CHAPTER - I

INTRODUCTION AND RESEARCH DESIGN

Aristotle

lives. Work has occupied the major part of life that when asked who we are, we
respond in work related terms such as "I'm an accountant" or "I'm a sales

individual spends around one third of entire life at workplace and it does influence the
overall quality of life. It should yield job satisfaction, give peace of mind, a
fulfillment of having done a task, and having spent the time fruitfully, constructively
and purposefully Garg C.P, Neetu, Preethi and Akshy(2012). Given the amount of
time and energy people expend at the workplace, it is important for employees to be
satisfied about their life at work Chandranshu (2012).

sources
manpower is the only resource which does not depreciate with the passage of time.
All the activities in an organization are initiated and completed by the person who
makes up the organization. Therefore, people are the most significant resource of any
organization.

Employers have understood the importance of the human resource for

organizations, thus have introduced various programs and measures for their
employees. Initially, the programs were focused on the job and job related issues
only. Soon employers realized the importance that should be given to all aspects of an

technology, world business competitiveness, and limited natural resources have

s views of how a good company is defined. In the past, financial

quality of work life (QWL) and job satisfaction are increasingly being identified as
progressive indicators related to the function and sustainability of business
organizations.

Every profession has stress, workload, work pressure and unsatisfied

employees but the percentage is very high in service-oriented industries like
Information Technology. The information technology (IT) industry has become the
most robust industries in the world. IT, more than any other industry or economic
facet, has an increased productivity, particularly in the developed world, and therefore
is a key driver of global economic growth. Owing to its easy accessibility and the
wide range of IT products available, the demand for IT services has increased
substantially over the years. The IT sector has emerged as a major global source of
both growth and employment.

1.1 QUALITY OF WORK LIFE

Employers need to produce a quality product in an efficient manner, at the

right cost, to make a profit. Employees need quality employment relations to produce
a quality product in an efficient manner, at the right cost, to have a quality work life.
Quality of work life is becoming an increasingly popular concept in recent times. It is
about the method in which an organization can ensure the holistic well-being of an
employee instead of just focusing on work-related aspects. It is a fact that an
s life cannot be compartmentalized and any disturbance on the personal
front will affect his/her professional life and vice-versa. Therefore, organizations have
started to focus on the overall development and happiness of the employee and
reducing his/her stress levels without jeopardizing the economic health of the
company. Each organization has its own way of achieving this.

There is no generally acceptable definition about this term. However, some

attempts are made to describe the term quality of work life (QWL)

J. Richard and J. Loy define Quality of work life

members of a work organization are able to satisfy important personnel needs through
 Pugalendhi, Subburethina, Umaselvi, Nakkeeran, Senthil (2011) defined

favorable situations in a working environment. A better Quality of Work Life

improves the growth of the employees along with the organization growth.

GunaSeelan and Maimunah (2008) defined quality of work life as the

effectiveness of work environment that transmits to the meaningful organizational and
personal needs in shaping the values of the employees that support and promote better
health and well-being, job security, job satisfaction, competency development and
balance between work and non-work life. This definition quantifies the QWL among
the IT professionals with the aim to gain leverage in recruiting, motivating and
retaining the valuable IT workforce as the nature of work continues to diversify.

Farideh (2012) has defined Quality of work life as a philosophy or a set of

principles, which holds that people are trustworthy, responsible and capable of
making a valuable contribution to their organization. It also involves treating people
with respect.

Determinants of Quality of work life

The determinants used to measure the Quality of work life are: Job and Career
satisfaction, Working condition, General well-being, Home Work interface/ Work life
Balance, Career prospectus and compensation and Training and development (see
fig).
 Fig: 1

Determinants of Quality of work life

JOB AND
CAREER
SATISFACTION

TRAINING AND WORKING

DEVELOPMENT CONDITION

QUALITY OF
WORK LIFE

CAREER
PROSPECTUS GENERAL WELL-
AND BEING
COMPENSATION

JOB AND CAREER SATISFACTION

job or job situation GunaSeelan andMaimunah (2008) Increased job satisfaction

leads to increased motivation, less apathy and better worker mood, all of which
increase efficiency and overall quality of work performance M.S. Hayrol, U. Jegak,
M. Asiah, A. Noor and A.S. Bahaman (2010). The job satisfaction scale reflect an
their satisfaction or contentment with
their job and career Simon, Darren (2012). The constructs of job and career
satisfaction can be measured through various facet of their job and career like
recognition at work, employee relation between management and employee,
satisfaction in life, success at work, planning work, level of teamwork, amount of
responsibility, opportunity to use abilities, attention paid to suggestions, job security,
encouragement.
 WORKING CONDITIONS

The working condition is defined as the conditions in which an individual or

staff works, including but not limited to such things as amenities, physical
environment, stress and noise levels, degree of safety or danger, and the like.
(Businessdictionary.com). The extent to which the employee is satisfied with the
fundamental resources, working conditions and security necessary to do their job

thus employee quality of working life. The working condition also taps into
satisfaction with the resources provided to help people do their jobs Simon, Darren
(2012). The constructs of working condition can be measured using working
condition aspects such as infrastructure facilities and maintenance, social life, action
taken against harassment, information sharing, peer pressure trust on management
and deadlines.

GENERAL WELL-BEING

General well-being is the extent to which an individual feels good or content

in them, in a way which may be independent of their work situation. General well-
being both influences, and is influenced by work. Mental health problems,
predominantly depression and anxiety disorders, are common, and may have a major
impact on the general well-being of the population. Simon, Darren (2012). Well-
being is usually measured with 5 factors they are Positive emotion, Engagement,
Relationships, Meaning, and Accomplishment. The General factor assesses issues of
mood, depression and anxiety, life satisfaction, stress created by work, health issues.

WORK-LIFE BALANCE

The concept of work-life balance is based on the notion that paid work and
personal life should be seen less as competing priorities than as complementary
elements of a full life. The way to achieve this is to adopt an approach that is

Lewis, (2000), Simonetta and Michelle

(2004). Work-life balance is the extent to which an employer is perceived to support
the family and home life of employees. This factor explores the interrelationship
between home and work-life domains. Issues that appear to influence employee HWI
include adequate facilities at work, flexible working hours and the understanding of
managers. Simon, Darren (2012).

CAREER PROSPECTS AND COMPENSATION

Many researchers have proposed career prospects as an important factor to

measure the quality of work life Indumathy.R and Kamalraj.S (2012). Every job
should offer career development. That is an important factor which decides the quality
of work life. Status improvement, more recognition from the management,
appreciations are the motivating factors for anyone to take keen interest in his or her
job. The work atmosphere should be conducive to achieve organizational goal as well
as individual development. Shalini, Bhawna, Shashank and Sunil (2012). Besides
rewards and benefits the level of support created by the compensation structure is also
an indication of the work-life quality in organizations Chandranshu (2012).

TRAINING AND DEVELOPMENT

Training plays an important role in the competent and challenging format of

business. Training is the nerve that suffices the need of fluent and smooth functioning
of work which helps in enhancing the quality of work-life of employees and
organizational development too. Development can be said as a continuous process
whereas training has specific areas and objectives. Training implies constructive
development in such organizational motives for optimum enhancement of quality of
work life of the employees. These types of training and development programs help in
improving the employee behavior and attitude towards the job and also uplift their
morale Pallavi .P (2013)
longer-term employability, but also to increase the opportunities for career
progression either within the current organization or elsewhere. The ultimate aim of
every training and development program is to add value to human resource. Any
training and development program that would not add value is a waste of time.
Organizations should make training and development a continuous activity for its
employees.
1.2 QUALITY OF WORK- LIFE

Women today form an important constituent of the labour force in India.

-time work
and when the day is done at the office they carry more of the responsibility and
s quality of life is often related to the quality of her
work-life since work and life are interrelated. The term quality of work life has
different connotations to different persons the factors contributing to QWL are also
varied. A working mother flexible working schedule, such as a shorter working week,
less work during the night, more flexible working hours, as well as a lower level of
stress may require a certain price that mothers have to pay when adjusting their jobs
to these dimensions.

But, now, women form a greater part of the corporate workforce than ever
before. Young girls have a plethora of opportunities to choose from. It is believed that
women are difficult to be retained due to their biological condition, but most of the
working women are willing to return to work post maternity if they get proper support
from the organisation, reporting manager and family. Majority of the Women feel a
greater sense of loyalty to the organisation and try to balance the numerous roles
assigned to them Sulu Priya (2012).

The change in traditional family structure lifestyle to two-salary household has

brought the demand and conflict between commitments at home and commitments to
organisation and career. Conventionally, organizations developed programmes
focusing on working mothers alone, but there is also societal changes including an
increase in marital breakdown and an increase in single parent families which are
matter of concern now. Companies take as much effort as possible to provide good
working environment to avoid the work family conflict for working women.

1.3 OVERVIEW OF IT COMPANIES IN INDIA

The Information Technology (IT) sector in India holds the distinction of

advancing the country into the new-age economy. During the 1980s, a new wave of
IT entrepreneurship began to take roots in India. Companies like TCS, Infosys, Wipro
and Satyam were started. These companies were along the lines of those in the US,
with special attention given to training, quality and good working conditions. These
companies focused on providing software services. Indian software industry started to
gain global attention in 1990s through some of the critical factors like large number of
well trained, technically-proficient, English speaking manpower, professional
education institutions. Increasing global fame, Indian immigrants in foreign countries
occupying positions of influence in research lab and corporations, improvements in
the Indian infrastructure also attracted more investors to India.

Globalization in India has been advantageous for companies that have

ventured in the Indian market. By simply increasing their base of operations,
expanding their workforce with minimal investments, and providing services to a
broad range of consumers, large companies entering the Indian market have opened

grown significantly over the years. The IT industries have seen 330 fold increases
within 15 years (www.shine.com). India is being widely recognized as one of the
most exciting emerging economics in the world. Besides becoming a global hub of
outsourcing, Indian firms are spreading their wings globally through mergers and
acquisitions. By the year 2020, India is expected to add about 250 million to its labour
pool at the rate of about 18 million a year, which is more than the entire labour force

Human Resource concepts and practices in India.SR Chatterjee(2007).

Bangalore has become a hot spot of software activities in India. Other cities
like New Delhi, Mumbai, Chennai and Hyderabad followed close behind. Almost all
major software companies in the world set up Labs in India, some of them are SAP
Labs, PeopleSoft, Oracle Corporation, Microsoft, IBM, BEA, Sun Microsystems,
CISCO, Nortel, Lucent, Adobe, EDS, Accenture, Synoptic and Applied Materials.
Chennai is the fourth largest metropolitan city in India. Chennai has been rated as the
most attractive Indian city for global services. The city is now the second largest
exporter of IT and BPO services in the country after Bangalore. A number of SEZs
have also emerged in and around Chennai. Chennai has the largest operations for
India's top software companies TCS and Infosys. Infosys has world's largest
development centre with 25,000 employers in Mahindra world city at Baranur near
Chengalpattu, and many centers in IT corridor, many other MNCs and top IT
companies have their head-offices, regional-offices and development centers here.

Government Initiatives

In order to alleviate and to promote Indian IT industry, the Government of

India had set up a National Task Force on IT and Software Development to examine
the feasibility of strengthening the industry. Venture capital has been the main source
of finance for software industry around the world. In line with the international
practices, norms for the operations of venture capital funds have also been liberalized
to boost the industry.

The Government of India is also actively providing fiscal incentives and

liberalizing norms for FDI and raising capital abroad. In the twelfth Five Year Plan
(2012-17), the Department of Information Technology proposes to strengthen and
extend the existing core infrastructure projects to provide more horizontal
connectivity, build redundancy connectivity, and undertake energy audits of State
Data Centers (SDCs) etc. Chndrashekar R (2012).

You can employ men and hire hands to work for you, but you will have to win their
William J.H. Boetcker

1.4 HUMAN RESOURCE CHALLENGES IN IT INDUSTRY

The key to survive in the global competition is its workforce with highly
talented, skilled, creative manpower. In the service-oriented industry like IT industry
every day new changes have to be brought about in attracting motivation and
retaining a quality workforce. As the main source for export earnings and also a key
driver in the transformation of the domestic economy and its international interface
these sectors continue to face multiple challenges as the need to respond quickly to
changes in technology and demand. The major challenge faced by the industry is to
manage the most valued asset of the organisation human capital. IT industry
employs skilled, talented resource who needs to be keenly nurtured, managed and
motivated. The ever increasing competition has led IT organizations to pay high to
retain its best talents, thus increasing the pressure on its employees performance.
Eventually, increasing stress in work and work place to be in the workforce
competition. Economic instability around the world has resulted in many
organizations having to lay off workers and also shut down to save their business.
-being through job
insecurity Fatimah, Noraishah, Nasir and Khairuddin (2012) thus affecting the
work life.

The Indian industry poses baffling challenges that are outsourcing,

international mobility, talent shortages, new labour laws, globalization, shifting
demographics and the ageing workforce. Determining the strength required for the
near future is a very complex problem in an IT company. Demand for skilled
workforce has encouraged and increased the opportunity for women in IT. To keep
women from leaving the workforce has been a much-debated subject around the
world. Women join work in good numbers, but very few make it to the top. At every
step beyond, they either leave or get pushed out. The reasons are familiar childcare,
unfair share of domestic chores, gender bias at work, extreme work conditions,
security and so on Mitu (2013)
providing quality work life thus achieving the work goals is one of the biggest
challenges of IT industry in India.

1.5 STATEMENT OF THE PROBLEM

Women at work are not equally distributed within the economy. Though the
enrolment and literacy level have been showing very positive sign of growth trend,
the drop out level after getting employed and not able to sustain employment has been
a matter of concern. This drop out effect is because of the cultural and social barrier
faced by even educated women today. This unequal distribution of women workforce
in IT industry makes the study crucial. In spite of young skilled and talented women
entering the work immediately after graduating, organizations find it difficult to retain
them. Reason usually being marriage, maternity or simply someone in family decided.
According to a CTI survey, more than one-third (36 percent) of working Indian
women quit their jobs to deal with family issues. Software companies provide cab
facilities, work from home options, flexible time schedule, extended maternity leaves,
and enhanced training programs to reconnect to work. Despite providing many
supportive programs it is difficult for the women to sustain in the industry. More often
women returning from maternity leaves are treated as less productive. Very few
women fight their way to come up in the career graph majority just quit. Keeping
women on staff requires more than just making them happy so the company works on
their families, too.

The troubled economy may feel like an emotional roller coaster. "Layoffs" and
"budget cuts" have become bywords in the workplace, and the result is increased fear,
uncertainty, and higher levels of stress. Since job and workplace stress increase in
times of economic crisis, it is important to learn new and better ways of coping with
the pressure. The increasing number of drop outs, the need for double income at
home and the growing concern on health issues, corporate professional suicides, heart
attacks at young age, increase in divorce rates, and safety of Indian women now make
this study more important than ever.

J.Watson Wilson

1.6 NEED FOR THE STUDY

One of the fastest growing workforces in the present work environment is the
group of information technology (IT) professionals. It is reported that IT
organizations in midsize and large companies will be at least 30% smaller than they
were in 2005. Such a working environment exposes the IT professionals to high task
complexity that possibly leads them to high strain, uncertainty, and lack of proper
personal development opportunities as well as a greater imbalance of work with non-
work activities. Such work scenarios will lead the IT professionals to experience poor
Quality of work life. No doubt, all other occupations have a capacity to influence the
work and non-work life, but some occupations are potentially more influential than
others. Understanding the constructs of quality of work life among the IT
professionals is essential to provide substantial strategies to counteract such surges.
This study seeks to investigate quality of work life of women IT professionals in
Chennai. It is hoped that this will help in the understanding of the nature of perception
and attitude of women employees towards their work life and organization. It is also
believed that through this study an understanding about the meaning which IT
employee attaches to their work will be achieved.

Quality of work life factors are critical issue when examining the software
professionals work life in IT industry. Some of the key issues that will be examined in
the study are the large number of women employee drop out which is not only
organization issues but also national issue, attrition being the work nightmare in IT

in the organization, lack of team work and collaborative among employees leading to
weak performance, deficiency in work process which increase the work errors. Some
of the other key issues that will be examined in the study are working condition,

gender based issues, recognition, congenial worker and supervisor relation. Thus this
study is undertaken to provide required research to solve the issues related to quality
of work life of women in IT sector.

1.7 OBJECTIVES OF THE STUDY

The objective of the study is given below

1. To study the personal and organizational profile of IT employees in the

study domain

2 To identify the predominant factors influencing Quality of Work life of

women IT employees.

3 To classify the existing different Quality of Work life among the

respondent

4 To analyze the most preferred factors responsible for Quality of work life
among the IT employees
5 To find the association among the Quality of work life factors preferred by
the IT employees

6 To find the influences of personal and organizational details of employees

on their Quality of work life

7 To determine the impact of Quality of work life of employees on

organisational effectiveness in IT industry.

1.10 METHODOLOGY

The research design employs descriptive, explorative and analytical methods.

The basic information is obtained through the survey method by administering a
questionnaire and through personal enquiries. Certain analytical tools are applied for
identifying factors affecting quality of work life of women in IT sector.

1.10.1 Data for the study

The different sources of information used for the purpose of the study are
given below.

A. Primary Data

The first hand information on work life quality was collected directly from the
sample respondents working in IT industry.

B. Secondary Data

Secondary data sourcing is done from institutions, the reports of various

organisations, research articles in various national, international journals, reports from
daily papers and websites.

1.10.2 Sampling Unit

The sample for the study is drawn from the women working in software
companies. The survey is conducted in IT (Software) companies located in Chennai
city. Chennai being the fourth largest metro and preferred IT hub next to Bangalore
hosts a number of IT companies making the study realistic and meaningful. The city
consists of Software giants, medium and small software units as well.

1.10.3 Sampling Size and Design

The primary data are collected through survey method. Survey is conducted
using well formulated questionnaire. Multistage Sampling is applied for generating
data. Samples for the purpose of the study are selected systematically. More than
1000 questionnaire are distributed to women employees working in 5 major IT
companies in Chennai city namely TCS, Cognizant, Infosys, Wipro and HCL. 850
questionnaires are returned of which 826 completed questionnaires are found usable.

1.10.4 Sample Selection

The multistage sampling method is applied to collect the primary data. In the
first stage of sampling the whole IT industry is downsized into Software industry. The
second stage is preceded with women employees working in the Software industry.
After these two stages, the random sampling method is applied to obtain the responses
from the employees. Hence, the multistage sampling method is justified to collect the
samples from the Software companies.

1.10.5 Questionnaire Design

The questionnaire on quality of work life of women is divided in to 8 parts.

The first part of the questionnaire comprises demographic factors with optional
questions. The second to seventh part consist of the factors job satisfaction, working
condition, general well-being, home-work interface, career prospects and
compensation and training and development that are used to measure the quality of
work life. The eighth part of the questionnaire consists of the optional questions to be
answered by the employees.
1.10.6 Scaling Technique in the Questionnaire

The 5 point scale range used in the research: 5 Strongly agree 4 Agree 3 Neutral
2 Disagree 1 Strongly Disagree

1.10.7 Pilot Study

The preliminary investigation is done through 120 responses pertaining to

Quality of work life among women executive in IT industry. The response instrument
for this innovation compromises both optional and likerts 5 point scale. Besides these
two types of statement a bipolar type question is also incorporated. The content based
validation as well as reliability of statement to justify the aim of the research is
checked. In order to obtain a context based validity crone bunch alpha method is
applied for the statement in likert 5 point scale individually for each block and the
following results are obtained.

In the case of job and career satisfaction for 10 items the crone bunch alpha
value obtained is .571. This implies the need to increase the sample size and also
select more responses from different domains of IT sector. The factor analysis by data
collection process is also applied on all the variable in likert 5 point scale. It shows
that the variables exhibit considerable amount of 66.72% variable with qualitative.
The n
307.201, this shows that the normal distribution is formed with 5% admissible errors
but the consistent variance is affected by question no. 20 and 21 in section E 4,5 and
10. It is essential to rectify the errors at this pilot stage to go further into the main
study. The demographic detail is retained as such since they form the normal
distribution with less than 5% admissible errors. But the application of cluster
analysis show the sequences at different levels in likert 5 point scale. This can be
avoided by personal interview with respondents to clarify the doubts regarding the
statement. In the case of bipolar type around 60% and 40% of the sample unit
exhibited two types of heterogeneous groups. The mathematical expectation would
reveal even 3 heterogeneous groups of sample respondents if the size of sample is
increased to maximum level. In order to avoid the sampling contentions it is
conspicuously mention the size of people whether it is known or unknown.

The pilot study was completed with the distribution of the questionnaire to 100
employees working in different top IT companies. The responses from the employees
to the statements in the questionnaire exhibited Cron-bach alpha value 0.896, It
implies that the statements are reliable at 89.6 percent level. The value is statistically
significant to identify the employees perceptions on the selected quality of work life
factors. The pilot study indicated that the employees were finding a few technical
natured questions difficult to comprehend and give their responses to them. Hence,
these questions were removed to prepare a fully refined questionnaire for the main
study.

1.10.8 DATA ANALAYSIS

The primary data is analyzed with the help of the following statistical tools:

The factor analysis by principal component method is applied to reduce the

variable in to predominant factors of Quality of work life of women in IT
industry.

The parametric T-Test is applied to ascertain the opinion of respondent

towards the Quality of work life of women in IT industry

K means cluster analysis is exploited to classify the respondents on the basis

of their existing Quality of work life.

Karl Pearson coefficient of correlation is found suitable to find the relationship

among the Quality of work life factors.

The non-parametric chi-square association is used to verify the association

between different perception of employees personal and organisational details.
 One way analysis is brought to base on the problem of determining the
influence of independent variable on dependent factors.

The multiple regression analysis is used to find the influence of Quality of

work life factors on the organization effectiveness.

The simple percentage analysis is used to describe the primary data and
independent characteristic features of respondents.

1.11 LIMITATIONS OF THE STUDY

The study exclusively focuses on the perception of women employees

working in IT companies located in Chennai city only. Software organisations do not
follow the same development programs for its employees. Each organisation follows

and these perceptions are not the same since each belongs to different work culture
and work environment. Hence, the employees reflect their current views on the
prevailing conditions in their organisation. The questionnaire survey is conducted
among employees of software companies. The questionnaires are circulated among
employees working in software industry only. Since it is a perception study, the
results cannot be generalized.
1.12 CHAPTERISATION

Chapter I - Introduction deals with the Quality of work life

work life, Statement of the Problem, Objectives of the Study, Methodology, Scope
and Limitations of the Study

Chapter II - Sketches the review of related literature relevant to the present Study

Chapter III - Deals with profile of IT industry and genesis of Quality of work life.

Chapter IV - The personal and organizational details of IT employees are studied

and also the predominant factors influencing quality of work life of IT employees are
identified. The existing difference among the respondents is classified.

Chapter V - the most preferred factors responsible for the Quality of work life
among the IT employees are analyzed. The associations among the factors are
identified. The influences of personal and organizational details of employees on
Quality of work life are analyzed and also the empirical model is constructed.

Chapter VI - Summary of Findings, Suggestions and Conclusion Scope for further

Study - The result obtained from the statistical analysis are summarized for
conclusion. Suggestions are given.
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