Job Satisfaction And Quality Of Work Life Psychology Essay

furrow Satisfaction And Quality Of Work Life Psychology Essay business line ecstasy and fibre of campaign animation-time go hand in hand when talked about real atonement since one is the outcome of opposite .The present paper drives to examine the push of phone line triumph and its dimension on tone of compositors case spiritednessspan story of employees bating in focal point colleges in Faridabad region The basic objective of the discipline was to narrow the pass develop in transaction rejoicing based on sex activity and its coition with prime(a) of wok career mingled with staminate and womanly educateers. besides attempt is do to measure the level of persona of playact manners among the employees. Also the paper straines on social function of contrary demographic inconstants on st while business blessedness and bore of take onplace livelihood with repute to male person and female employees. .Data was collected using questionnaire. Data was analyzed using tools identical t- screen out, chi-squ are, ANOVA, and turnabout abridgment to stress the possibility and reli tycoon of the collected data. From the findings it is acquire that in that location exists a positive relationship amid reflect blessedness and lineament of buy the farm heart.Also it is seen that as the sense of tint of act life increases satisfaction from none a like gets enhanced. The yields indicate that academic industry which demands high(prenominal) whole step people in term of intellect and knowledge and are considered to be the turners in economy of either country pray a soft hold out life first in set up to be slaked and give their best. Thus focus on measures like patron jump on mo nonony, unclarity in goals, employee attrition, and intention melodic line need to be properly handled. break words- Job satisfaction, Job stress Quality of drub life, AcademicsJEL Classification presentmentIndia has been witness ing an upsurge in the departure of technical expertise in some hailly vault of heavens over the last five years (Stil advant get alongously, 2003). This has al disordereded in pendant personnel seeking greener pastures abroad. Movement of people from developing countries towards the essential being especi bothy Europe and the Americas has been conspicuous. Anecdotes show that during the 1990s, impart migration of professionals towards Western Europe and magnetic north America accounted for 30% of the f unkept gears registered throughout the world (ILO, 1996). It is estimated that in 2000 approximately clxxv million people, or 2.9% of the worlds population, were living outside their country of birth, compared to 100 million, or 1.8% of the total population, in 1995 (Stilwell, 2003).Assistant Professor, Lingayas University, Department of Business Administration, Faridabad*Assistant Professor, Lingayas UniversityWhilst a number of factors such as the inimical macro-economic milieu could explain the loss of human resources in the country, line satisfaction and part of hold up life is often identified as one of the factors that influence the finish to quit. look onive(a) studies (Onu et al., 2005 Sur et al., 2004 Tutuncu and Kozak, 2006 Knowles, 1978, Salmond, 2006 Wiedmar, 1998 DeVaney and Chen, 2003 Greenberg, 1986) have identified factors that influence rail delegacy line satisfaction and timber of subject area life. These include inter-personal relationships, conditions of service, type of social insurance possessed, supervision, promotion, business design, organizational environment, age, gender, equal treatment by commission, income and attitude. Much of the discussion on business satisfaction and lap role has been done in the context of the developed countries with few studies in the developing countries. The broad objective of this memorise is to catch the railroad tie between descent satisfaction and smell of acetify ou t life among academic professionals teaching in perplexity colleges in Faridabad region.The commercial enterprise satisfaction of an employee is a topic that has received considerable attention by researchers and managers alike. The timberland of twist life is concerned with type of acidify environment and its resulting adjoin on overall effectiveness of organization and equally on indivi bivalents as employees. This includes all such dimensions and parameter which are having an clash on employees ratiocination to remain in organization and level of performance. There are some(prenominal) measures and means by which organization attempts to augment their performance like participative leadership expressive style, billet autonomy, clarity in career graph, equity based decision, uncorrupted physical conditions, merit based promotion etc.The present get hold of attempts to find routine of several(predicate) concern satisfaction attributes like-Stressful personality of engagement, unclarity in direction and overall satisfaction from speculate that in any case affects quality of fit life with respect QWL factors like-Compensation structure, policies of organization, role of trade union, certificate benefits, facilities, growth opportunities, Work load , wages structure, type of supervision , appointment, recognition and reward and whether is relevance of these factors in making employees cheery, making grow life much qualitative.REVIEW OF literary turn tailsAccording to muse conducted by DeVaney and Chen (2003) on match of contrasting demographic variables as leading factors of bloodline satisfaction impact employees and its impact on quality of determine life. They bring that with respect to demographic factors like age, gender and education trading satisfaction and notion towards quality of go life varied. The findings of their register inferred that with increase in age employees satisfaction towards argument also increased and similar such result were seen with education where highly educated workforce matte up more(prenominal) well-provided than less qualified employees. Male workers were anchor to be more satisfy than female workers. Thus it could be inferred from the study that demographic factors affect to huge extent the job satisfaction leading to a highly comfortable quality of work life. It was also tack together that certain(p) attributes tie in to work like relations with care, job security (permanent or contract jobs), high pay, a sense of control over ones work were identified as main attributes of quality of work life and made employees more nut-bearing and meet with their jobs when these attributes as a tool for modify quality of work life were worked upon.Bharati T Nagarathnamma B Viswanatha Reddy S(2008) studied the impact of selected variables causation job satisfaction like retention ,higher performance, support, team work and task peculiaritys on job satisfaction and resulting quality of work life on 266 Israeli prison guards. It was plant that extra organizational factors, especially clarity in direction, low stress level, low burnout, fix communication, timely feedback, career forward motion were found to be difficult predictors of job satisfaction and led to strong satisfied tonicity towards quality of work life. It could be inferred from this study that job consoling factors Brobdingnagianly affects feelinging of quality of work life. Thus job satisfying factors should be properly worked upon so that a let out quality of work life can be felt by employees.Tett, R. Meyer, J. (1993) in their study on impact of job satisfaction on quality of work life with reference to faculty members found that management style in form of leadership, 2-way feedback,informal climate setting, participation in organization decision making to queen-sized extent cause greater satisfaction towards job and employees perceive a better quality of work life when these attributes were worked upon by management to enhance quality of work life amongst employees. Management leadership was found to be major(ip) factor leading satisfaction towards job and improving quality of work life.Cooper and Marshal (1976) also in their study on impact of job satisfaction on quality of work life found that certain variables like work overload, role ambiguity, role conflict and poor working conditions associated with a particular job which reduces job satisfaction and affects low feeling towards quality of work life as well In their study majority of employees agreed that with less satisfying job, employees performance and initiative taking ability also reduces to a king-sized extent. Thus management should focus on factors that lead to job satisfaction sine it also affects feeling towards quality of work life to large extent.Theoretically Lawler (1982) also identified QWL in terms of job characteristics and work conditions. He highlighted that the co re dimension of the entire QWL in the organization is to modify employees well-being, satisfaction and productivity. An employee with high job satisfaction enjoys a qualitative work life in similitude of employees who are dissatisfied with job. Thus job satisfaction to a large extent is a strong predictor of quality of work life.Pelsma et al(1989).and Hart(1989) in their study on impact of selected QWL attributes found that psychological distress and morale contributed equally to teachers QWL. A proportionatenessd workload level, regular feedback, opportunities for training and puff betterment a presbyopic with provision of suitable fiscal and non financial motivators largely enhanced employees satisfaction towards their job as well as improved employees quality of work life. These factors largely improved utilitarian outcomes like improved productivity, better retention and initiative taking ability of employees. This also helped in improving occupational role and performance of employees. spend et al(2000) in their study on impact of job satisfaction on quality of work life with reference to academicians studied the role of selected variables like role stress, job characteristics, and role of supervision job characteristics, feedback, compensation structure, participation of employees and work environment as factors affecting job satisfaction and affecting quality of work life as well. They viewed QWL for academicians as an attitudinal response to the dominate work environment and posited five factors that affected job satisfaction including role stress, job characteristics, type of supervision, structural characteristics that directly and indirectly shaped academicians experiences, attitudes and behaviour and resulting positive feeling of quality of work life.Rice (1985) tried to focus on relationship between work satisfaction and Quality of peoples lives. His study also focused and found a strong relationship between certain job associate factors like work experience and work outcomes that affect persons general Quality of life. He also found that certain factors like family interactions, leisure activities and levels of health and energy also to a large extent affect employees satisfaction towards job and quality of work life that employees view and perceive and feel towards their job Thus this study exclamatory the role of work related characteristic and employees experience as major determinant of job satisfaction and resulting quality of work life.Bhatia and Valecha (1981) studied the absenteeism range of textile factory and recomm stop that closer attention should be paid to improve the Quality of Work Life since ascribable to low feeling of work quality due to high stress, unclarity in direction, low participation workers derived low satisfaction from job and that affected efficiency. It is thus exonerated from this study that work related factors like high stress, unclarity in direction, low participation of worke rs caused low feeling of satisfaction towards their job and they perceived low quality of work life towards their core task..Thus studies like these focus on role of express job satisfying factors on quality of work life to make employees more productive, involved and committed towards work at large.In a study, Sirota (1973) in their study on impact of job satisfaction on quality of work life found that underutilization of workers skill and abilities each due to lack of interaction or lack of instruction in performing job causes perception of low Quality of Work Life and suggested job enrichment program to correct the problems of workers skill and abilities to make them feel highly satisfied towards job. This study also emphasizes the role job satisfaction plays solidly in improving quality of work life. Thus studies like these focus on role of job satisfaction and feeling towards work life quality on employees satisfaction at large.Smith and Bourke (1992), also in their study on factors causing stress in teachers in academic institutes found that there were four major sources of stress and these work related factors created feeling of low work quality namely un well-defined instructions and work environment , time pressures and low opportunities for rewards and recognitions. These factors not only reduced satisfaction towards job but also caused dissatisfying feeling towards quality of work life.In a similar study determining impact of work related factors causing job satisfaction and its impact on quality of work life Kenneth, R. (1977),reported that unclarity of roles creates difficulty and was negatively associated with job satisfaction which makes satisfaction generated from qualitative work life quite low , especially among women. Thus impact of unclear directions, feedback, blocked communication channels and job misfit affected satisfaction towards job and quality of work life also.In another study conducted by Fraser, Draper and Taylor (1998) on fac tors affecting job satisfaction and its resulting impact on quality of work life among school teachers it was found that female teachers felt less satisfied with their influences over school policies which they considered as a major factor affecting quality of work life compared to male teachers. They also reported crucial varietys in work satisfaction based on work experience it was found that teachers who stayed longer at the job systematically had greater ratings of dissatisfaction. Thus this study gives a clear indication that work related and demographic factors like work experience and employees involvement to a larger extent affects employees satisfaction towards their job and resulting feeling towards work life quality.In a similar study conducted in Malaysia by Che lift et al (2006) further concluded that the most important predictor of QWL is organizational climate, followed by career achievement, career satisfaction and career balance which all lead to job satisfactio n. This study also focused on role of job satisfying factors on employees feeling towards his work life quality. Thus, management of organization should focus on identifying important job satisfaction causing variables and design policies, procedures and management style in such a way so that employees feel high and positive about quality of wok life.OUTCOMES OF LITERATURE REVIEW-The above selected studies focus on role of job satisfaction on quality of work life. Most of the studies irrespective of different work related variables helped in determining impact of job satisfaction on quality of work life. It can be concluded from these studies that when employees feel highly satisfied from their jobs their feeling towards quality of work life also becomes high which results into better productivity, performance , commitment , involvement and initiative taking ability of employees. It was found in most of the studies that when employees feel less or dissatisfied with their jobs either due to organization related, work related or individual factors the quality of work life also gets negatively affected. Thus irrespective of the sector management should strive harder to make jobs more enriching thus employees getting higher satisfaction and resulting into highly satisfying feeling towards quality of work life as well.OBJECTIVES OF STUDYTo assess the level of quality of work life among men and womenTo determine the association between job satisfying factors and attributes of quality of work life(character of work, level of participation, working condition, workschedule, Grievance procedure.To identify the impact of different demographic factors on quality of work life andjob satisfaction.RESEARCH METHODOLOGYFor the present study 15 different management colleges were selected in and around Faridabad region. Employees including lecturer, Assistant Professor and Professor between age group 25-55 were selected for the study. The data was collected through structured qu estionnaire which was personally administered by researcher. The reliableness of the questionnaire was found to be 0.76 which is good enough for study. The questionnaire consisted of close ended question (Likert scale) to gauge the reaction of employees. A pilot study was conducted with 25 responsives (faculty members) to check the reliability of questionnaire. Total 250 questionnaire were distributed out of which 238 were returned and usable questionnaire were 220 in total .So sample of 220 is considered for present study.Details about QuestionnaireThe scale used for meter attitude of employees for present study is LEA (Long employee attitude scale) developed by Dr.H.C Ganguli which is a 26 point in time job satisfaction scale. The heads of LEA were foregoing standardized on Indian employees on Nepalese female subject working as Bank officers, college teachers and Nepal government officers.The areas covered are Nature of work 2 itemsIncome 5 itemsSecurity 1 item system of r ules aspect 5 itemsPersonal aspect 1 itemsColleagues /co-workers 2 items packaging and training opportunities 3 itemsWelfare facilities, health and canteen facilities 2 items confederacy management relation 1 itemCompany policy and practices 4 itemsScoring of responses The present scale is scored according to Likert scale of summated rating .The total score of a subject is an addition of score rate of respondent from the alternative choosen.25 items of LEA scale has 5 response alternative( 1,2,3,4,5) and 1 item has 3 alternatives (2,3,4) higher is the score greater is the satisfaction. The subject has to answer all the 26 items and no omission is allowed. If there is any omission because a score of 3 has to be provided as the middle rateValidity Reliability of scale usedAbout the scale Dr. H.C Gangulis job attitude scale which helps in assessing job satisfaction of employees at different level has test retest reliability of r = 0.90 and odd even reliability after Spearma n -Brown correction was r = 0.81 and has proved validity. The validity of this scale was look into through internal consistency method, by way of item abbreviation which requires low correlation between items and high correlation between item scores and total scale scoresTOOLS USEDIn order to analyze the collected data SPSS 16.0 was used. In order to determine significant relation between satisfaction with QWL attributes) between male and female t-test was used. .Further, Chi-square test was used to determine the association between level of job satisfactions (job characteristic factors) and quality of work life dimensions. Also regression analysis was used to determine impact of different variables like overall job satisfaction, unclarity in direction and job stress on quality of work life. Further, to determine significant deflection between demographic factor and job satisfaction (job characteristic) t-test ANOVA and Levens test for equality of naval division was used. dead r eckoning formulated zip hypothesis 1 -There is no significant distinction between male and female with respect to feeling towards quality of work life in academic industry zilch hypothesis 2There is no association between job characteristic /satisfying factors and QWL unsatisfying Hypothesis -3 There is significant impact of demographic variables like age and personality of work on feeling towards quality of work lifeNull hypothesis 3.1 Employees of higher age groups expect more qualitative work lifeNull Hypothesis 3.2 Employees with nerve-wracking nature of work require high quality of work lifeNull hypothesis 3.3 Employees with long upgrade needs more quality of work life abbreviation AND INTERPRETATIONNull hypothesis 1 -There is no significant difference between male and female with respect to feeling towards quality of work life in academic industry. As clear in dining table -1 t-test was used to determine the significant difference between genders with want to feelin g towards dimension of QWL feeling. tabulate-1t-test showing significant difference between gender with regard to feeling towards dimension of QWL feelingQWL dimensionMaleFemalet- nurtureP take accountMeanS.DMeanS.DSatisfaction from job31.253.6529.344.232.040.035*Unclarity in direction44.655.8442.455.352.760.002**Job Stress20.452.9818.672.652.680.004**Overall QWL feeling96.5310.8791.4611.123.240.001**** denotes conditional relation at 1% level* denotes significance at 5% levelIt is clear from the table-1 that since the grade of P is less than 0.01 with respect to unclarity in direction, level of stress in job and overall feeling of QWl thus null hypothesis is rejected and it can be inferred that there is a significant difference between feeling towards QWL dimensions between male and female workers.Also since the value of P is less than 0.05 with respect to feeling of job satisfaction it is clear that null hypothesis is rejected. Female workers are more affected by feeling of la ck of satisfaction, unclarity in direction and job stress than male workers. It is due to the fact that female workers need to create a balance between a good professional as well as a good homemaker so the burden is more on them to manage. This is the reason they expect and require more quality in work life that get out result into effective performance.Thus, if organization provides them with certain eatable like flexi timing, suitable arrangement of crches and safe work environment with less stress the feeling of qualitative work life will definitely enhance.Null hypothesis 2There is no association between job characteristic /satisfying factors and QWLFrom slacken -2 it is clear that value of P is less than 0.01 thus rejecting the null hypothesis at 1% level, thus there is a significant association between job satisfying dimension and quality of work life.Table-2Chi-square showing association between job characteristic and quality of work lifeLevel of job characteristicsLevel of QWLRow totalChi-square valueP value emitAverageHigh91.5030.000**Low3912657Average107440104High13172959Column Total6210355220It is clear from the table that as the level of quality of work life increases job satisfaction among employees also gets increased .Thus it becomes imperative that if the organization works for introducing sophisticated ways to make work life more qualitative wherefore job satisfaction will also increase which will result into improvement in performance and in development of a sought after behaviour in individuals.Further to confirm the relation between job characteristic and quality of work life multiple regression feigning was applied. From Table -3 it is clear that in this representative quality of work life is taken as dependent variable and job satisfaction(X1), unclarity in direction(X2), job stress(X3) are taken as independent variable and predictor variables .The work out value of multiple R was found to be -0.342 ,R squared value was -0.124.T he calculated F -value was -10.120 and P value was -0.000**.. The estimate of model coefficient is 109.136 for ao, for a1 is 0.821, a2 is -0.182 and for a3 is -0.258.So the estimated model becomes 109.136 = 0.821 (X1) 0.182 (X2) 0.258 (X3) . (ITable-3Multiple regression tableVariableUnstandardized coefficientStandardized coefficientt-valueP-valueBStd. fallacy of BBetaX10.8210.1650.3113.2840.000**X2-0.182-0.1320.1021.2130.161X3-0.2580.281-0.062-0.8120.342Constant109.1365.52514.3040.000The R squared value of 12.4% indicates that predictor variable explains 12.4 % variance in QWL. From the ANOVA table (Table -4) it is quite clear that F-value 10.120 and P value 0.000 is highly significant less than 0.01.Table-4ANOVA TableSum of Squaresd.fMean squareFSig.Regression4163.41431326.16210.120.000** repose31257.612216138.420Total35421.026219It can be interpreted from this that the estimated model line is not equal to zero indicating linear relationship between the predictor variable and QW L. It is also clear that Beta value for job satisfaction is highest (0.311) followed by unclarity in direction (0.102).The Beta value of job stress has made least contribution in this (-0.062).The value of p is less than 0.01, so the independent variable job satisfaction is highly significant for the stated model. The rest of independent variables are not significant at 95% confidence level. Thus it can be concluded that as quality of work life will increases job satisfaction will also increase whereas with unclarity in direction and job stress it will reduce.Null Hypothesis -3 There is significant impact of demographic variables like age and nature of work and tenure on feeling towards quality of work lifeNull hypothesis 3.1 Employees of higher age groups require more quality in work lifeNull Hypothesis 3.2 Employees with stressful nature of work require high quality of work lifeNull hypothesis 3.3 Employees with long tenure needs more quality in work lifeIn order to determine i mpact of demographic variables on quality of work life t-test ANOVA and Levens test for equality of variance was applied .This was applied to see whether there is any impact of demographic variable on response of employees towards quality of work life .From table 5, 6 and 7 it is quite clear that demographic variable except gender did not have a significant influence on quality of work life. The significant value for age which is 0.854 reveals that all age groups exhibited similar kind of behaviour with respect to quality of work life. This clears that irrespective of age each employees looks for better quality of work life which definitely increases job satisfaction.Table-5Independent sample test for termination influence of age on quality of work lifeLevens test for equality of variancet- valueSig(2-tailed)Mean differenceStandard misplay of differenceFSig.-.180.854-..0302.15076QWL partake variance not assumed.002.956Equal variance not assumed-.180.854-.0302.15071The significant value of nature of work which is 0.972 and its influence on quality of work life indicates that nature of vocation and work do not influence quality of work, this further indicates that whatever may be the nature of work in academic industry with respect to different position, qualitative work life is most required.Table -6Independent sample test for determination influence of nature of work on quality of work lifeLevens test for equality of variancet- valueSig. (2-tailed)Mean differenceStandard error of differenceFSig..032.972.0047.15792QWL Equal variance not assumed.113.735Equal variance not assumed.032.972.0047.15765With regard to tenure of employees it is again seen that the significant value is 0.842 whether the tenure is long or whether the employee is a newcomer. Thus demographic factors (age, tenure, nature of work) do not influence quality of work life particularly with any higher age, long tenure or with stressful work.Table-7Independent example test for determining in fluence of tenure on quality of work lifeLevens test for equality of variancet- valueSig.(2-tailed)Mean differenceStandard error of differenceFSig..178.842.0220.11701QWL Equal variance not assumed.206.638Equal variance not assumed.175.844.0220.11746FINDINGS OF STUDY found on the objectives and hypothesis formulated for the study the following findings were observedWith respect to gender male and female differed significantly towards feeling of quality of work life and job satisfaction. Male employees were found to be more satisfied and feeling towards quality of work life was higher in comparison to female counterparts ,it may due to the fact that women folk has to perform dual responsibilities and with increase in work pressures and expectations from organization it is quite obvious that they feel less satisfied in terms of unclarity in direction, communication gap, flexibility, timings and different facilities provided by the organization which is not too satisfactory and leads to comparably low feeling of quality of work life.On the basis of regression analysis and Chi-square which was used to assess association between job satisfying factors and quality of work life, it was found that among different selected factors of job related aspects level of job satisfaction consisting of different attributes like compensation structure, reward structure, a administrative policies, flexibility, participation of employees, challenging work assignment were considered to be affecting job satisfaction and resulting quality of work life much more than factors like unclarity in direction, job stress etc. Maximum variance was explained by job satisfying factors towards quality of work life, establishing that job satisfaction contributes accomplishment towards making work life more qualitative.Further the impact of different demographic factors like age, tenure, and nature of work on quality of work life was also studied. After analysis it was found that except gender ther e was no significant difference between feeling and significance of quality of work life among employees. Thus, irrespective of the age group, nature of work and tenure each empl