Relationship between Quality of Work Life and Demographical characteristics of SMEs employees

The purpose of this research is to evaluate the status of Quality ofWork Life of employees working in SMEs and second to explore therelationship between Quality of Work Life and demographiccharacteristics of employees and Firms. The research is conductedamong 1092 employees and the results suggest that the status ofQuality of Work Life of employees is very less .No significant relationbetween gender and Age of employees and study also revealed thatExperience, nature of Job, educational level, designation and salaryhas an signification association between QWL. Study also conductedto find out the association between firms demographical factors andQWL of employees, it revealed that Age of the firm, Size of the firmand cost of the project has significant association between QWL ofemployees

DEVELOPMENT AND VALIDATION OF JOB SATISFACTION SCALE FOR DIFFERENT SECTORS

In a competitive business environment retaining skilled and talented employees are major challenges to the organizations. Amongst, job satisfaction plays a vital role in employee retention rate. Job satisfaction is a multidimensional construct and it has been influenced by many variables. The purpose of the study was to develop and validate the common measuring instrument that suits any types of sectors. A survey using a questionnaire was conducted among 697 employees working in Manufacturing, Construction, Nursing, IT industries. The collected data were subjected to EFA to reduce the items; to validate the instrument CFA was done and SEM was done to determine the interrelationships between extracted components. Through the EFA 18 significant dimensions were extracted, these 18 dimensions together explained 87.04 percent of the total variance. Using CFA following 8 components were extracted and validated the instruments. These eight components address 82.35 percent of the total variance. All the important fit indices of the CFA model indicated a good fit and model proposed for Job satisfaction consisting of 8 factors with 52 items has construct validity

The Human Resource Management Practices for the Implementation of TQM in Indian Manufacturing Industries

Purpose: Examine the association between human resource management(HRM) practices and the total quality management (TQM) practices in the meppchanical manufacturing industries. Design/Methodology/Approach: Data and information were gathered using a survey instrument. Data were collected from the managerial level employees working in the HR, quality and production departments. Collected data and information were analyzed using descriptive statistics, factor analysis and structural equation modelling.    Findings: Human resource management practices are associated with total quality management practices. The result of the study also reveals that Functional Leadership (FL), Positive Organizational Scholarship (POS), Employee Involvement (EI), Empowerment (EMP) and Employee Training (ET) are the predominant factors of human resource management. At the same time, Benchmarking (BEN), Customer Satisfaction (CS), Top Management Commitment (TMC) and Supplier Relations (SR) are the critical success factors of TQM practices. “Functional Leadership” has the most significant impact on Benchmarking. Research limitations/implications: The empirical research was on mechanical manufacturing industries in India only. Further, the study can be extended to other sectors to gather relevant TQM and HRM associations. Practical implications: Successful implementation of HRM practices enhances employees' motivation level; this will significantly help to implement the organization's TQM practices. Overall implementation of HRM and TQM practices will improve employee satisfaction and customer satisfaction level and continuous improvement. Originality/value: The research tender imminent into associations between HRM and TQM practices focusing on Indian manufacturing organizations. This conceptual framework is a valuable reference for future research

MODELLING FRAMEWORK FOR CRITICAL SUCCESS FACTORS OF GREEN SUPPLY CHAIN MANAGEMENT-AN INTEGRATED APPROACH OF PARETO, ISM AND SEM

The study aimed in identifying Green supply chain critical success factors, develop and validate the framework through integrated approach of ISM, MICMAC and SEM so as to promote green practices throughout the supply chain activities in Indian manufacturing sectors. Interpretive structural modelling(ISM) is applied to develop hierarchical contextual relationship among identified critical success factors via Pareto analysis. The methodology then follows classification of success factors into four clusters by Matrice d’ Impacts Croisés-Multiplication Appliquée á un Classement (MICMAC) and statistical validation of the ISM model through Structural Equation Modelling(SEM) by AMOS. In this study, 16 critical success factors of Green supply chain practices for manufacturing industries were identified, followed by development of an ISM model using 16 critical success factors, later the model was statistically verified that identified nine CSF’s responsible for generating SEM model by satisfying all the model fit indices.The linkage variables identified are Green manufacturing, Green Procurement, Green marketing and Distribution, Green purchasing, Supplier cooperation, Customer cooperation, Environmental strategies and management, Environmental Participation and Green training that are forming the driving force for practicing green supply chain. Research limitations/implications: The results of the study are restricted to manufacturing industries, which might vary when applied for other sectors. The developed model on green supply chain management practices would help policy makers, decision makers, researchers and industry professionals to anticipate potential success factors to implement green supply chain practices. Accordingly, the focus on critical success factors would be prioritized for obtaining better performance of supply chain and greening the chain

A Study on Quality of Work Life of Employees in LPG Bottling Plant

Goal: Quality of Work Life (QWL) draws more attention in the present context, and it is a multidimensional construct. The oil and gas industries have realized the significance of employees' QWL to retain and attract a talented workforce in the competitive job market. This study examines the status of QWL of employees in the LPG Bottling Industry. Design / Methodology / Approach: A measuring scale was designed and validated to evaluate the employees QWL   working in the LPG bottling plant. The data for the study was gathered from 435 employees working in four LPG bottling industries. Using Exploratory Factor Analysis (EFA), predominant components of QWL are identified. With the Confirmatory Factor Analysis (CFA), the designed scale is validated. With percentage analysis and chi-square analysis, the data was analyzed, and meaningful inferences were drawn.   Results: EFA and CFA resulted in four components of QWL with 19 items representing superior model fit. The model fit indices reported from the model namely Chi-Square value = 399.020; CMIN = 2.978, AGFI = 0.900; CFI = 0.937; GFI = 0.915; IFI = 0.938; NFI = 0.909; TLI = 0.920 and RMSEA = 0.068 are in the acceptable range. 51.5% of the respondents expressed to be satisfied with present condition of QWL. The research outcome revealed that among demographical characteristics, nature of activities significantly impacts on the status of QWL of employees. Limitations of the investigation: The data was collected from 435 employees working in four industries because of time constraints.  Practical implications: This research's outcome will help the policymakers of LPG Bottling industries to implement QWL interventions for improving the work-life of employees. Originality/value: The present paper is one among the few studies carried out in the oil and gas sector as minimal research has been done in this area.

An empirical study on absenteeism in Garment industry

bsenteeism is a major challenge for any organization in the current competitive world. Curbing absenteeism helps organizations achieve their targets and increases productivity. This study highlights the major causes of absenteeism in the production division of a garment industry under various dimensions, which influence on absenteeism like work environment, organizational culture, relation and co-operation, compensation and rewards, facilities, job satisfactory and security, and general factors. The Study helps to identify reasons for employee absenteeism in production division. Sample of 180 employees responses were considered for the study from the universe and the data were analysed, statistically. The study shows that the major factors like wages, other source of income, and bad relationship with supervisors were contributing to the major absence of employees from work. This clearly indicates that work environment, relation and co-operation, facilities provided by the organization and job satisfaction were the main components which are causing the employee absenteeism

REVIEW OF LITERATURE ON QUALITY OF WORKLIFE

Good Quality of worklife is necessary for an organization to attract and to retain skilled and talented employees. In order to survive in the competitive market because of Liberalization, Privatization and Globalization and to minimize the attrition rate of employees the QWL initiatives are very important. QWL involves wide variety of components that are influenced on the performance of employees. This paper focuses and analyzes the literature findings which involve QWL

QUALITY OF WORKLIFE OF EMPLOYEES IN PRIVATE TECHNICAL INSTITUTIONS

A high quality of work life (QWL) is essential for all organizations to continue to attract and retain employee. There is an impressive contribution by technical Institutions to the development of technology and economy of our nation. The study helps the technical institution employees to know the level of perception towards QWL and to enhance the same by the management. The sample consists of 109 employees of a technical institution. The questionnaire was designed based on nine important components of QWL. The research reveals that male employees are more satisfied than female employees. ChiSquare test show that there are no significance relationship between demographic characteristics of employees and QWL. Research also reveals that Adequacy of Resources are more correlated and Training & Development are less correlated with QWL in teaching staffs and in case of non teaching staffs Compensation & Rewards are more correlated and Work Environment are less correlated with QWL. The correlation analysis also reveals that all the dimensions of QWL are positively correlated with QWL of faculties, which indicates that enhancement in the dimensions of QWL can lead to increase the overall QWL of faculties

Leadership styles and quality of work life in SMEs

Small and Medium Enterprises (SMEs) in India are currently facing the challenges of increased competitions. In such environment, labor retention is very important factor for competition and survival. In this context, appropriate leadership styles and Quality of Work Life (QWL) are very important factors for survival. Literature on QWL is limited to SMEs and several studies commonly correlated with only QWL dimensions but no study on QWL has association with Leadership styles. This empirical study is accomplished to predict QWL in relation to Transformational and Transactional leadership styles. The sample consists of 240 Mechanical Manufacturing SMEs in Bangalore, India. To draw the inference chi-square test, Pearson correlation and regression analysis was carried out for the collected data using Mini Tab14. The results indicate that 25% of SMEs have implemented good QWL, in 56.6% of SMEs have implemented Transformational leadership styles; QWL of SMEs has significant association with Leadership styles. QWL and Leadership styles of SMEs are independent of demographical factors of SMEs like age of the firms, size of the firms, and cost of the project. QWL dimensions like work environment, relation and cooperation, autonomy of work has a significant association with leadership style. For both transformational and transactional leadership style job satisfaction and job security has highest correlation coefficient