0 %

Using chi square test to test the significance of difference in the level of satisfaction of employees working in various departments
Null hypothesis: There is no significant difference in the level of satisfaction with safety among employees working in different departments. Alternative hypothesis: There is significant difference in the level of satisfaction with safety among employees working in different departments. Level of significance: 0.10 Chi square statistic for analysis 13 Table 2.21 Chi-Square Tests Value Pearson Chi-Square Likelihood Ratio Linear-by-Linear Association N of Valid Cases 42.634a 34.589 .026 132 df 24 24 1 Asymp. Sig. (2-sided) .011 .075 .871

Table value: 33.196 Degrees of freedom: 24 Calculated value: 42.634 Interpretation: since chi square statistic is greater than table value, we reject null hypothesis that department employees are working with and their level of satisfaction with safety provisions are dependent.

2.14 Analysis 14 Testing whether experience in the organization has relationship with salary
Tool: correlation Null hypothesis: There is no relationship between number of years in the organisation and the satisfaction with the compensation. Alternative hypothesis: There is relationship between number of years in the organisation and the satisfaction with the compensation. Correlation table for analysis 14 Table 2.22 Correlations EXPERIENC proportionate E salary EXPERIENCE Pearson Correlation Sig. (2-tailed) N proportionate salary Pearson Correlation Sig. (2-tailed) N 132 -.231** .008 132 132 1 -.231** .008 132 1

**. Correlation is significant at the 0.01 level (2-tailed).

Interpretation: we accept the null hypothesis that there is no relationship between number of years in the organization and satisfaction with salary.

2.15 Analysis 15 Testing whether experience and interest in job have relationship
Tool: correlation Null hypothesis: There is no significant relationship between the employees experience in the organization and their interest in job. Alternative hypothesis: There is no significant relationship between the employees experience in the organization and their interest in job. Correlation table for analysis 15 Table 2.23 Correlations EXPERIENC involvement E in job EXPERIENCE Pearson Correlation Sig. (2-tailed) N involvement in job Pearson Correlation Sig. (2-tailed) N 132 .070 .428 132 132 1 .070 .428 132 1

Interpretation: There is no significant relationship between experience of the employee and their level of interest in doing job.

2.16 Analysis 16 Chi-square test for testing whether Educational qualification and salary are dependent
Table showing the level of satisfaction with compensation among the employees from different educational qualifications. Table 2.24

EDUCATION * fair compensation Crosstabulation fair compensation neither strongly disagr agree nor strongly disagree ee disagree agree agree Total EDUCA primary level TION Count % within EDUCATION Count % within EDUCATION Count % within EDUCATION Count % within EDUCATION Count % within EDUCATION 10 8 6 5 9 38

26.3% 21.1% 19 23

15.8% 13.2% 8 19

23.7% 100.0 % 17 86

secondary level

22.1% 26.7% 0 2

9.3% 22.1% 0 .0% 0 0 .0% 1

19.8% 100.0 % 3 5

higher secondary level iti/degree holder Total

.0% 40.0% 0 1

60.0% 100.0 % 1 3

.0% 33.3% 29 34

.0% 33.3% 14 25

33.3% 100.0 % 30 132

22.0% 25.8%

10.6% 18.9%

22.7% 100.0 %

I would like to test significance of difference in proportions in the above tabulation using chi square test.

Chi square test for testing the significance of difference in the level of satisfaction with compensation among the employees from different educational qualifications. Null hypothesis: Employees educational qualification and their level of satisfaction with salary are independent Alternative hypothesis: Employees educational qualification and their level of satisfaction with salary are independent Chi square table for analysis 16 Table 2.25

Chi-Square Tests Value Pearson Chi-Square Likelihood Ratio Linear-by-Linear Association N of Valid Cases Degrees of freedom: 12 Level of significance: 0.10 Table value: 18.549 Calculated chi square statistic: 10.803 Interpretation: null hypothesis is accepted since chi square statistic is less than table value. Employees educational qualification and their level of satisfaction with salary are independent 10.803a 13.207 1.203 132 df 12 12 1 Asymp. Sig. (2-sided) .546 .354 .273

2.17 Analysis 17 One way ANOVA for testing work life balance is same across all the levels of Educational qualification
Null hypothesis: There is no significant difference in the level of impact family life creates on work life among the employees from different educational qualification. 1=2=3=4 Alternative hypothesis: There is no significant difference in the level of impact family life creates on work life among the employees from different educational qualification. Level of significance: 0.05 ANOVA table for analysis 17 Table 2.26

ANOVA EDUCATION Sum of Squares Between Groups Within Groups Total 1.313 48.164 49.477 df 4 127 131 Mean Square .328 .379 F .866 Sig. .487

Table value: 2.45 Interpretation: since calculated F statistic is less than table value we accept our null hypothesis.

2.18 Analysis 18 Testing the significance of difference in opinion about job security among employees having different periods of work experience in the organization
Table showing the opinion of employees about job security in the organization Table 2.27

EXPERIENCE * security of job Crosstabulation security of job neither strongly disagre agree nor disagree e disagree agree EXPERIEN below 1 CE years Count % within EXPERIENCE 1 2.4% 0 .0% 0 0 .0% 0 .0% 1 1 2.4% 3 15.0% 0 .0% 0 .0% 0 .0% 4 3.0% 2 4.9% 1 5.0% 0 .0% 2 3.2% 0 .0% 5 3.8% strongly agree 37

Total 41

90.2% 100.0 % 16 20

1-3 years Count % within EXPERIENCE 3-5 years Count % within EXPERIENCE above 5 years Count % within EXPERIENCE Count % within EXPERIENCE Total Count % within EXPERIENCE

80.0% 100.0 % 7 8

.0% 12.5% 0 .0% 0 .0% 1 .8% 1 1.6% 0 .0% 2 1.5%

87.5% 100.0 % 59 62

95.2% 100.0 % 1 1

100.0% 100.0 % 120 132

90.9% 100.0 %

I would like to test whether differences in the above tabulation is statistically significant using one way ANOVA.

One way ANOVA for testing the significance of difference in opinion about job security among the employees having different periods of work experience in the organization.
Null hypothesis: There is no significant difference in opinion about job security among the employees having different periods of work experience in the organization. Alternative hypothesis: There is significant difference in opinion about job security among the employees having different periods of work experience in the organization. Level of significance: 0.05 ANOVA table for analysis 18 Table 2.28

ANOVA EXPERIENCE Sum of Squares Between Groups Within Groups Total Table value: 2.29 Interpretation: since calculated value is less than the table value we accept the null hypothesis and there is no significant difference in opinion about job security among the employees having different periods of work experience in the organization. 8.619 230.442 239.061 df 4 127 131 Mean Square 2.155 1.815 F 1.188 Sig. .320

Satisfaction of employees with first aid and medical facilities

Chart showing the satisfaction level of employees regarding first aid and medical facilities based on gender Chart 2.1

Inference: From the above chart about 80% of both male and females are satisfied with medical facilities provided by the company.

Satisfaction of employees with basic amenities like toilet and rest room facilities and canteen facilities
Charts showing the level of satisfaction with basic amenities Figure 2.2

Inference: From the above figure we know that 90% of the employees are satisfied with toilet and rest room facilities

Figure 2.3

Inference: From the above graph we learn that 505 of the employees are satisfied with canteen facilities.

Satisfaction with the incentives given to the employees

Charts showing the level of satisfaction with incentives Figure 2.4

Inference: From the above figure we see that about 90% of the employees are satisfied with incentives they get.

Employees opinion about job security in Sri Jayajothi&co

Chart showing opinion of employees about job security Figure 2.5

Inference: almost all of the employees are satisfied with job security in the company

Employees opinion about equitable salary

Chart showing the employees opinion about equitable salary Figure 2.6 Salary is given without any bias

Inference: 80% of the employees feel that they are getting equitable salary.

Questionnaire (Quality of work life)

S.No.

Questions

Strongly agree

agree

neither strongly disagree agree nor disagree disagree

My working conditions are comfortable There is enough lightning and ventilation in my work place There is enough space for me to work with out any physical disturbance Machines I am working with are safe I am given enough practice and training regarding safety measures Adequate safety and health provisions are provided for me I am provided with sufficient first aid and treatment incase of any work related accidents Toilet and restroom facilities are good Canteen services are very good My supervisor treats me fairly and politely My supervisor recognizes my efforts My supervisor provides me advice and help I am getting coordination from my coworkers My coworkers interferes in my job which lowers my performance I feel I am given adequate and fair compensation

4 5

8 9 10

11 12

13

14

15

16 17 18

Rewards are given without any bias I am getting salary without any delay My salary is proportionate to my performance and experience Regular incentives are given to encourage me

19

20 21

My problems in family affects my concentration and performance in work My work place problems are creating problems in my family life I am getting sufficient time to spend with my family There is a lot of scope for promotion and self development My job contains repetitive and boring elements I feel a well secured job in this organization I work with continuous enthusiasm and interest throughout my working time

22

23

24

25

26

Demographic details:

1. Employees name: 2. Ticket no.: 3. Gender: [ ] male [ ] female

4. Age:

[ ] below 20 yrs [ ] above 40 yrs

[ ] 21-30 yrs

[ ] 31-40 yrs

5. Educational qualification: [ ] primary [ ] ITI 6. Experience: [ ] less than 1 yr [ ] above 5 yrs [ ] below Rs. 120 [ ] 181-210

[ ] secondary

[ ] higher secondary

[ ] 1-3 yrs

[ ] 3-5 yrs

7. Daily wage:

[ ] Rs. 121-150 [ ] 151-180 [ ] above 210

8. Department: 9. Job title: 10. Shift:

Date:

Signature: