1 and Dr. GANESH BABU 2 1 ABSTRACTadalyajournal.com/gallery/61-sep-1796.pdfVALLAL RAJAA 1 and Dr. GANESH BABU 2 1 Reasearch Scholar Rajagiri Dawood Batcha College of Arts and Science,

QUALITY OF WORK LIFE OF FACULTY IN ARTS AND SCIENCE COLLEGES IN AN

AROUND THANJAVUR DISTRICT OF TAMIL NADU

VALLAL RAJAA 1 and Dr. GANESH BABU

2

1Reasearch Scholar Rajagiri Dawood Batcha College of Arts and Science, Papanasam, Thanjavur

District, Tamil Nadu, INDIA. 2

Associate Professor, Rajagiri Dawood Batcha College of Arts and Science, Papanasam, Thanjavur

District, Tamil Nadu, INDIA.

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ABSTRACT:

Education is the key of success of a nation which boosts the economic potential of entire nation

leading to the development of the nation. Teaching is one of the most significant and visible more

challenging profession in the world. All other professions in the society have their bases in the profession

of teaching. Faculty members are the largest cost and the largest human capital resource of an educational

institution. Imparting specialized knowledge is made possible by the sincere efforts of the teaching

faculty. An abundance of research studies suggested that the quality of work life (QWL) is one of the

most significant and efficient tools of human resource management. Quality of work life programs

encourage employees, make balance between professional, personal & social life and ultimately enhances

employee job satisfaction. In fact the faculty members are facing lack of opportunities for career

development, flexibility and freedom, lower compensation, discrimination in rewards and benefits,

conflict between management and peers, lack of academic and research environment, limited opportunity

in job designing, etc, have caused faculty turnover in higher educational institutions, this is due to the lack

of quality of work life. Quality of Work Life of faculty members is essential to continue and to attract and

retain faculty members; it is recognized as the ultimate key to development among all the work systems.

The teaching profession especially in Arts and Science has become a challenging, highly committed and

even more responsible in everyone. The teacher shoulders the responsibility of preparing and nurturing

the young minds to maximize the profession of knowledge. In this connection the quality of work life of

teachers plays a significant role in disseminating their role and duties. Due to mushroom growth of Arts

and Science colleges in India and no proper regulatory control the teachers working in private colleges

has less scope for quality of work life, which is very dismal. The present research was conducted to study

relationship between all identified variables of quality of work life and to study the relationship between

qualities of work life of faculty members working in various Arts and Science colleges with

demographics factors (age, gender, etc) more specifically in an around Thanjavur district of Tamil Nadu.

The data was gathered through a five point Likert scale questionnaire from 210 respondents. Mean,

Standard deviation, one way ANOVA, T-test and Regression analysis were carried out to serve the

purpose of study.

Key words: Quality of work life, Faculty members, Arts and Science Colleges, Thanjavur

1. INTRODUCTION In today’s society we need more importance for human resources management in advancement of

institution, improving quality of work life of employees working in that institution. Human are the most

important asset of every working environment. Quality of work life which is once a part of human

resource management has now become an independent subject to evaluate. Work is connected through

social, economic and psychological terms. In the modern world the faculty members working in Arts and

Science Colleges play an active role not only in institutions but also in society in their careers. The burden

on the faculty member’s in Arts and Science Colleges leads to many hard situations to be handled both at

personal life and work life.

Education, the base for molding a human being into a knowledgeable, insightful, ethical and well-

mannered personality is identified as an essential factor for survival in the present scenario. The major

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role played here are by the educational institutions which make an effort to disseminate knowledge

among students. Knowledge is the key resource for global competitiveness. The processes of

Liberalization, Privatization and Globalization, along with technological revolution have further

strengthened the significance of a knowledge-based society.

Globalization and education are mutually supportive. It is a two way process, as globalization

presupposes competitiveness and efficiency in the system or knowledge accessible to the system. The

entire process of globalization is technology-driven and knowledge-driven. Universities and colleges play

a vital role in educating and promoting human capital around the world.

Faculty members are one of the greatest resources in any society, who play a crucial role in

training specialized forces. Ultimately, the result of their efforts is social development and growth in

human capital. Imparting specialized knowledge is made possible by higher educational institutions only

with the sincere efforts of the teaching faculty employed in these educational institutions. Passing on

specialized knowledge to the student community can happen effectively only when the teaching staffs are

truly committed to their profession.

As faculty members understand the fact that teaching is a noble profession, they are to play a

crucial role at all levels of education. The responsibilities, roles, and expectations to be played by the

college faculty member are greater. In the olden days teacher-student relationship was mostly

characterized by submissiveness of the students and today it is a fad no more. Students in colleges expect

the faculties to treat them very decently and politely as adults and want them to be treated as friends or

somebody very important. This is a common phenomenon both at the urban and the rural areas. Also, they

expect the teaching faculty to be an expert in the subjects, possessing an in depth knowledge about related

fields of specialization, an embodiment of empathy, with high tolerance level and a technology savvy and

the list is infinitely big. Having such a great expectation about them from all quarters faculty members

need to fulfill a lot of obligations. It necessitates their involvement in fulfilling these obligations.

Thus, their contributions towards the successful implementation and execution of their work are

very important. This can happen once the person involved feels that his expectations are taken care of by

the management or the government. His level of satisfaction makes a big difference in his contributions

for the development or the growth of the institutions.

2. NEED OF THE STUDY Nowadays jobs are so demanding that it is imbalance between the family and work due to job

pressure and conflicting interests. So it is essential for the educational institution to develop better an

effective working environment where teachers are backbone of institutions.

In order to attain goals of institution every member should not only be committed and devoted

but also competent and creative and for that matter they should be provided a better quality of work life.

There importance in education field for changing environment helps to arise youth for progress of the

society and a career reformer and a national builder by transmitting new knowledge, skill, new values

leads to sustainable development in any country like India. Quality of work life is a comprehensive,

department wide program designated to enhance employee job satisfaction, improving workplace

learning and helping employees to prepare him better to manage change and transition. In this regard

quality of work life is very important to teacher. Hence the teachers of educational institutions especially

deserve the attention to study on Quality of work life of members working in Arts and Science Colleges.

A large number of human resources are employed in this sector, it has failed to gain recognition

as sustainable employment provider as faculty turnover is high in self finance Arts and Science Colleges.

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In fact the faculty turnover rate in the Arts and Science colleges is much higher compared to the

Government and Aided Colleges. The reasons for leaving the jobs are; lack of opportunities for career

development, lack of flexibility and freedom, lower compensation, discrimination in rewards and benefits,

conflict between management and faculty members, lack of academic and research environment, limited

opportunity in job designing, etc. All these factors are essentially related with Quality of Work Life

(QWL), as QWL deals with both the intrinsic and extrinsic aspects of jobs.

3. STATEMENT OF PROBLEM

In current scenario every educational institution wants more output in comparison of less input. It

can be possible when working employees has there working place very comfortable as per the job nature.

So it is very important for every educational institution to make quality relationship among teachers and

management and environment. Education institutions are now more interested in the question of how to

improve their Quality of Life in the work place. It is therefore not difficult to understand why the question

of improving Quality of Work Life has lost its importance in our country. Quality work life in a

developing country like India has gained momentum and has now become both “ends and means”. It is a

means as the decision making involver’s job involvement job design. Quality is generic phrases that

covers a person’s feelings about every dimensions of work including economic rewards and benefits,

security, safe and healthy working conditions, organizational and inter personal relationships and intrinsic

meaning in person’s life. Hence we made an attempt to do a research on the title “Quality of work life of

faculty members in Arts and Science Colleges in and around Thanjavur district”.

4. OBJECTIVES OF THE STUDY

The study approaches the problem from the viewpoint of both the employees and the employers

to attain the Quality of Work Life in the Arts and Science Colleges in an around Thanjavur District. The

following are the broader objectives of the study:

The primary objective of the study is to analyze the Perception and Relationship between

the Quality of Work Life among faculty members working in Arts and Science Colleges.

To study the demographic profile of faculty members working in Arts and Science Colleges.

To identify the dimensions of quality of work life of faculty members working in Arts and

Science Colleges

To find out linkage between job stress and quality of work life among the faculty members

working in Arts and Science Colleges

To assess the personal profile of the faculty members of Arts and Science Colleges in an around

Thanjavur District and its influence on the various dimensions of Quality of Work Life.

To identify the critical dimensions related to Quality of Work Life.

To identify the critical major factors that influences the Quality of Work Life.

To study relationship between all the variables and quality of work life.

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1 a. REVIEW OF LITERATURE

Chao, Chih Yang (2005) analysis showed that differences in perspectives about leadership

behavior and quality of work life of teachers with different backgrounds, as well as the relationship.

N. Karl Haden, Ph.D., William Hendricson, M.S et.al (2007) assessed the faculty perceptions

and recommendations related to work environment, sources of job satisfaction and dissatisfaction, and

professional development needs. The assessment showed that majority of faculty members are very much

satisfied with their department as well as place to work, whereas, the Tenured associate professors

expressed the greatest level of dissatisfaction.

Mark H. Conklin, Shane P. Desselle (2007), conducted a research on Snapshot of Pharmacy

Faculty Quality of Work Life and Productivity. They identified that the faculty reported only modest

levels of commitment, satisfaction, and support, with relatively high consensus among department

colleagues on a number of teaching and research issues.

Nirmala Kaushik, Manju Singh Tonk (2008) studied the relationship between Personality and

Quality of Work Life (QWL) in the colleges and universities in Haryana. Five dimensions of personality

and eight dimensions of QWL were measured. Three dimensions of personality were positively correlated

with the QWL.

Donalson, (2000) in their research, as” Relationship between quality of work life and

organizational commitment” concluded that there is significant relationship between the quality of

working life to organizational commitment, absenteeism from work and the delay and two components of

the partner's satisfaction and job security have the strongest impact on organizational commitment.

Quality of Work Life (QWL) is a comprehensive concept that includes an individual’s job related

wellbeing as well as the extent to which work experiences are rewarding, fulfilling and devoid of stress

and other negative personal consequences (Lokanadha Reddy. M and Mohan Reddy.P, 2010).

Kian-Sam Hong, Kok-Wah Tan & Suraini Bujang (2010) studied the relationships between

quality of work life and work commitment, work stress and work satisfaction of Teachers of Kuching,

Sarawak in Malaysia. Findings in this study showed that the respondents only had moderate work life

quality, and there were no differences in the quality of work life based on demographic variables.

Subburethina Bharathi(2011) highlights the quality of work life of college teachers under

various dimensions. The results show that there is a significant association between quality of work life

total and quality of life in teaching environment total. It shows QWL of college teachers is in low level.

Samson B.Begas (2012) studied that there were no significant differences in the perceived

quality of work life and productivity of the HEI faculty in Capiz when they were categorized according to

sex, age, marital status, length of service, and monthly income.

Reena, Jayan(2012) concluded that the high quality of work life group has high personal

effectiveness. The moderate and low level quality of work life group has respectively moderate and low

personal effectiveness. The results also indicate that the high levels of Quality of Work Life groups have

significantly higher scores in the Job Attitude dimensions of job commitment and job satisfaction than the

moderate and low quality of work life groups.

Quality of work life is often considered in two directions, one is of removal of negative aspects of

work and working conditions and other is the modification of work and working conditions to enhance

the capability of employees and to promote behavior which is important for individual and society

(Mohammad Baitul Islam, 2012)

If organizations are concerned with developing their human resources in order to gain a

competitive advantage into the marketplace, it seems necessary for them to give proper attention to their

most precious asset, namely, their human resources by providing high-quality working-life experiences in

consonance their various needs eliciting favorable job related responses in return (Chandranshu Sinha,

2012).

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The study conducted by (Sivakumar.S, and Ganesan.N.M, 2014) shows QWL led to an

identification of two general factors namely work/work environment and employee welfare and well

being. Within the first factor are included such features as democracy, task content/physical features of

the job, quantity and quality of leisure time created by the job, and promotion.

5. HYPOTHESIS

Quality of work life of faculty members in Arts and Science College research has identified

various hypotheses through proposed research model.

5.1. HYPOTHESES OF THE STUDY

There exists significant difference in the overall mean agreeability score on Quality of Work Life

among socio-economic groups of respondents.

There exists significant association between the personal characters and perception level among

the respondents.

There exists significant relationship between Quality of Work Life dimensions with overall

among the respondents.

There exists significant correlation between Job Satisfaction and Quality of Work Life among the

respondents. The personal profile of the faculty members and the grouping according to age, gender, income,

educational qualification, size of the organization and the nature of the organization does not

influence the Quality of Work Life.

6. RESERCH METHODOLOGY

Descriptive research design has been adopted to find out the association between the selected

socio - economic variables and various dimensions of Quality of work life. The sample for the Present

Study is drawn from 26 Arts & Science Colleges located around Thanjavur District. The researcher used

stratified random sampling method to select a sample of 210 respondents from the universe. The data

collected from sample were suitably tabulated and used in the appropriate places for interpretation. The

following statistical tools were used for analysis Simple Percentage Analysis, Weighted Average Score

Analysis, ANOVA, t-test

6.1 Scope of the Study - The respondents was faculty members, involved in this research study were

selected from various reputed Arts and Science Colleges in an around Thanjavur District of Tamil Nadu.

6.2 Population and Sample Size – The population of this study includes faculty members who are

employed in various Arts and Science Colleges in an around Thanjavur district of Tamil Nadu. It

involves a sample size of 210 employees.

6.3 Data Collection - The current study understands the concept of quality of work life among the faculty

members of Arts and Science Colleges. Primary data was collected with a self administered

questionnaire. Convenience sampling approach was adopted in order to collect the primary data and it

took a period of two months for the entire collection of data.

6.4 Survey Instrument - A structured questionnaire was developed with five point Likert scale, with 1

the strongly disagree and 5 the strongly agree on QWL variables such as Nature of Job, Job Security,

Opportunity of Growth, Environmental Conditions, Freedom of Work, Life Space, Carrier Prospect,

Stress Level, Honor level. A three point Likert scale developed to measure the overall QWL variable,

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with 1for disagreed, 2 for undecided and 3 for agreed. It was developed with discussion of experts and

review of literature.

6.5 Statistical Tools - Data analysis was done using statistical package for social science (SPSS) version

20.0 for the data gathered through structured questionnaire. Mean, standard deviation, T-test and one way

ANOVA were used as statistical tools.

7. RESEARCH DESIGN

This study attempts to describe various characteristics related to Quality of Work Life to find out

the association between the selected socio-economic variables and various dimensions of Quality of work

life. Hence Descriptive research design has been adopted. Descriptive research studies are concerned with

describing the characteristics of a particular individual or a group.

7.1. VARIABLES OF THE STUDY

The study warrants two sets of variables namely dependent variables and independent variables.

The variables under these two sets are given below:

Dependent Variables:

• Quality of Work Life

Independent Variables:

The selection of any variable as an independent variable is based on the assumption that there are

measurable differences among levels with regard to the perception of the dependent variables. This

includes: Age, Sex, Designation, Marital status, Qualification, Academic experience etc

7.2. PRE TESTING

The researcher tested the questionnaire with 210 respondents and checked the reliability and

suitability of the questionnaire. Necessary changes were made at the end of pre-testing. Some sentences

were reworded and modified along with the suggestions given by the respondents and the experts in

teaching profession.

7.3. PILOT STUDY

The researcher found the feasibility to conduct the present study among various faculty members

in Arts and Science Colleges in an around Thanjavur District. The researcher carried out the pilot study

by circulating a sample Questionnaire among prospective respondents. Based on the Pilot Study’s results,

questionnaire was modified.

7.4. RELIABILITY

In order to establish the internal reliability of the items used under each QWL dimension, the

researcher has conducted Cronbach’s Alpha test of reliability in the present study. Cronbach’s Alpha test

of reliability is known for measuring the internal consistency and reliability of the items in a scale. In

other words, it measures the extent to which the responses collected for a given item correlate with each

other. The result of this test produces a reliability score, which is a number between 0 and 1. The

reliability score increases, when the number of items in a scale increases. A higher reliability score

indicates a higher reliability of the measured construct and the score exceeding 0.7 indicates a high

internal reliability of the items in the scale. The reliability of scales used in this study is calculated by

Cronbach’s coefficient alpha and normally it ranges between 0 and 1. All constructs obtained an

acceptable level of a coefficient alpha above 0.6, indicating the scales used in this study are reliable.

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7.5. VALIDITY

The Content and Face Validity was established by using a panel of experts (important aspects)

and a field test (response).

7.6. THE UNIVERSE OF SAMPLING FOR DATA COLLECTION

The Universe of the present study includes faculty members who are working in Arts and Science

Colleges in an around Thanjavur District, Tamil Nadu

7.7. SAMPLING

The sample for the Present Study is drawn from 46 Arts & Science Colleges located in an around

Thanjavur District. The researcher used stratified random sampling method to select a sample of 210

respondents from the universe.

7.8. DATA COLLECTION

The data collected for this research study is primary data, collected from the faculty members of

Arts and Science Colleges located in an around Thanjavur District.

7.9 TOOLS OF ANALYSIS

The data collected from sample were suitably tabulated and used in the appropriate places for

interpretation. The following statistical tools were used for analysis-Simple Percentage Analysis, Likert’s

Scaling Technique, ANOVA, t-test and Multiple Regression.

7.10. SCOPE OF THE STUDY

Quality of Work Life and Job Satisfaction are associated with the jobs that a human undertake for

the purpose of leading a purposeful life with dignity and honor. Academic quality is “the quality of

education” pursued based on “the quality of academic staff” that influence the students’ satisfaction. This

study attempts to describe the various characteristics related to Quality of Work Life and Job Satisfaction,

and to find out the association between the selected socio-economic variables and the various dimensions

of Quality of Work Life.

7.11. LIMITATIONS OF THE STUDY

This study covers only Arts and Science Colleges located in an around Thanjavur District;

comprising total 210 respondents for the Study.

Selection of independent variables for the study is confined to few personal attributes and

organizational characteristics.

The bias of the respondents is prevalent in some questionnaires which the researcher is unable to

control.

Generalization of the study is based on the respondent’s answers to the questions and limited to

the extent of the nature of the tools.

7.12. PERIOD OF THE STUDY Both primary and secondary data were employed in the study. Primary data was collected from

the respondents using a questionnaire. Data collection was done during the period of March 2019 to April

2019. For tracing the achievements and developments of the Arts and Science Colleges in an around

Thanjavur District, secondary data for a period of 8 years was considered.

8. DATA ANALYSIS AND RESULTS

8.1 Sample Profile - Demographic features of faculties of Arts and Science Colleges in the Thanjavur

district are exhibited with the help of table 1 below:

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Table 1 – Sample Profile

S.No Demographic Variable Categories Counts Percentage

1. Gender Male

Female

112

98

53.33

46.67

2. Age Less than 25 Years

Between 25-35 Years

Between 35-45 Years

Between 45-55 Years

Above 55 Years

48

50

57

37

18

22.86

23.81

27.14

17.62

8.57

3. Martial Status Married

Unmarried

134

76

63.81

36.19

4. Designation Assistant Professor

Associate Professor

Professor

Director/ Dean

167

27

12

4

79.52

12.86

5.72

1.90

5. Educational Qualifications M.A/ M.Sc

M.A/ M.Sc, B.Ed

M.A/ M.Sc, M.Ed

M.A/ M.Sc, M.Phil

M.A/ M.Sc, PhD

M.A/ M.Sc, M.Phil, PhD

Others

17

33

51

69

12

26

2

8.10

15.71

24.29

32.86

5.71

12.38

0.95

6. Academic Experience Less than 5 Years

Between 5-10 Years

Between 10-15 Years

Between 15-25 Years

Above 25 Years

112

51

17

21

9

53.30

24.29

8.12

10.00

4.29

In the present study a sample size of 210 faculties of different Arts and Science Colleges in

Thanjavur District has been taken as respondents, which include 112 male and 98 female faculty members

and they have been categorized on the basis of various demographic factors like age, marital status,

designation, educational qualification and finally academic experience.

8.2 Reliability Statistics:-

The reliability of scale indicates that the study is free from random error. Internal consistency is

measured in this research using Cronbach’s coefficient alpha, (a). The statistic provides an indication of

the average correlation among all of the items that make up the scale. Values range from 0 to 1 with

higher values indication greater reliability.

Table -2 Reliability Statistics

Cronbach’s coefficient Alpha N of Items

0.823 29

Table above indicates the result of analysis of the Cronbach’s alpha scale for QWL is 0.823,

where its value is more than 0.7, which shows a greater reliability in any kind of social research. This

indicates that the survey instrument (questionnaire) can be liable tool to measure the construct

consistently.

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8.3 Descriptive Statistics: -

Level of QWL among the faculties of different private engineering colleges in relation to

identified factors is shown in Table 3 which shows the mean values, standard deviation and variance for

the variables.

Table-3 Descriptive Statistics

S.No Description N Mean Std. Deviation Variance

1. Nature of Job 210 3.21 1.01 1.032

2. Job Security 210 3.45 1.07 1.025

3. Opportunity to Growth 210 3.39 1.29 1.306

4. Environmental

Condition

210 3.85 1.18 1.218

5. Freedom of Work 210 3.31 1.03 1.170

6. Life Space 210 2.95 0.96 0.982

7. Carrier Prospect 210 3.18 0.99 1.013

8. Stress Level 210 3.01 1.15 1.152

9. Honor Level 210 3.15 1.06 1.263

10. Overall QWL 210 2.87 0.68 0.971

11. Valid N (list wise) 210

The mean score on overall QWL was found to be 2.87 on a three point Likert scale. This is above

the neutral score of 1.5, which implies that respondents’ overall QWL is favorable/ positive. Based on a

five point Likert type scale ranging from strongly disagree (1) to strongly agree (5), the survey conducted

for knowing the response of faculties on various attributes relating to QWL. The mean scores with the

Nature of Job 3.21, Job Security 3.45, Opportunity for growth 3.39, Environmental Condition 3.85,

Freedom of Work 3.31,Life Space 2.95, Career Prospects 3.18, Stress Level 3.01, Honor Level 3.15, all

the mean scores of independent variables are above the neutral score 3, which implies for favorable or

positive outcome. According to these results, faculties are more satisfied with Job security Conditions.

8.4 Relationship between overall QWL of faculties with demographics factors (age, gender):

8.4.1 1st Hypothesis: Relationship between overall QWL of faculty members with demographics factors

(age).

H0: The overall QWL do not vary in accordance with age

H1: The overall QWL vary in accordance with age.

Table-4 One Way ANOVA

S.No Description Sum of

Squares

df Mean

Square

F Sig

1. Between groups 1.875 3 0.607 1.208 0.326

2. Within groups 23.161 52 0.512

3. Total 25.036 55 1.119

To analysis hypothesis that is there difference in overall QWL according to age, we use ANOVA

one way. The results is F(3,52)=1.227, p=0.322, where p>0.05 so result is not significant at 5%. We have

to accept the null hypothesis. That overall QWL do not vary in accordance with age.

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8.4.2 2nd Hypothesis: Relationship between overall QWL of faculty members with demographics factors

(Gender).

H0: The overall QWL do not vary in accordance with gender.

H1: The overall QWL vary in accordance with gender.

To analyze that is there significant difference between male and female QWL we use mean, standard

deviation, T-test.

Table-5 t-Test

S.No Description Gender N Mean Std.

Deviation

Std. Error

Mean

t-test Sig (2

tailed)

1. Overall Female 98 2.39 0.638 0.126 1.102 0.302

2. QWL Male 112 2.18 0.770 0.129

The result shows t (55)=1.099, p=0.286 where p>0.05 so result is not significant at 5%. We have

to accept the null hypothesis. That overall QWL do not vary according to gender. The table results

indicate that. Male’s faculty reported lower levels of QWL (mean 2.18, SD 0.770) comparing to female

faculty (mean 2.39, SD 0.638).

8.5 To test whether the identified factors are good predictor of QWL.

To analysis the relationship between overall QWL and the identified factors affecting QWL, we use

linear regression model.

Table-6 Model Summary

S.No Model R R Square Adjusted R Square Std. Error of the Estimate

1. 1 0.802a 0.668 0.598 0.432

The table-6 is Model Summary. This table provides the R, R2, adjusted R

2, and the standard error

of the estimate, which can be used to determine how well a regression model fits the data.

• R represents multiple correlation coefficients, whose value is 0.802 which indicates a good

level of prediction. R2 represents coefficient of determination, whose value is 0.668, which means our

independent variables explains 66.8% of the variability of our dependent variable. Adjusted R2 value is

0.598, which shows the model 59.8% accurately report our data

Table – 7 ANOVAa

S.No Model Sum of

Squares

df Mean square F Sig

1. Regression 14.82 9 1.892 1751 0.0006b

1 Residual 7.17 48 0.188

Total 21.99 57

3rd

Hypothesis

H0: There is no significant relationship between overall QWL and the identified factors affecting QWL.

H1: There is significant relationship between overall QWL and the identified factors affecting QWL.

The F-ratio in the ANOVA table shows that the identified factors (Independent Variables) statistically

significantly predict the overall QWL (Dependent Variable), F (7,47) = 10.843, p < 0.0005 so the result

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is significant. H0 is rejected. Hence the overall regression model is a good fit for the data. The table

shows that the independent variables statistically significantly predict the dependent variable

Table – 8 Coefficients

S.

No

Model -1

Unstandardized Coefficients Standardized

Coefficients

t

Sig

1.

B Std. Error Beta

Constant -0.581 0.361 -- -1.182 0.098

Nature of Job 0.116 0.072 0.182 1.692 0.092

Job Security 0.159 0.089 0.259 1.768 0.0890

Opportunity to

Growth

0.254 0.072 0.372 3.562 0.002

Environmental

Condition

0.081 0.089 0.217 0.992 0.370

Freedom of Work 0.121 0.0762 0.263 1.210 0.799

Life Space 0.127 0.061 0.227 1.789 0.071

Carrier Prospect 0.092 0.081 0.162 1.281 0.239

Stress Level 0.085 0.079 0.127 0.967 0.372

Honor Level 0.117 0.632 0.212 1.070 0.672

a. Dependent Variable: Overall QWL

In the above coefficient table the unstandardized coefficients indicate how much the overall QWL

(dependent variable) varies with the identified factors affecting QWL (independent variable) when all

other independent variables are held constant.

All the identified factors affecting the QWL have a positive relation with the overall QWL.

Opportunity for Growth and Security factor have highest impact on the overall QWL as its Beta

value is 0.372

Stress level factor have lowest impact on the overall QWL as its Beta value is 0.127

Except Opportunity for Growth and Security factor all the identified independent factors

affecting overall QWL are not statistically significant.

A multiple regression was run to predict overall QWL from Nature of Job, Stress Level, and Work

Independence, Job Security, Career Prospects, Safety and Health Work Conditions, Opportunity for

growth and security and Total life space. These variables statistically significantly predicted Overall

QWL, F(7,47) = 10.843, p < 0.0005, R2 = 0.668. All nine variables added statistically significantly to the

prediction, p < 0.05

9. CONCLUSION

Good QWL ensures optimum operational freedom and overall development of faculties as

academic dwells when academicians work with free mind and without any institutional impediment. That

is the reason, specifically in Arts and Science Colleges ample care has been taken to develop good

ambience and good academic environment so that teachers can contribute their best effort. In this present

research a sincere attempt taken to understand how various independent factors like Nature of Job, Job

Security, Opportunity of Growth, Environmental Conditions, Freedom of Work, Life Space, Carrier

Prospect, Stress Level, Honor level positively influences the dependent factor i.e., overall QWL

experiences of faculties working in Arts and Science Colleges. The study reveals that Opportunity for

Growth, Job Security and freedom of Work have larger impact on overall QWL experience, where as

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Environmental Conditions, Life Space, Honor level has moderate impact and the rest factors has less

impact on overall QWL experience. Finding of the study further indicates that overall QWL experiences

do not vary significantly due to age and gender. At last the present study concludes that, Arts and Science

Colleges should understand these factors which enrich the QWL of the faculty members. Because

faculties are considered as the most important assets of any educational institutions and they are the force

behind every success. The age groups of above 40 years have had higher level of favorable perception

towards overall level of quality of work life. The age has influence the level of perception towards quality

of work life. In this scenario, high quality of work life is essential for organizations to continue to attract

and retain employees. This is the reason QWL concept has gained momentum recently and researches are

going on worldwide to find out inputs for framing effective QWL strategies.

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Documents

1 and Dr. GANESH BABU 2 1 ABSTRACTadalyajournal.com/gallery/61-sep-1796.pdfVALLAL RAJAA 1 and Dr. GANESH BABU 2 1 Reasearch Scholar Rajagiri Dawood Batcha College of Arts and Science,