SUMMARY SYNOPSIS

A STUDY ON THE IMPACT OF QUALITY OF WORK

LIFE ON EMPLOYEES’ JOB SATISFACTION
(WITH SPECIAL REFERENCE TO IT INDUSTRY IN
HYDERABAD CITY- TELANGANA STATE)
 Table of Contents
1. Research Problem .......................................................................................................... 1
2. Research Methodology................................................................................................... 2
2.1 Research Design .......................................................................................................... 2
2.2 Research Philosophy .................................................................................................... 2
2.3 Research Approach ...................................................................................................... 3
2.4 Research Strategy ........................................................................................................ 3
2.5 Data Collection Methods ............................................................................................. 3
2.6 Sampling ..................................................................................................................... 4
2.7 Hypothesis ................................................................................................................... 4
2.8 Data Analysis .............................................................................................................. 4
3. Summary of the Findings ............................................................................................... 4
References .......................................................................................................................... 11
1. Research Problem

QWL is related with the work satisfaction, work involvement, enthusiasm, efficiency, fitness,
precautions, job security, capability growth and stability between job and non-job life. There
is much about to come regarding nature in each perspective i.e. top notch quality item, nature
of the material and sources of info in that, nature of bundling, nature of item advancement
and nature of administration. Nature of working life and personal satisfaction, which are
fundamental points throughout everybody's life. This additionally leads to worker fulfillment.
To bring in the difficult functionality into the association it is vital to have empowering
nature. QWL is a standout amongst the most critical variables that prompts such ideal
environment.

This research examined the effect of QWL on workers Job contentment. Moreover, this
research also examined the greater ranges of disappointment assuming any and gives
significant proposals to enhancing in those regions. Thus, this research has analyzed the
general nature of working life in the company and its influence on workers work fulfillment
in several well-known IT Companies.

It has been observed from the research that job satisfaction is a view of employees of their
obligations and the associations in which they are hired. Job satisfaction as an employee
response to his duty, on the premise of judgment between aspired prizes and genuine prizes.
Employment fulfillment can be characteristic of work practices, for example, hierarchical
chain and absentee practices, for example, truancy and turnover and one basic finding is that
Job satisfaction corresponds with life contentment. Furthermore, Job satisfaction cannot fully
intercede the connection of identity factors and different work practices. On the other hand,
the nature of occupational life implies fulfillment of a worker to address his/her requirements
from exercises, sources and the outcomes obtained from the contribution in the workplace. At
present, the most viable analysis that has developed about the personal satisfaction
acknowledgment generates another point of view certainly to the employment fulfillment and
related issues to occupation and professionalism.

It was noticed that the nature of working life and employment fulfillment are considered as
equivalent ideas, yet the most administrative learning specialists and well-known therapists
trust that nature of working life and Job satisfaction have diverse ideas. The distinction

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between the nature of working life and Job satisfaction is now that employment fulfillment is
one of the consequences of the nature of working life. Sirin and Sokmen (2015) stated that
disappointment with working life is an issue, which influences all employees at the same
time, or another, irrespective of the position or status. The dissatisfaction, unstable state of
mind and outrage normal to employees who are embittered with their working life can be
impactful to both individual and hierarchical premises. Along these things, QWL empowers
the employee employment fulfillment and is necessary for enhancing authoritative and
working efficiency. Therefore, it could be concluded that the quality of working life
effortlessly affects job satisfaction.

QWL is important in connection with Job satisfaction and general execution in the
association. Be that as it may, nowadays workers are disappointed with the few of the
operations of occupation and managing societal connection in the association resulting upon
the motorization and robotization of the business. Furthermore neglecting by others and less
use of aptitudes resulted in tension and partial contentment among the employees. They
encounter distance, which may come about because of the bad outline of socio-specialized
frameworks. Low nature of working life may prompt expanded truancy, strain and eventually
work disappointment. Accordingly, organizations are needed to embrace a technique to
enhance the employees (QWL) - the quality of work life to fulfill together the authoritative
goals and worker needs.

2. Research Methodology

2.1 Research Design

A descriptive research methodology is adopted. The use of descriptive research aided the
researcher in generalising the concept from a huge amount of sample (which is the
requirement of the study as it deals with customer’s perception) through statistical
interpretation.

2.2 Research Philosophy

The research was based on positivism and interpretivism philosophies. The positivism
philosophy was employed due to the fact that the analyst wasn't harmed and the research
itself wasn't impacted negatively. The study was focused in finding whether the QWL
influence workers’ work contentment by accumulating information from huge number of

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staffs as well as deciphering the information and the facts. Moreover, the analyst had aims to
gathering data and facts from a tinier specimen of administrators to get a detailed knowledge
regarding their times as well as experience about the subject and hence, establishing the vital
aspects of their ideas and thus giving way to the interpretivism theories. In this manner,
positivism approach or idealism has been utilized.

2.3 Research Approach

This research has employed deductive approach as it involves in making use of a theory
before examining an issue. Deductive approach also involves in testing of a theory through
observations for arriving at a conclusion whereas inductive approach involves beginning with
observations and then proposing a theory based on the observations. Therefore, this research
has utilised deductive approach as this study involved the usage of theories related to QWL
and employees’ job satisfaction so as to aid the researcher in arriving at a specific conclusion.

2.4 Research Strategy

As QWL happens to be an important factor for both the organisation and the employees, it
becomes essential to obtain the viewpoints from the perspective of staffs regarding the
importance of QWL. Survey strategy in this case assisted the researcher in obtaining the data
as the strategy involves choosing comparatively wide range of individuals from a pre-
determined population and collecting data from those people thereby aiding the researcher in
obtaining information from small group of individuals for making inference about the wider
population followed by analysing and interpretation of the data for reaching at a precise
conclusion (Saunders, Lewis and Thornhill, 2009).

2.5 Data Collection Methods

Secondary data:

Secondary data collection method was collected from internal sources which include the
consumer data base from the organization or with the help of external sources such as books,
magazines, journals, websites, etc.

Primary data:

Primary data was collected with the help of quantitative method through questionnaire survey

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2.6 Sampling

The respondents were selected by using convenient sampling technique. The universe of the
study refers to the workers of the selected 5 IT companies’ namely TCS, HCL Technologies,
WIPRO Technologies, INFOSYS and Capital IQ which are surrounding of Hyderabad city in
Telangana State. The samples were collected from the companies located in Hyderabad city.
The total strength of the universe is 1200. The sample size taken to conduct the research was
120 (10% of the universe) the sample was focussed on middle level and operating level
managers equally.

2.7 Hypothesis

The following hypotheses were formulated in order to achieve the above objectives

 H01: There is a positive relationship between QWL and employees’ job satisfaction

 H02: There is a no significance level of dissatisfaction between employees in IT

industry

 H03: There is no significance of factor influencing on job satisfaction of employees IT

industry

2.8 Data Analysis

The data was eventually collected and tabulated, investigated, explained with the help of the
bar diagrams, and pie charts. Some of the tools that were implemented for data analysis are
Simple Percentage Analysis, Chi–Square Analysis and Weighted Average Score Analysis.

3. Summary of the Findings

The reliability test is 0.174, which depicts that collected data is reliable for achieving research
aims and objectives. The descriptive statistic posits that there were 120 people participants. In
the collected results gender, age and work experience, the highest value of standard deviation
is 1.12 that is for age. At the same time, age also involves highest mean, median and
maximum in the above descriptive statistic.

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Both gender male and female were participated and provided their views. But, male
participants were in the majority with 72 (60%) out of the 120. On the other hand, there were
48 female with 40% ratio.

The participants were belonged from the different age group. In this, highest 47 (39.17%)
participants were from the age group 20-30 years. At the same time, there were 12 – 12
participants from the age group below 20 years and above 50 years.

On the basis of collected results, it can be explained that different people were have different
work experience. There were participants from four different work experience group that 0-5
years, 60- 10 years, 11- 15 years and 15 years and above. In this, mostly participants (50%)
from the work experience group 6- 10 years.

The descriptive statistics contains the some important elements such as N (sum), range,
minimum, maximum, mean, standard deviation and variance. For this table, it is found that N
for all was 120, rang for mostly was 4.00, minimum was .100 and maximum was 5.00. In the
context of mean and standard deviation, it is found that highest mean value was 2.80 and
highest standard deviation was 1.381. At the same time, variance value for was near 1.5 for
mostly items.

66.7% (80) participants believe that quality of work life affects the job satisfaction level of an
employee in the It organization. But, on the other hand, remaining 33.3% participants do not
believe that quality of work life affects the job satisfaction level of the employee.

64 (53.3%) participants out of the 120 said that salary or compensation is faire in their
organization that satisfies them. But, 56 participants replied opposite them and said that
salary and compensation is not good in their organization.

In the context of bonus and incentive, it is obtained that 61 (50.83%) participants assume that
bonus and incentive policies are effective in their company. Beside of this, 59 (49.17%)
participants replied that in their companies, there is not effective bonus and incentive
policies.

80 (66.7%) participants, their companies are providing safe and healthy working
environment. In contrary of this, 36 (30%) participants replied that their companies are not
providing safe and health working environment to employees.

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65.8% participants said that in their organization, there is special policy for employees’
health and safety that satisfies them. But, remaining participants (34.2%) participant said that
there is not any specific policy for employees’ health and safety.

71 participants out of the 120 were agreed that strongly agreed that a good quality of working
life is important to improve the employees’ satisfaction. But, 49 participants were disagreed
and strongly disagreed that a good quality of working life is important to improve the
employees’ satisfaction.

From the above table and graph, it can be interpreted that 8 participants were strongly agreed
and 76 agreed on the statement that quality of work life in theory companies encourage
employees to improve their skills. But, at the same time, 32 participants were disagreed and
strongly disagreed that quality of work life does not encourage employees to improve their
skills.

It can be said that employees’ health and safety at workplace have highly affects over mental
states of employees because 59.2% participants given their response in this favor.

The findings denote that in the IT organizations, 66.7% employees and managers think that
freedom of communication at the workplace is helpful to improve the job satisfaction. They
give to importance to freedom of communication. In contrary of this, 36 (30%) participants
do not think same, they against of above people.

The findings denote that 63.3% participants were agreed and strongly agreed that, equitable
reward system plays important role in the job satisfaction of employees. At the same time, 8
(6.7%) participants were at the undecided level and 30% were disagreed from this.

It was found that 60% participants were agreed that a concern of management for employee
job security is essential in the job satisfaction.

It was found that 63.3% employees and manager of IT companies were agreed that employee
skill development program in their organizations is important to increase the job satisfaction
among the employees.

At the same time, the researcher obtained that 60% participants were agreed and strongly
agreed that reduction of occupational stress is effective to improve the job satisfaction of

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employees. It also found that 35% were disagreed and 5% were undecided that reduction of
occupational stress is effective to improve the job satisfaction of employees.

It can be interpreted that a good employer-employee relationship at the workplace is effective

to maintain the high job satisfaction among the employees. It is because 65% participants
given importance to employee and employer relationship in the job satisfaction.

The results also show that extent of challenging job affects the job satisfaction among the
employees. 70% participants replied that a difficult job task negatively affects the job
satisfaction among the employees. But, at the same time, 26.7% participants do not think this.

The collected data defines that in IT organizations, more opportunities for growth satisfy the
employees regarding the job. It is because 61.7% employees and manager believe on the
above statement. But, 34.2% employees and managers do not believe on the above statement.

The findings denote that 76.7% participants said that flexibility working schedule is
important to increase job satisfaction among the employees. Simultaneously, 20%
participants do not think that it is important to increase job satisfaction.

60.0% given their views as that worker or employee participation in management is important
to retain the employees more satisfied. But, the views and opinions of the remaining persons
were different in this concern.

In the context of the above table and figure, it can be defined that to increase the job
satisfaction of employees, supportive leadership plays an important role. It is because 51.7
participants were given their responds in positive manner. But remaining 48.3% were against
of above.

The collected data in the above table shows that 65% participants were agreed and strongly
agreed that an effective profit sharing policy in the IT Company enables that management to
increase the job satisfaction and quality of work.

At the same time, it can be also interpreted that an effective training and development
program at workplace is effective to increase the job satisfaction and quality of the work. It is
because 60% participants believe that an effective training and development program
increase job satisfaction level among the employees.

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It was found that 67.5% participant were agreed and strongly agreed that recognition
programs and employee benefits are important to influence the job satisfaction and quality of
the work. But, at the same time, 35.5% participant were disagreed and strongly disagreed that
recognition programs and employee benefits are important to influence the job satisfaction
and quality of the work.

On the basis of above results and interpretation, it can be said that there are various factor in
the quality of work life that influence the job satisfaction of the employees in the IT
companies. Along with this, it can also be said that above collected and analyzed data is
appropriate to prove or reject the research hypothesis. The result of this research study is also
important to achieve the research aims and objectives.

Form the above analyzed data, it is found that the first research hypothesis “there is a positive
relationship between QWL and employees’ job satisfaction” is proved. The above result
shows that the organization and management concern on a good quality of the work life is
important to increase the job satisfaction level among the employees. In this, it is found that
special policies at the workplace regarding the employees’ health and safety increase the job
satisfaction of the employees. At the same time, it is also found that in the job satisfaction
level of the employees; salary play important role. The reduction of the stress level at the
work place is also important to increase the job satisfaction among the employees. This
interpretation can be supported by the views of Rethinam, et al. (2008) as determined that a
supportive policy for employees’ health and safety enhance the job satisfaction level among the
employees. It also says that a good quality of working life is also important to improve the
employees’ satisfaction at the work place.

At the same time, it is also found that the second hypothesis as ‘there is a no significance level
of dissatisfaction between employees in IT industry’ is also proved. It is because in this
research, it is identified that there is no significance level of dissatisfaction between employees
in IT industry. It is because every employee has different level of satisfaction. In this, some
employees give to importance to salary, some give to healthy and safety environment, some
give to training at the workplace and some give to relationship of employee and employer. In
the support of this, Owoyemi, et al. (2011) stated that the relationship between the employee
and employer plays a significant role to increase the job satisfaction among the employees.

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Furthermore, the third and last hypothesis as there is no significance of factor influencing on
job satisfaction of employees IT industry is rejected. It is because in the quality of work life,
there are also some significant factors that have an influence on the job satisfaction of
employees in IT companies. In this, it is found that major factor of the quality of work life are
open communication, a concern on employee job security, employee skill development
program, good employee and employer relationship, extent of challenging job task,
alternative working schedule, more opportunity for growth. This interpretation can be
supported by the literature findings of Rethinam and Ismail (2007) where it was defined that
the level of the job satisfaction cannot be measured on the basis one factor. It also determined
some major factor of the quality of work life that are employees benefit, good appraisal
system, recognition system, , a concern on employee job security, employee skill
development program, good employee and employer relationship etc.

On the basis of above analysed data, it is found that to improve the job satisfaction level
among the employees, IT companies should developed and implement the effective
compensation, training, skill developed policies in the organization. It will help the IT
companies to retain the employees more satisfied and happy. It will also improve the
efficiency of organization and minimize the cost. At the same time, the research study
conducted by Sinha (2012) states that in order to improve the job satisfaction level of the
employees that company should provide chance to employees to participate in the
management and decision making activities. Along with this, Swamy (2013) suggested that to
develop an open communication working environment is a way of improving the job
satisfaction level of the employees.

It was concluded from the research that quality of work life is normally an emphasis on the
methods that have revolutionized the organizations to increase the level of satisfaction in the
staff, to improve their performance, to decrease quitting job rate and alleviate their tension
and heighten the level of productivity. Satisfaction of job position and happiness in a job have
highly affected over mental states of employees, thus he/she tries best to save his/her job
which results to show better and desirable performance. This performance equals to feelings
of happiness, therefore the success of the organization is similar to his/her success in personal
life.

Majority of the respondents were certain that the quality of work life has an influence on
work pleasure level of a worker in a company. Majority of respondents stated that there exists

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a distinct scheme in their companies for the fitness and wellbeing of workers which pleases
them whereas. Majority of respondents stated that a decent quality of working life was
significant to enhance the pleasure of staff of members. Majority of respondents agreed
regarding the view that quality of work life in conceptual organizations motivates the workers
to enhance the talents whereas simultaneously. Majority of respondents stated that is safe to
say that the fitness and wellbeing of the workers at the office has high influence on the
mental conditions of workers. Majority of respondents stated that workers and managers in
the IT companies have a view that the freedom of communication in company helps in
enhancing the work pleasure. Majority of respondents were in favour of the statement that the
reasonable bonus procedure had a significant part in the work pleasure of workers. Majority
of respondents were in favour of the statement that the interest of administration for workers
job security is important in work pleasure. Majority of respondents stated that workers and
manager of the IT organizations were in favour of the view that the workers talent enhancing
strategy in the companies is essential to enhance the work pleasure of workers.

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References

Owoyemi, O. A., Oyelere, M., Elegbede, T., &Gbajumo-Sheriff, M. (2011). Enhancing

Employees' Commitment to Organizations through Training. International Journal of
Business and Management, 9, 10-15

Rethinam, G. S., & Ismail, M. (2007). Constructs of quality of work life: A perspective of
information and technology professionals. European journal of Social Sciences, 7(1), 58-70.

Saunders, Mark & Lewis, P & Thornbill, A. (2000). Research Methods for Business Studies.

Sinha, C. (2012). Factors affecting quality of work life: empirical evidence from Indian
organizations. Australian Journal of Business and Management Research, 1(11), 31-40.

Sirin, M., & Sokmen, S. M. (2015). Quality of Nursing Work Life Scale: The Psychometric
Evaluation of the Turkish Version. International Journal, 8(3), 543.

Swamy, D. R. (2013). Quality of work life of employees in private technical institutions.

International Journal for Quality Research, 7(3), 3-14.

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