© The Journal

Contemporary Management Research

2012, Vol.6, Issue No.1, 78-90.

A study on quality of work life among workers

with special reference to textile industry in
Tirupur district – A textile hub
Indumathy.R.
PPG Business School
Coimbatore

Abstract

Quality of work life refers to the level of happiness or dissatisfaction with one's career.
There is an attempt to look into the Quality of Work Life among Workers with special
reference to textile industry in Tirupur District – A textile hub. The research design
chosen is descriptive in nature. The sample size taken to conduct the research is 60
workers. For this study, the sampling technique chosen is convenient sampling.
Structured interview schedule was used for primary data collection. Secondary data
was collected from earlier research work, various published journals, magazines,
websites and online articles. Simple Percentage Analysis, Chi – Square Analysis and
Weighted Average Score Analysis are the tools used for data analysis. The investigation
has remarkably pointed out that the major factors that influence and decide the Quality
of Work Life are attitude, environment, opportunities, nature of job, people, stress level,
career prospects, challenges, growth and development and risk involved in the work
and rewards.

Keywords: Employee, Job, Organization, Satisfaction, Quality of Work Life, Worker.

INTRODUCTION concentrate on job designs and organization

of work. Further, today's workforce is realizing
Quality of work life refers to the level of the importance of relationships and is trying
happiness or dissatisfaction with one's career. to strike a balance between career and
Those who enjoy their careers are said to have personal lives.
a high quality of work life, while those who are
unhappy or whose needs are otherwise unfilled REVIEW OF LITERATURE
are said to have a low quality of work life. Quality
of work life is viewed as an alternative to the Taylor (1979) more pragmatically identified the
control approach of managing people. The essential components of Quality of working life
quality of work life approach considers people as; basic extrinsic job factors of wages, hours
as an ‘asset' to the organization rather than as and working conditions, and the intrinsic job
‘costs'. It believes that people perform better notions of the nature of the work itself. He
when they are allowed to participate in suggested that relevant Quality of working life
managing their work and make decisions. This concepts may vary according to organization
approach motivates people by satisfying not only and employee group. Mirvis & Lawler (1984)
their economic needs but also their social and suggested that Quality of working life was
psychological ones. To satisfy the new associated with satisfaction with wages, hours
generation workforce, organizations need to and working conditions, describing the “basic
 2012 Indumathy 79

elements of a good quality of work life” as; safe Statement of the problem
work environment, equitable wages, equal
employment opportunities and opportunities for Quality of Work Life in an organization is
advancement. essential for the smooth running and success
of its employees. The work-life balance must
Baba & Jamal (1991) listed what they described be maintained effectively to ensure that all
as typical indicators of quality of working life, employees are running at their peak potential
including: job satisfaction, job involvement, work and free from stress and strain. The Quality of
role ambiguity, work role conflict, work role Work Life can affect such things as
overload, job stress, organizational commitment employees’ timings, his or her work output, his
and turn-over intentions. or her available leaves, etc. Quality of Work
Life helps the employees to feel secure and
like they are being thought of and cared for by
Bertrand & Scott (1992) in their study
the organization in which they work. An
“Designing Quality into Work Life” found that
organization’s HR department assumes
improvements in the quality of work life are
responsibility for the effective running of the
achieved not only through external or structural
Quality of Work Life for their employees. This
modifications, but more importantly through
being the real fact and since there was
improved relations between supervisors and absenteeism and lack of job satisfaction
subordinates. among the workers in Tirupur district, the
investigator has made an attempt in this
Datta (1999) in his study “Quality of Work Life: regard and has undertaken the current study
A Human Values Approach” say that in a deeper to analyze the Quality of Work Life among
sense, quality of work life refers to the quality of workers with special reference to textile
life of individuals in their working organizations— industry in Tirupur district – A textile hub and
commercial, educational, cultural, religious, to offer suitable suggestions for the
philanthropic or whatever they are. Modern organization to take necessary steps to
society is organizational society. Individuals improve the Quality of Work Life among its
spend much of their lives in organizations. Workers.
Hence, the importance of quality of work life is
unquestionable. OBJECTIVES OF THE STUDY

● To identify the factors affecting quality of

Normala & Daud (2010) in their study
work life.
“Investigating the Relationship between Quality ● To assess the quality of work life among
of Work Life and Organizational Commitment workers
Amongst Employees in Malaysian Firms” say ● To analyze the measures adopted by the
that the quality of work life of employees is an organization to improve the quality of work
important consideration for employers interested life among workers.
in improving employees’ job satisfaction and ● To suggest suitable measures to improve
commitment. the quality of work life among workers.
 80 The Journal Contemporary Management Research March

SCOPE OF THE STUDY RESEARCH METHODOLOGY

Work is an integral part of our everyday life, be The research design chosen is descriptive in
it our livelihood or career or business. On an nature. The universe of the study refers to the
average we spend around twelve hours daily in workers of the selected 5 textile industry
the work place, that is one third of our entire life; related organizations in Tirupur district – A
it does influence the overall quality of our life. It textile hub. The total strength of the universe
should yield job satisfaction, give peace of mind, is 600. The sample size taken to conduct the
a fulfilment of having done a task, as it is research is 60 workers. 10% of the universe
expected, without any flaw and having spent the has been taken for the research. The
time fruitfully, constructively and purposefully. respondents were selected by using
Even if it is a small step towards our lifetime convenient sampling technique. Structured
goal, at the end of the day it gives satisfaction interview schedule was used for primary data
and eagerness to look forward for the next day. collection. Secondary data was collected from
A happy and a healthy employee will give better earlier research work, various published
turnover, make good decisions and positively journals, magazines, websites and online
articles. Simple Percentage Analysis, Chi –
contribute to the organizational goal. An assured
Square Analysis and Weighted Average Score
good quality of work life will not only attract
Analysis are the tools used for data analysis.
young and new talent but also retain the existing
experienced talent. This being the virtual fact,
DATA ANALYSIS AND
the current study on Quality of Work Life among
workers with special reference to textile industry INTERPRETATION
in Tirupur district – A textile hub, is expected to
Simple percentage analysis interpretation
prove extremely useful for the organization to
improve the quality of work life among its Table 1 show that 51.67 percentage of the
workers with the help of the recommendations respondents are less than 25 years, 71.67
given by the investigator. percentage of the respondents are male and
28.33 percentage of them are female. It also
LIMITATIONS OF THE STUDY shows that 70 percentage of the respondents
are married and 40 percentage of the
● The study is limited to the workers of textile
respondents’ educational qualification is below
industry in Tirupur district and therefore the
SSLC. 61.67 percentage of the respondents’
findings of the study cannot be extended to
total work experience is between 2 to 4 years
other areas.
and 60 percentage of the respondents’
● Convenient sampling has been used in the
monthly income is between Rs.3000 to
study and it has its own limitations.
Rs.6000 only.
● Personal bias of the respondents might
have crept in while answering a few Interpretation
questions in the structured interview
schedule. Table 2 show that 36.67 percentage of the
● Results of the study may not be generalized. respondents strongly agreed that the training
 2012 Indumathy 81

given by the organization helps them to achieve Hence there is no significant relationship
the required skills for performing the job between Total work experience and Salary.
efficiently. Only 30 percentage of the
respondents agreed that they are comfortable Null Hypothesis
with the working hours. 13.33 percentage of the There is no significant relationship between
respondents strongly agreed that they feel free Total work experience and Overall job
to offer comments and suggestions in the satisfaction
organization. It is also found that 70 percentage
of the respondents agreed that they are allowed Alternate Hypothesis
to participate in managerial decision making and There is significant relationship between Total
only 10 percentage of the respondents strongly work experience and Overall job satisfaction
agreed that the feedback given to them by the
supervisors about the work done is motivating. Interpretation
Only very few that is 10 percentage of the Table 4 show that calculated value [60.7566]
respondents strongly agreed that the is more than the table value [26.296] at 5%
organization gives sufficient freedom to bring level of significance. So the null hypothesis is
out the best in them 56.67 percentage of the rejected. Hence there is significant relationship
respondents agreed that the organization between Total work experience and Overall
arranges for a free health checkups for the sake job satisfaction.
of workers on a regular basis and only 40
percentage of them strongly agreed that the Null Hypothesis
transportation facilities provided by the There is no significant relationship between
organization are adequate. It also shows that Educational qualification and Salary
28.33 percentage of the respondents strongly Alternate Hypothesis
agreed that the organization celebrates regional There is significant relationship between
and national festivals and provided with Educational qualification and Salary.
recreation facilities to have fun at the work place. Interpretation
Table 5 show that calculated value [66.566] is
CHI – SQUARE ANALYSIS more than the table value [31.410] at 5% level
of significance. So the null hypothesis is
Significant relationship between Total work rejected. Hence there is significant relationship
experience and Salary between Educational qualification and Salary.
Null Hypothesis
There is no significant relationship between Null Hypothesis
Total work experience and Salary There is no significant relationship between
Alternate Hypothesis Gender and Overall Job satisfaction
There is significant relationship between Total Alternate Hypothesis
work experience and Salary. There is significant relationship between
Interpretation Gender and Overall Job satisfaction
Table 3 show that calculated value [21.0123] is Interpretation
less than the table value [26.296] at 5% level of Table 6 show that calculated value [4.5515] is
significance. So the null hypothesis is accepted. less than the table value [9.488] at 5% level
82 The Journal Contemporary Management Research March

of significance. So the null hypothesis is required skills for performing the job
accepted. Hence there is no significant efficiently.
relationship between Gender and Overall job ● 30 percentage of the respondents agreed
satisfaction. that they are comfortable with the working
hours.
Weighted average score analysis ● 13.33 percentage of the respondents
strongly agreed that they feel free to offer
Measures adopted by the organization to
comments and suggestions in the
improve the quality of work life
organization.
● 70 percentage of the respondents agreed
Interpretation
that they are allowed to participate in
Table 7 show that the workers are most satisfied
managerial decision making.
with work environment and safety measures in
● 10 percentage of the respondents strongly
the company. Workers are not much satisfied
with the relation and cooperation with co- agreed that the feedback given to them by
workers and job security and they are least the supervisors about the work done is
satisfied with Salary. motivating.
● percentage of the respondents strongly
Findings agreed that the organization gives
Simple percentage analysis sufficient freedom to bring out the best in
Demographic factors them.
● 56.67 percentage of the respondents
● 51.67 percentage of the respondents are agreed that the organization arranges for
less than 25 years. a free health checkups for the sake of
● 71.67 percentage of the respondents are workers on a regular basis.
male. ● 40 percentage of them strongly agreed
● 28.33 percentage of them are female. that the transportation facilities provided
● 70 percentage of the respondents are by the organization are adequate.
married. ● 28.33 percentage of the respondents
● 40 percentage of the respondents’
strongly agreed that the organization
educational qualification is below SSLC.
celebrates regional and national festivals
● 61.67 percentage of the respondents’ total
and provided with recreation facilities to
work experience is between 2 to 4 years.
have fun at the work place.
● 60 percentage of the respondents’ monthly
income is between Rs.3000 to Rs.6000 only.
CHI – SQUARE ANALYSIS
Study factors
● There is no significant relationship
between Total work experience and
● 36.67 percentage of the respondents
Salary.
strongly agreed that the training given by
the organization helps them to achieve the
 2012 Indumathy 83

● There is significant relationship between ● Providing adequate casual leave or

Total work experience and Overall job permission may be considered.
satisfaction. ● Information flow within the organization
● There is significant relationship between
could be improved.
Educational qualification and Salary.
● There is no significant relationship between
CONCLUSION
Gender and Overall job satisfaction.

WEIGHTED AVERAGE SCORE ANALYSIS A happy and healthy employee will give better
turnover, make good decisions and positively
From the above summary of analysis, it can be contribute to organizational goal. An assured
found that the workers are most satisfied with good quality of work life will not only attract
work environment and safety measures in the young and new talents but also retain the
company. Workers are not much satisfied with existing experienced talents. Quality of work
the relation and cooperation with co-workers and life can affect such things as employees’
job security and they are least satisfied with timings, his or her work output, his or her
Salary. available leaves, etc. Work life balance must
be maintained effectively to ensure that all
RECOMMENDATIONS employees are running at their peak potential
and free from stress and strain. So it is up to
● Safety measures could be improved in the the organization to focus on their workers and
organization so that worker safety could be improve their quality of work life so that
ensured and accidents could be minimized. attrition, absenteeism and decline in workers’
productivity can be checked. Necessary
● Workers may be encouraged to offer
suggestions were given by the investigator for
suggestions for making improvements in the
the same.
organization. This makes them feel their
importance in the company. REFERENCES
● Sufficient training programs can be
arranged so that the worker productivity Chan, Ka Wai, & Thomas A. Wyatt (2007),
could be improved. “Quality of Work Life: A Study of
● Appropriate pay strategies could be evolved Employees in Shanghai, China”, Asia
to give fair and adequate compensation to Pacific Business Review, Vol:(13):4
the employees. Performance based 501 - 517.
increments would improve the performance
of the workers. Datta, Tanmoy (1999), “Quality of Work Life:
● Medical expenses of the workers could be A Human Values Approach”, Journal
of Human Values, Vol(5): 2, 135 -145.
reimbursed.
84 The Journal Contemporary Management Research March

Gupta,C.B.,“Human Resource Life: A Perspective of Information

Management”, Sultan Chand, 1999. and Technology Professionals”,
European Journal of S o c i a l
Kothari C.R, “Research Methodology”, N e w Sciences, Vol(7): 1 - 58.
Delhi, Vikas Publishing House, 1967
Tripathi, P.C., “Personnel Management”,
Normala & Daud (2010), “Investigating t h e Bombay, Asra Publishing House, 1967
Relationship Between Quality of Work
Life and Organizational C o m m i t m e n t www.chrmglobal.com/Articles/183/1/
Amongst Employees in M a l a y s i a n Quality-of-Work-Life
Firms”, International Journal of www.citehr.com
Business and Management, Vol(5):10. http://www.faqs.org/abstracts/Engineerin
g-and-manufacturing
Prasad, L.M, “Human Resource www.tradeget.com
Management”, Sultan Chand & Sons, 2005 www.ibef.org
Rethinam, Gunaseelan & Maimunah Ismail www.economywatch.com
(2008), “Constructs of Quality of Work www.indialine.com
2012 Indumathy 85

Table- 1: Classification based on Demographic factors

Percentage
Sl. No. Demographic Factors No. of Respondents
[%]
Age
Less than 25 years 16 26.67
25 to 35 years 31 51.67
1 35 to 45 years 11 18.33
45 to 55 years 2 3.33
More than 55 years 0 0
Total 60 100
Gender
Male 43 71.67
2
Female 17 28.33
Total 60 100
Marital status
Married 42 70
3
Unmarried 18 30
Total 60 100
Size of family
2 members 3 5
3 members 7 11.66
4 4 members 24 40
5 members 22 36.66
More than 5 members 4 6.66
Total 60 100
Educational qualification
Below SSLC 4 6.67
SSLC 24 40
HSC 18 30
5
Diploma 7 11.67
Graduate 6 10
Post Graduate 1 1.66
Total 60 100
Total work experience
Less than 2 years 6 10
2 to 4 years 37 61.67
6 4 to 6 years 13 21.67
6 to 8 years 4 6.66
Above 8 years 0 0
Total 60 100
86 The Journal Contemporary Management Research March

Monthly income
Less than Rs.3000 8 13.33
Rs.3000 to Rs.6000 36 60
7 Rs.6000 to Rs.9000 8 13.33
Rs.9000 to Rs.12000 5 8.34
More than Rs.12000 3 5
Total 60 100

Table - 2: Classification based on Study factors

Study Agreeable level of No. of Percentage
Sl. No.
factors opinion Respondents [%]
Strongly Agree 22 36.67
Agree 23 38.33
Effectiveness
Neither Agree Nor
of training 8 13.33
1 Disagree
on
performance Disagree 7 11.67
Strongly Disagree 0 0
Total 60 100
Strongly Agree 18 30
Agree 42 70
Neither Agree Nor
Working 0 0
2 Disagree
hours
Disagree 0 0
Strongly Disagree 0 0
Total 60 100
Strongly Agree 8 13.33

Freedom to Agree 28 46.67

offer Neither Agree Nor
24 40
3 comments Disagree
and Disagree 0 0
suggestions
Strongly Disagree 0 0
Total 60 100
Strongly Agree 4 6.67
Agree 42 70
Participation Neither Agree Nor
in managerial Disagree 14 23.33
4
decision
making Disagree 0 0
Strongly Disagree 0 0
Total 60 100
2012 Indumathy 87

Strongly Agree 6 10
Agree 36 60
Feedback
and Neither Agree Nor
18 30
5 appreciation Disagree
by the Disagree 0 0
supervisors
Strongly Disagree 0 0
Total 60 100
Strongly Agree 6 10
Agree 24 40
Neither Agree Nor
Freedom 18 30
6 Disagree
at work
Disagree 10 16.67
Strongly Disagree 2 3.33
Total 60 100
Strongly Agree 14 23.33
Agree 34 56.67
Neither Agree Nor
Free health 10 16.67
7 Disagree
checkups
Disagree 2 3.33
Strongly Disagree 0 0
Total 60 100
Strongly Agree 24 40
Agree 31 51.67
Neither Agree Nor
Transportat 5 8.33
8 Disagree
ion facilities
Disagree 0 0
Strongly Disagree 0 0
Total 60 100
Strongly Agree 17 28.33
Agree 34 56.67
Neither Agree Nor
Recreation 9 15
9 Disagree
facilities
Disagree 0 0
Strongly Disagree 0 0
Total 60 100
88 The Journal Contemporary Management Research March

Table - 3: Significant relationship between Total work experience and Salary

Agreeable level of opinion about adequate Salary

Total work Experience
SA A NN DA SD Total

Less than 2 years 0 5 3 2 0 10

2 to 4 years 3 20 25 12 2 62

4 to 6 years 3 3 7 6 2 21

6 to 8 years 3 2 0 2 0 7

More than 8 years 0 0 0 0 0 0

Total 9 30 35 22 4 100

Calculated Value Table Value

21.0123 26.296

Table - 4: Significant relationship between Total work experience and Overall job
satisfaction

Total Agreeable level of opinion about Overall job satisfaction

work Experience SA A NN DA SD Total

Less than 2 years 0 0 0 7 3 10
2 to 4 years 0 25 6 27 3 61
4 to 6 years 2 10 8 2 0 22
6 to 8 years 2 5 0 0 0 7
More than 8 years 0 0 0 0 0 0
Total 4 40 14 36 6 100

Calculated Value Table Value

60.7566 26.296
2012 Indumathy 89

Table - 5: Significant relationship between Educational qualification and Salary

Educational Agreeable level of opinion about adequate Salary
qualification SA A NN DA SD Total
Below SSLC 3 3 0 0 0 6
SSLC 3 15 20 2 0 40
HSC 3 8 12 7 0 30
Diploma 0 0 3 7 2 12
Graduate 0 2 0 6 2 10
Post Graduate 0 2 0 0 0 2
Total 9 30 35 22 4 100

Calculated Value Table Value

66.566 31.41

Table- 6: Significant relationship between Gender and Overall Job satisfaction

Gender Agreeable level of opinion about Overall Job satisfaction

SA A NN DA SD Total
Male 3 27 10 28 3 71
Female 0 14 5 7 3 29
Total 3 41 15 35 6 100

Calculated Value Table Value

4.5515 9.488

Table- 7: Measures adopted by the organization to improve the quality of work life
Weighted
Sl.
Measures Weight [x] 5 4 3 2 1 Total Average Rank
No.
∑fx / ∑x
Work Frequency [f] 20 4 21 10 5 60
1 13.6 I
environment fx 100 16 63 20 5 204
Frequency [f] 3 6 15 24 12 60
2 Salary 9.6 V
fx 15 24 45 48 12 144
Relation
and Frequency [f] 13 21 8 5 13 60 13 III
3 cooperation
with co-
workers fx 65 85 24 10 13 196
90 The Journal Contemporary Management Research March

Safety Frequency [f] 16 8 6 6 14 60 13.2 II

4
measures
fx 80 72 18 12 14 198
Frequency [f] 6 11 10 15 18 60 10.13 IV
5 Job security
fx 30 44 30 30 18 152

Measures adopted by the organization to improve the quality of

Rank
work life
1 Work environment
2 Safety measures
3 Relation and cooperation with co-workers
4 Job security
5 Salary
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