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Job Satisfaction Career Orientation, Role Conflict and Quality of Work
Life of Women Teachers in Colleges
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119
CHAPTER V
JOB SATISFACTION, CAREER ORIENTATION,
ROLE CONFLICT AND QUALITY OF WORK LIFE OF
WOMEN TEACHERS IN COLLEGES
5.1. Introduction
In this chapter, to know the level of job satisfaction, career orientation, role
conflict and quality of work life, the hypotheses are formulated. These hypotheses are
verified and tested using the various statistical techniques and inference drawn based on
the results to fulfill the objectives framed.
The objectives of the study that are explained in this chapters are,
1) To analyze the level of job satisfaction among women teachers in colleges.
2) To examine the level of career orientation among women teachers in colleges.
3) To assess the level of role conflict among women teachers in colleges.
4) To know the level of quality of work life among women teachers in colleges.
Before analyzing the data with respect to the objectives framed, tool reliability,
validity and normality of the data should be ensured. This will facilitate any researcher to
apply appropriate statistical tools.
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5.2. Reliability Test
A reliability analysis is commonly used to identify the internal consistency of the
variables. Cronbach‘s alpha is commonly used to test the reliability and the range of
alpha coefficient value is in between 0 to 1. The higher value indicates the higher
reliability (Hair, et al., 1992). A value more than 0.70 is significantly good measure for
sufficient scale of reliability (Cronbach, 1951, Nunnally, 1987).The following table
exhibits the reliability of four constructs under study.
Table 5.1
Result of Reliability Test
Constructs Cronbach's Alpha
Job satisfaction 0.870
Career orientation 0.773
Role conflict 0.943
Quality of work life 0.952
Source: Primary data.
The above table 5.1 shows that the reliability co-efficient for the construct job
satisfaction is 0.870, for the construct career orientation is 0.773, for the construct role
conflict is 0.943 and for the quality of work life is 0.952 which is closure unity ensures
the reliability of the questionnaire.
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5.3. Normality Test
The following table gives the descriptive for the four constructs under study.
Table 5.2
Result of Normality Test
Job
Satisfaction
Score
Career
Orientation
Score
Role Conflict
Score
Quality of
Work Life
Score
Mean 40.415 68.588 50.823 109.930
Median 40.000 68.000 54.000 110.000
Mode 45.000 70.000 66.000 130.000
Std. Deviation 7.334 10.708 16.152 23.406
Skewness 0.418 0.160 -0.346 -0.156
Kurtosis 0.217 -0.417 -0.866 -0.726
Source: Primary data
From the table 5.2, it is observed that the mean, median and mode for the
constructs are almost equal and skewness for the constructs is nearer to zero, hence it
confirms asymptotic normality of the data. This enables the researcher to apply
parametric test on the collected sample data.
The construct, job satisfaction consists of 15 items, measured using 4 point scale.
Based on this the overall job satisfaction score can be classified as below.
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Table 5.3
Classification of Job Satisfaction Score
Overall score Level
15.0 - 37.5 Low
37.5 – 48.25 Moderate
48.25 - 60.0 High
Source: Primary data
The table 5.3 explains classification of job satisfaction score. The overall score of
the construct job satisfaction is classified as low (15.0 - 37.5), moderate (37.5 - 48.25)
and high (48.25 – 60.0). The mean value of the construct job satisfaction as indicated in
the table 5.2 is 40.415, it is understood that all the respondents have moderate level of
satisfaction towards their jobs.
The construct career orientation consists of 22 items measured using 5 point scale.
Based on this the overall career orientation score can be classified as below.
Table 5.4
Classification of Career Orientation Score
Overall score Level
22 - 66 Low
66 - 88 Moderate
88-110 High
Source: Primary data
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The table 5.4 explains classification of career orientation score. The overall score
of the construct career orientation is classified as low (22 - 66), moderate (66 - 88) and high
(88 -110). The mean value of the construct career orientation as indicated in the table 5.2 is
68.588, it is understood that all the respondents have moderate levels of career orientation
The construct role conflict consists of 17 items measured using 5 point scale.
Based on this the overall role conflict score can be classified as below.
Table 5.5
Classification of Role Conflict Score
Overall score Level
17 - 51 Low
51 - 68 Moderate
68 - 85 High
Source: Primary data
The table 5.5 explains classification of role conflict score. The overall score of the
construct role conflict is classified as low (17 - 51), moderate (51 - 68) and high
(68 - 85). The mean value of the construct role conflict as indicated in the table 5.2 is
50.823, it is understood that all the respondents have low level of role conflict.
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The construct quality of work life consists of 34 items measured using 5 point
scale. Based on this the overall quality of work life score can be classified as below.
Table 5.6
Classification of Quality of Work Life Score
Overall score Level
34 - 102 Low
102 - 136 Moderate
136 - 170 High
Source: Primary data
The table 5.6 explains classification of quality of work life score. The overall
score of the construct quality of work life is classified as low (34 - 102), moderate
(102 - 136) and high (136 - 170). The mean value of the construct quality of work life as
indicated in the table 5.2 is 109.930, it is understood that all the respondents have
moderate level of quality of work life.
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5.4. Z Test and ANOVA
To analyze and find the level of job satisfaction, career orientation, role conflict and
quality of work life, the two sample mean test and ANOVA (to compare three or more
number of groups on the basis of their mean values) have been applied appropriately.
Additional Degree Versus Level of Opinion on Constructs
H01: Both the group of respondents i.e., having additional degree and not having
additional degree have on an average the same level of opinion on job satisfaction, career
orientation, role conflict and quality of work life.
Table 5.7
The Z Test Results of the Constructs Based on Additional
Degree of the Respondents
Constructs Group Mean |Z| Significance Remark
Job satisfaction
Not
having 41.154
2.075 0.039 Significant
Having 39.327
Career
orientation
Not
having 68.320
0.470 0.638 Not Significant
Having 68.929
Role conflict
Not
having 50.611
0.226 0.821 Not Significant
Having 51.053
Quality of work
life
Not
having 111.805
1.633 0.104 Not Significant
Having 107.203
Significant at 5 per cent level.
Source: Primary data
As shown in the table 5.7, the significance for the construct job satisfaction is less
than 0.05, the null hypothesis is rejected and it is concluded that both the groups differ in
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their opinion on the construct job satisfaction. The mean values in the table 5.7 shows
that, respondents without additional degree have higher level of job satisfaction when
compared with the respondents having additional degree.
Since the level of significance for the constructs, career orientation, role conflict
and quality work life are greater than 0.05, the null hypothesis is accepted and it is
concluded that both the groups do not differ in their opinion on the constructs. From the
mean values it is concluded that the two groups have moderate level of career orientation,
role conflict and quality of work life.
Migration Versus Level of Opinion on Constructs
H02: Both migrant and Non-migrants have on an average same level of opinion on job
satisfaction, career orientation, role conflict and quality of work life.
Table 5.8
The Z Test Result of the Constructs Based on Migration of the Respondents
Constructs Group Mean |Z| Significance Remark
Job satisfaction
Migrant 39.870
1.285 0.200 Not Significant Non-
migrant 40.978
Career
orientation
Migrant 68.782
0.313 0.755 Not Significant Non-
migrant 68.387
Role conflict
Migrant 51.816
1.063 0.289 Not Significant Non-
migrant 49.795
Quality of work
life
Migrant 111.0680
0.840 0.402 Not Significant Non-
migrant 108.7535
Significant at 5 per cent level.
Source: Primary data
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The table 5.8 shows that the significance for all the constructs under the study are
greater than 0.05, therefore the null hypothesis is accepted and it is concluded that both
Migrant and Non-migrant respondents do not differ in their opinion on the constructs; job
satisfaction, career orientation, role conflict and quality of work life. By comparing the
mean values of the constructs, it is concluded that both the groups have moderate level of
job satisfaction, career orientation, role conflict and quality of work life.
Type of Family Versus Level of Opinion on Constructs
H03: Respondents belonging to both nuclear and joint family have on an average the
same level of opinion on job satisfaction, career orientation, role conflict and quality of
work life.
Table 5.9
The Z Test Result of the Constructs Based on Type of Family of the Respondents
Constructs Group Mean |Z| Significance Remark
Job satisfaction Nuclear 41.397
2.701 0.007 Significant Joint 39.057
Career
orientation
Nuclear 67.777 1.524 0.129 Not Significant
Joint 69.721
Role conflict Nuclear 50.018
1.019 0.309 Not Significant Joint 51.983
Quality of work
life
Nuclear 112.247 2.025 0.044 Significant
Joint 106.623
Significant at 5 per cent level.
Source: Primary data
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The table 5.9 shows that the significance of the constructs, job satisfaction and
quality of work life are less than 0.05. Hence, the null hypothesis is rejected and it is
concluded that both nuclear and joint family respondents differ in their opinion on the
construct- job satisfaction and quality of work life. The mean value in the above table 5.9
shows that respondents belong to nuclear family experience higher level of job satisfaction
and quality of work life compared to the respondents belonging to joint family.
Since, the level of significance of the constructs career orientation and role
conflict under study are greater than 0.05, the null hypothesis is accepted and it is
concluded that respondents belonging to nuclear and joint family do not differ in their
opinion on the constructs, career orientation and role conflict. By comparing the mean
values of the construct it is concluded that the two groups have moderate level of career
orientation and role conflict.
Number of Children Versus Level of Opinion on Constructs
H04: Both the group of respondents having one child and two & above children have on
an average the same level of opinion on job satisfaction, career orientation, role conflict
and quality of work life.
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Table 5.10
The Z Test Result of the Constructs Based on the Respondents
Having Number of Children
Constructs Group Mean |Z| Significance Remark
Job satisfaction
One 41.223
2.409 0.017 Significant Two and
above 39.100
Career
orientation
One 67.715
1.775 0.077 Not
Significant Two and
above 70.009
Role conflict
One 50.301
0.700 0.484 Not
Significant Two and
above 51.672
Quality of work
life
One 111.262
1.235 0.218 Not
Significant Two and
above 107.763
Significant at 5 per cent level.
Source: Primary data
The significance for the construct job satisfaction under the study is less than
0.05, the null hypothesis is rejected and it is concluded that respondents having one child
and two & more children differ in their opinion on the construct job satisfaction. The mean
value in the above table 5.10 shows that the respondents having one child have higher level
of job satisfaction than the respondents having two and more children.
The significance for the constructs, career orientation, role conflict and quality of work
life under study are greater than 0.05, the null hypothesis is accepted and it is concluded that
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respondents having one child as well as two and more children do not differ in their opinion
on the constructs, career orientation, role conflict and quality of work life. Under study
comparing the mean values of the constructs it is concluded that both the groups have moderate
level of career orientation, role conflict and quality of work life.
Present Place Versus Level of Opinion on Constructs
H05: Respondents from the present place of both city and town have on an average
same level of opinion on Job satisfaction, career orientation, role conflict and quality of
work life.
Table 5.11
Z Test Result of the Constructs Based on Present
Place of the Respondents
Constructs Group Mean |Z| Significance Remark
Job satisfaction Town 39.9710
0.984 0.326 Not Significant City 40.8212
Career
orientation
Town 68.0072 0.881 0.379 Not Significant
City 69.1192
Role conflict Town 55.0435
4.378 0.000 Significant City 46.9669
Quality of work
life
Town 109.1449 0.545 0.586 Not Significant
City 110.649
Significant at 5 per cent level.
Source: Primary data
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The significance for the construct role conflict is less than 0.05, therefore the null
hypothesis is rejected and it is concluded that both the group of respondents who are
presently living in city as well as town, differ in their opinion on the construct of role
conflict. The mean values in the above table 5.11 shows that, respondents who are
presently living in town experience higher level of role conflict than the respondents who
are presently living in city. The reason for having high role conflict may be attributed to
the various constraints faced by the participants who live in the towns. The constraints
may be due to the travel distance, family support and work environment.
The significance for the constructs job satisfaction, career orientation, and quality
of work life under study are greater than 0.05, the null hypothesis is accepted and it is
concluded that respondents presently living in city as well as town do not differ in their
opinion on the constructs job satisfaction, career orientation, and quality of work life.
Under study comparing the mean values of the constructs it is concluded that the
respondents belonging to these two groups have moderate level of job satisfaction, career
orientation, and quality of work life.
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ANOVA
When there is three or more number of groups that are to be compared on the
basis of their mean values, to compare the groups ANOVA technique is applied. In this
study also the researcher is interested in comparing opinion given on job satisfaction,
career orientation, role conflict and quality of work life on the basis of the respondents‘
profile which are classified into three or more number of groups.
Age Versus Level of Opinion on Constructs
H06: Respondents belonging to various age groups have on an average same level of
opinion on job satisfaction, career orientation, role conflict and quality of work life.
Table 5.12
The Mean Value of Constructs Based on Age of the Respondents
Age Job
Satisfaction
Career
Orientation
Role
Conflict
Quality of
Work Life
Less than 30 38.734 69.698 51.698 109.807
30-40 39.957 68.525 51.305 108.652
Above 40 42.613 67.625 49.352 111.761
Source: Primary data
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Table 5.13
ANOVA result of the Constructs Based on Age of the Respondents
Construct Sum of
Squares DF
Mean
Square F Sig. Remark
Job
satisfaction
Between
groups 684.353 2 342.176
6.608 0.002 Significant Within
groups 14809.820 286 51.783
Total 15494.173 288
Career
orientation
Between
groups 184.481 2 92.241
0.803 0.449 Not
Significant Within
groups 32841.519 286 114.830
Total 33026.000 288
Role
conflict
Between
groups 281.434 2 140.717
0.538 0.585 Not
Significant Within
groups 74858.566 286 261.743
Total 75140.000 288
Quality of
work life
Between
groups 488.957 2 244.479
0.445 0.642 Not
Significant Within
groups 157301.659 286 550.006
Total 157790.616 288
Significant at 5 per cent level.
Source: Primary data
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ANOVA result reveals that except job satisfaction, on all other constructs the
respondents do not differ significantly in their opinion.
In the case of job satisfaction, the significant value is less than 0.05, the null
hypothesis is rejected and it is concluded that respondents belonging to various age
groups differ significantly in their opinion on job satisfaction.
To find out which age group differs significantly from others Post Hoc Test is
followed.
Table 5.14
Post Hoc Test Result of Job Satisfaction Based on Age
Construct Age (in years) Mean Difference Sig.
Job satisfaction Above
40
Less
than 30 3.87870
* 0.001
30-40 2.65601* 0.025
* The mean difference is significant at 5 per cent level.
From the Post Hoc analysis it is observed that respondents belonging to the age
group above 40 years differ significantly from other two groups of respondents having
age of less than 30 years and between 30-40 years. The magnitude of the mean value says
that respondents who are having age of above 40 years experience higher level of job
satisfaction than the respondents having age of less than 30 years and 30-40 years.
Qualification Versus Level of Opinion on Constructs
H07: Respondents having different qualifications have on an average same level of
opinion on job satisfaction, career orientation, role conflict and quality of work life.
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Table 5.15
The Mean Value of Constructs Based on Qualification of the Respondents
Qualification Job
Satisfaction
Career
Orientation
Role
Conflict
Quality of
Work Life
PG 39.373 69.142 52.362 106.423
M.Phil 41.462 70.656 49.701 113.179
Ph.D 43.400 62.600 45.700 120.450
Source: Primary data
Table 5.16
ANOVA Result of the Constructs Based on the Qualification of the Respondents
Constructs Sum of
Squares DF
Mean
Square F Sig. Remark
Job
satisfaction
Between
groups
627.323 2 313.661
6.034 0.003 Significant Within
groups
14866.850 286 51.982
Total 15494.173 288
Career
orientation
Between
groups
1777.010 2 888.505
8.132 0.000 Significant Within
groups
31248.990 286 109.262
Total 33026.000 288
Role
conflict
Between
groups
1565.504 2 782.752
3.043 0.049 Significant Within
groups
73574.496 286 257.253
Total 75140.000 288
Quality of
work life
Between
groups
7372.442 2 3686.221
7.009 0.001 Significant Within
groups
150418.174 286 525.938
Total 157790.616 288
Significant at 5 per cent level.
Source: Primary data
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ANOVA result reveals that the significant value of all the constructs are less than
0.05, the null hypothesis is rejected and it is concluded that the respondents having
different qualifications differ significantly in their opinion on the constructs job
satisfaction, career orientation, role conflict and quality of work life.
To find out which qualification group of respondents differs significantly from
other groups, Post Hoc Test is followed.
Table 5.17
Post Hoc Test Result of the Job Satisfaction Based on Qualification
Construct Qualification Mean difference Sig.
Job satisfaction Ph. D PG 4.02637
* 0.004
M.Phil 1.93731 0.372
* The mean difference is significant at 5 per cent level.
From the Post Hoc analysis it is observed that the respondents having Ph.D
qualification are significantly different from the respondents with PG qualification.
The magnitude of the mean value says that Ph.D qualified respondents experience high
job satisfaction than the respondents having PG qualification. However M.Phil qualified
respondents and Ph.D qualified respondents have on an average the same level of opinion
towards the construct job satisfaction.
Table 5.18
Post Hoc Test Result of the Career Orientation Based on Qualification
Construct Qualification Mean Difference Sig.
Career orientation
PG M.Phil 1.51386 0.569
Ph. D 6.54286* 0.001
M.Phil
PG 1.51386 0.569
Ph. D 1.51386* 0.000
* The mean difference is significant at 5 per cent level.
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From the Post Hoc analysis it is observed that the respondents having PG
qualification differ significantly from the respondents having Ph.D qualification.
The magnitude of the mean value says that respondents having PG qualification
experience higher level of career orientation than Ph.D qualified respondents. From the
Post Hoc analysis it is also observed that respondents having M.Phil qualification differ
significantly from the respondents having Ph.D qualification. The magnitude of the mean
value says that M.Phil qualified respondents experience higher levels of career
orientation than Ph.D qualified respondents. From this analysis it is found that, PG
qualified as well as M.Phil qualified respondents are having on an average same level of
career orientation.
Table 5.19
Post Hoc test Result of the Role Conflict Based on Qualification
Construct Qualification Mean Difference Sig.
Role conflict PG M.Phil 2.66114 0.477
Ph.D 6.66264* 0.047
* The mean difference is significant at 5 per cent level.
Post-Hoc test analysis reveals that the PG qualified respondents differs
significantly in their opinion on level of role conflict they experience when compared to
the respondents having Ph.D qualification. The magnitude of the mean value says that
respondents having PG qualification experience higher level of role conflict than the
Ph.D qualified respondents. However M.Phil and Ph.D qualified respondents experience
on an average the same level of role conflict.
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Table 5.20
Post Hoc Test Result of The Quality of Work Life Based on Qualification
Construct Qualification Mean Difference Sig.
Quality of work life Ph.D
PG 14.02692* 0.002
M.Phil 7.27090 0.253
* The mean difference is significant at 5 per cent level.
From the Post Hoc analysis it is observed that Ph.D qualified respondents differ
significantly in their level of opinion on quality of work life than PG qualified
respondents. The magnitude of the mean value says that respondents with Ph.D
qualification experience high level of quality of work life than the respondents with PG
qualification. However M.Phil and Ph.D qualified respondents on an average experience
same level quality of work life.
Designation Versus Level of Opinion on Constructs
H08: Respondents having different designations have on an average same level of opinion
on job satisfaction, career orientation, role conflict and quality of work life.
Table 5.21
Mean Value of Constructs Based on Designation of the Respondents
Designation Job
Satisfaction
Career
Orientation
Role
Conflict
Quality of
Work Life
Assistant
professor
40.029 69.063 51.278 109.244
Associate
professor
41.410 67.461 49.897 113.871
Professor 44.461 63.307 45.307 110.615
Source: Primary data
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Table 5.22
ANOVA Result of the Constructs Based on Designation of the Respondents
Constructs Sum of
Squares DF
Mean
Square F Sig. Remark
Job
satisfaction
Between
groups 286.713 2 143.357
2.696 0.069 Not
Significant Within
groups 15207.460 286 53.173
Total 15494.173 288
Career
orientation
Between
groups 465.488 2 232.744
2.044 0.131 Not
Significant Within
groups 32560.512 286 113.848
Total 33026.000 288
Role
conflict
Between
groups 478.021 2 239.010
0.916 0.401 Not
Significant Within
groups 74661.979 286 261.056
Total 75140.000 288
Quality of
work life
Between
groups 723.374 2 361.687
0.659 0.518 Not
Significant Within
groups 157067.242 286 549.186
Total 157790.616 288
Significant at 5 per cent level.
Source: Primary data
ANOVA reveals that the significant value on all the constructs is more than 0.05,
the null hypothesis is accepted. It is concluded that respondents having different
designations, on an average have same level of opinion on the constructs job satisfaction,
career orientation, role conflict and quality of work life.
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Monthly Income Versus Level of Opinion on Constructs
H09: Respondents belonging to various income groups have on an average same level of
opinion on job satisfaction, career orientation, role conflict and quality of work life.
Table 5.23
Mean Value of Constructs Based on Monthly Income of the Respondents
Income
(In Rs.)
Job
Satisfaction
Career
Orientation
Role
Conflict
Quality of
Work Life
Less than 15000 38.428 69.235 49.983 107.798
15000-40000 42.213 68.893 51.093 110.173
Above 40000 41.484 67.536 51.663 112.410
Source: Primary data
Table 5.24
ANOVA Result of the Constructs Based on the Monthly Income of the Respondents
Constructs Sum of
Squares DF
Mean
Square F Sig. Remark
Job
satisfaction
Between
groups 820.717 2 410.359
7.998 0.000 Significant Within
groups 14673.456 286 51.306
Total 15494.173 288
Career
orientation
Between
groups 161.821 2 80.910
0.704 0.495 Not
Significant Within
groups 32864.179 286 114.910
Total 33026.000 288
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Constructs Sum of
Squares DF
Mean
Square F Sig. Remark
Role
conflict
Between
groups 156.466 2 78.233
0.298 0.742 Not
Significant Within
groups 74983.534 286 262.180
Total 75140.000 288
Quality of
work life
Between
groups 1129.720 2 564.860
1.031 0.358 Not
Significant Within
groups 156660.896 286 547.765
Total 157790.616 288
Significant at 5 per cent level.
Source: Primary data
ANOVA reveals that except job satisfaction, on all other constructs the
respondents do not differ significantly in their opinion. The significant value of the
constructs career orientation, role conflicts, quality of work life is more than 0.05, the
null hypothesis accepted.
In the case of job satisfaction, the significant value is less than 0.05, the null
hypothesis is rejected and it is concluded that respondents of different income groups
differ significantly in their opinion on the construct job satisfaction.
To find out which income group of respondents differs significantly from others,
post Hoc test is followed.
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Table 5.25
Post Hoc Test Result of Job Satisfaction Based on Monthly Income
Construct Monthly Income (in Rs.) Mean Difference Sig.
Job
satisfaction
Rs. 15000-
40000
Less than 15000 3.78476* 0.001
Above 40000 0.72912 0.787
Above Rs.
40000
Less than 15000 3.05564* 0.006
15000-40000 -0.72912 0.787
*. The mean difference is significant at 5 per cent level.
From Post Hoc test analysis it is observed that respondents having income
between Rs.15000- 40000 differ significantly from the respondents having income less
than Rs.15000. The magnitude of the mean value says that respondents having income
between Rs.15000-40000 experience high level of job satisfaction than the respondents
having income less than Rs.15000.
It is also revealed from the Post Hoc test that respondents having income above
Rs.40000 differ significantly in their opinion on levels of job satisfaction from the
respondents earning less than Rs.15000. The magnitude of the mean value says that
respondents having income above Rs.40,000 experience higher level of job satisfaction
than the respondents earning less than Rs.15000.
Native Place Versus Level of Opinion on Constructs
H010: Respondents belonging to different native place groups have on an average
same level of opinion on job satisfaction, career orientation, role conflict and quality of
work life.
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Table 5.26
Mean Value of Constructs Based on the Native Place of the Respondents
Native Place Job
Satisfaction
Career
Orientation
Role
Conflict
Quality of
Work Life
Village 41.0750 72.0000 52.8750 113.8000
Town 40.6364 67.4545 49.3939 108.0404
City 40.0933 68.4267 51.2200 110.1467
Source: Primary data
Table 5.27
ANOVA Result of the Constructs Based on the Native Place of the Respondents
Constructs Sum of
Squares DF
Mean
Square F Sig. Remark
Job
satisfaction
Between
groups 37.796 2 18.898
0.350 0.705 Not Significant Within
groups 15456.377 286 54.043
Total 15494.173 288
Career
orientation
Between
groups 596.761 2 298.381
2.631 0.074 Not Significant Within
groups 32429.239 286 113.389
Total 33026.000 288
Role
conflict
Between
groups 394.249 2 197.124
0.754 0.471 Not Significant Within
groups 74745.751 286 261.349
Total 75140.000 288
Quality of
work life
Between
groups 959.604 2 479.802
0.875 0.418 Not Significant Within
groups 156831.012 286 548.360
Total 157790.616 288
Significant at 5 per cent level.
Source: Primary data
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In the above table 5.27, the test of ANOVA reveals that the significant value of all
the constructs are more than 0.05, therefore the null hypothesis is accepted and it is
concluded that all the respondents belonging to different native place have on an average
same level of job satisfaction, career orientation, role conflict and quality of work life.
Family Size Versus Level of Opinion on Constructs
H011: Respondents belonging to various family size groups have on an average
same level of opinion on job satisfaction, career orientation, role conflict and quality of
work life.
Table 5.28
Mean Value of the Construct Based on the Family Size of the Respondents
Family Size Job
Satisfaction
Career
Orientation
Role
Conflict
Quality of
Work Life
Up to 3
members 41.785 66.928 49.806 113.336
4-5 members 40.085 69.120 51.170 109.219
Above 5
members 38.660 70.340 51.840 105.260
Source: Primary data
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Table 5.29
ANOVA Result of the Constructs Based on Family Size of the Respondents
Constructs Sum of
Squares DF
Mean
Square F Sig. Remark
Job
satisfaction
Between
groups 353.474 2 176.737
3.338 0.037 Significant Within
groups 15140.699 286 52.940
Total 15494.173 288
Career
orientation
Between
groups 463.330 2 231.665
2.035 0.133 Not
Significant Within
groups 32562.670 286 113.855
Total 33026.000 288
Role
conflict
Between
groups 170.049 2 85.024
.324 0.723 Not
Significant Within
groups 74969.951 286 262.133
Total 75140.000 288
Quality of
work life
Between
groups 2298.924 2 1149.462
2.114 0.123 Not
Significant Within
groups 155491.692 286 543.677
Total 157790.616 288
Significant at 5 per cent level.
Source: Primary data
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In the table 5.29, the test of ANOVA reveals that except job satisfaction, the
respondents do not differ significantly in their opinion on all other constructs. In the case
of job satisfaction, the significant value is less than 0.05, the null hypothesis is rejected
and it is concluded that respondents belonging to various family size groups differ
significantly in their opinion on job satisfaction.
To find out which family size group differs significantly from others Post Hoc test
is followed.
Table 5.30
Post Hoc Test Result of the Job Satisfaction Based on Family Size
Construct Family Size Mean Difference Sig.
Job satisfaction Up to 3
members
3- 5 members 1.700 0.179
Above 5 members 3.125* 0.037
* The mean difference is significant at 5 per cent level.
From Post Hoc analysis it is observed that respondents having family up to
3 members differ significantly from the respondents having family of more than
5 members. The magnitude of the mean value says that respondents having up to
3 members in their family experience higher level of job satisfaction than the respondents
having family of more than 5 members. However respondents having family with
3 - 5 members experience on an average same level of opinion on the job satisfaction.
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Husband Occupation Versus Level of Opinion on Constructs
H012: Respondents belonging to various groups of husband occupation have on an
average same level of opinion on job satisfaction, career orientation, role conflict and
quality of work life.
Table 5.31
Mean Value of Constructs Based on the Husband Occupation of the Respondents
Husbands’
occupation
Job
Satisfaction
Career
Orientation
Role
Conflict
Quality of
Work Life
No husband 40.764 63.882 46.588 110.058
Unemployed 52.500 70.500 35.500 132.000
Self employed 38.444 78.222 52.888 104.333
Business 38.419 68.354 49.354 108.774
Clerical 50.000 69.500 47.500 119.500
Technical 39.455 68.443 52.873 108.670
Professional 41.127 68.630 50.651 110.738
Source: Primary data
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Table 5.32
ANOVA Result of the Constructs Based on Husband’s
Occupation of the Respondents
Constructs Sum of
Squares DF
Mean
Square F Sig. Remark
Job
satisfaction
Between
groups 784.671 2 130.779
2.507 0.022 Significant Within
groups 14709.502 286 52.161
Total 15494.173 288
Career
orientation
Between
groups 1224.391 2 204.065
1.810 0.097 Not
significant Within
groups 31801.609 286 112.772
Total 33026.000 288
Role
conflict
Between
groups 1238.310 2 206.385
0.788 0.580 Not
significant Within
groups 73901.690 286 262.063
Total 75140.000 288
Quality of
work life
Between
groups 1703.520 2 283.920
0.513 0.798 Not
significant Within
groups 156087.096 286 553.500
Total 157790.616 288
Significant at 5 per cent level.
Source: Primary data
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In the table 5.32, the test of ANOVA reveals that except job satisfaction, on all
other constructs the respondents do not differ significantly in their opinion.
In the case of job satisfaction, the significant value is less than 0.05, the null
hypothesis is rejected and it is concluded that the respondent‘s opinion on job satisfaction
differs significantly based on their husband occupation.
To find out which group differ significantly from others Post Hoc Test is followed.
Though ANOVA says there is difference between the groups in their opinion on
job satisfaction, Post Hoc reveals that the difference is not that much significant to
discuss further.
Income from Other Family Members versus Level of Opinion on Constructs
H013: Respondents belonging to different groups of respondents having income from
other family members, have on an average same level of opinion on job satisfaction,
career orientation, role conflict and quality of work life.
Table 5.33
Mean Value of the Constructs Based on Income from Other
Family Members of the Respondents
Income of
other Family
Members
(in Rs.)
Job
Satisfaction
Career
Orientation
Role
Conflict
Quality of
Work Life
Up to 20000 39.744 67.311 52.244 109.844
20000 - 50000 40.910 68.504 51.650 109.439
Above 50000 40.407 70.236 47.802 110.828
Source: Primary data
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Table 5.34
ANOVA Result of the Constructs Based on Income from Other
Family Members of the Respondents
Construct Sum of
Squares DF
Mean
Square F Sig. Remark
Job
satisfaction
Between
groups 70.679 2 35.340
0.655 0.520 Not
Significant Within
groups 15423.494 286 53.928
Total 15494.173 288
Career
orientation
Between
groups 354.226 2 177.113
1.550 0.214 Not
Significant Within
groups 32671.774 286 114.237
Total 33026.000 288
Role
conflict
Between
groups 959.371 2 479.685
1.849 0.159 Not
Significant Within
groups 74180.629 286 259.373
Total 75140.000 288
Quality of
work life
Between
groups 91.725 2 45.862
0.083 0.920 Not
Significant Within
groups 157698.891 286 551.395
Total 157790.616 288
Significant at 5 per cent level.
Source: Primary data
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In the above table 5.34, the test of ANOVA shows that the significant value is
more than 0.05, in all the constructs. Therefore the null hypothesis is accepted and it is
concluded that the respondents do not differ significantly in their opinion on the level of
job satisfaction, career orientation, role conflict and quality of work life.
Previous Work Experience Versus Level of Opinion on Constructs
H014: Respondents belonging to various groups of previous job experience have on an
average same level of opinion on job satisfaction, career orientation, role conflict and
quality of work life.
Table 5.35
Mean Value of Constructs Based on Previous Job Experience of the Respondents
Previous Job
Experience
(in years)
Job
Satisfaction
Career
Orientation
Role
Conflict
Quality of
Work Life
Zero 39.857 70.532 51.409 108.039
Upto 4 40.138 67.250 50.416 111.152
Above 4 42.000 65.639 49.754 112.901
Source: Primary data
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Table 5.36
ANOVA Result of the Constructs Based on the
Previous Job Experience of the Respondents
Constructs Sum of
Squares DF
Mean
Square F Sig. Remark
Job
satisfaction
Between
groups 206.371 2 103.186
1.948 0.144 Not
Significant Within
groups 15045.468 286 52.977
Total 15251.840 288
Career
orientation
Between
groups 1239.651 2 619.825
5.646 0.004 Significant Within
groups 31177.903 286 109.781
Total 32417.554 288
Role
conflict
Between
groups 134.421 2 67.211
0.257 0.774 Not
Significant Within
groups 74274.039 286 261.528
Total 74408.460 288
Quality of
work life
Between
groups 1195.358 2 597.679
1.086 0.339 Not
Significant Within
groups 156330.496 286 550.459
157525.854 288
Significant at 5 per cent level.
Source: Primary data
In the above table, the test of ANOVA reveals that except career orientation, on
all other constructs the respondents do not differ significantly in their opinion. In the case
of career orientation, the significant value of the construct is less than 0.05. Hence, the
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null hypothesis is rejected and it is concluded that the respondents differ significantly in
their opinion on the construct career orientation.
To find out which group differs significantly from others, Post Hoc test is followed.
Table 5.37
Post Hoc test Result of the Career Orientation Based on Previous Work Experience
Construct
Previous Work
Experience
(In years)
Mean Difference Sig.
Career orientation Zero Up to 4 3.28247 0.074
Above 4 4.89312* 0.006
* The mean difference is significant at 5 per cent level.
From the Post Hoc test analysis in the table 5.37, it is observed that respondents
without previous experience in job differ significantly from the other two groups who are
having previous work experience of up to 4 years and above 4 years. The magnitude of
the mean value says that respondents who are not having previous work experience, have
high level of career orientation than the respondents having previous work experience of
more than 4 years. However the respondents having previous work experience between
1 to 4 years are having same level of career orientation as the respondents who are
without any previous experience.
Current Work Experience Versus Level of Opinion on Constructs
H015: Respondents belonging to various groups of current job experience have on an
average same level of opinion on job satisfaction, career orientation, role conflict and
quality of work life.
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Table 5.38
Mean Value of Constructs Based on the Current Work Experience
of the Respondents
Current Work
Experience
Job
Satisfaction
Career
Orientation
Role
Conflict
Quality of
Work Life
Up to 5 years 39.141 68.116 51.938 109.417
5 - 12 years 43.147 70.558 50.147 110.411
Above 12 years 40.793 67.603 48.482 110.810
Source: Primary data
Table 5.39
ANOVA result of the constructs based on the current
work experience of the respondents
Constructs Sum of
Squares DF
Mean
Square F Sig. Remark
Job
satisfaction
Between
groups 780.372 2 390.186
7.584 0.001 Significant Within
groups 14713.801 286 51.447
Total 15494.173 288
Career
orientation
Between
groups 356.571 2 178.285
1.561 .0212 Not
Significant Within
groups 32669.429 286 114.229
Total 33026.000 288
Role
conflict
Between
groups 551.601 2 275.801
1.058 0.349 Not
Significant Within
groups 74588.399 286 260.799
Total 75140.000 288
Quality of
work life
Between
groups 103.600 2 51.800
.094 0.910 Not
Significant Within
groups 157687.016 286 551.353
Total 157790.616 288
Significant at 5 per cent level.
Source: Primary data
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In the above table 5.39, test of ANOVA reveals that except on job satisfaction, on
all other constructs the respondents do not differ significantly in their opinion.
In the case of Job satisfaction, the significant value is less than 0.05, the null
hypothesis is rejected and it is concluded that respondents belonging to different groups
of current work experience differ significantly in their opinion on job satisfaction.
To find out which group of current work experience differ significantly from
others Post Hoc test is followed.
Table 5.40
Post Hoc Test Result of the Job Satisfaction Based on Current Work Experience
Construct Current Job Experience
(in years) Mean Difference Sig.
Job satisfaction 5-12 years Up to 5 years 4.005
* 0.000
Above 12 years 2.353 0.160
*The mean difference is significant at 5 per cent level.
From the Post Hoc test analysis it is observed that respondents having 5-12 years of
current work experience differ significantly from the other group having current work
experience of up to 5 years. The magnitude of the mean value says that respondents having
5-12 years of current work experience, experience high level of job satisfaction than the
respondents having current work experience of up to 5 years of experience. However
respondents having more than 12 years of current work experience have the same level of job
satisfaction as the respondents having 5-12 years of current work experience.
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Districts Versus Level of Opinion on Constructs
H016: Respondents belonging to various district groups have on an average same level of
opinion on job satisfaction, career orientation, role conflict and quality of work life.
Table 5.41
Mean Value of Constructs Based on District of the Respondents
Districts Job
Satisfaction
Career
Orientation
Role
Conflict
Quality of
Work Life
Mysore 40.664 68.942 47.107 110.757
Mandya 43.333 69.156 58.333 121.686
Hassan 41.090 68.022 47.750 113.772
Chamarajanagara 36.463 67.592 55.870 93.555
Source: Primary data
Table 5.42
ANOVA Result of the Constructs Based on the District of the Respondents
Sum of
Squares DF
Mean
Square F Sig. Remark
Job
satisfaction
Between
groups 1306.556 3 435.519
8.749 0.000 Significant Within
groups 14187.617 285 49.781
Total 15494.173 288
Career
orientation
Between
groups 101.698 3 33.899
0.293 0.830 Not significant Within
groups 32924.302 285 115.524
Total 33026.000 288
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Sum of
Squares DF
Mean
Square F Sig. Remark
Role
conflict
Between
groups 6600.931 3 2200.310
9.149 0.000 Significant Within
groups 68539.069 285 240.488
Total 75140.000 288
Quality of
work life
Between
groups 22272.832 3 7424.277
15.614 0.000 Significant Within
groups 135517.784 285 475.501
Total 157790.616 288
Significant at 5 per cent level.
Source: Primary data
ANOVA reveals that except career orientation, the significant value is less than
0.05 in all other constructs, the null hypothesis is rejected and it is concluded that
respondents belonging to different districts differ significantly in their opinion on job
satisfaction, role conflict and quality of work life.
In the case of career orientation, the respondents do not differ significantly in their
opinion.
To find out which group of districts differ significantly from others Post Hoc test
is followed.
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Table 5.43
Post Hoc Test Result of the Job Satisfaction Based on Districts
Construct District Mean Difference Sig.
Job
satisfaction
Mysore
Mandya -2.669 0.097
Hassan -0.426 0.985
Chamarajanagara 4.201* 0.001
Mandya
Mysore 2.669 0.097
Hassan 2.242 0.412
Chamarajanagara 6.870* 0.000
Hassan
Mysore 0.426 0.985
Mandya -2.242 0.412
Chamarajanagar 4.627* 0.008
* The mean difference is significant at 5 per cent level.
From the Post Hoc test, it is observed that respondents belonging to Mysore,
Mandya and Hassan districts differ significantly from the respondents residing in
Chamarajanagar district. The magnitude of the mean value says that the respondents from
Mysore, Mandya and Hassan experiences higher level of job satisfaction than the
respondents from Chamarajanagar.
Table 5.44
Post Hoc Test Result of the Role Conflict Based on Districts
Construct District Mean Difference Sig.
Role conflict
Mandya
Mysore 11.226* 0.000
Hassan 10.583* 0.006
Chamarajanagar 2.462 0.848
Chamarajanagar
Mysore 8.763* 0.003
Mandya -2.462 0.848
Hassan 8.120 0.051
* The mean difference is significant at 5 per cent level.
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From the Post Hoc test it is observed that respondents belonging to Mandya and
Chamarajanagar districts differ significantly from the respondents residing in Mysore and
Hassan district. The magnitude of the mean value says that the respondents from Mandya
and Chamarajanagar experience higher level of role conflict than the respondents from
Mysore and Hassan district.
Table 5.45
Post Hoc Test Result of the Quality of Work Life Based on Districts
Construct Districts Mean Difference Sig.
Quality of
work life
Mysore
Mandya -10.929* 0.013
Hassan -3.015 0.854
Chamarajanagara 17.201* 0.000
Mandya
Mysore 10.929* 0.013
Hassan 7.913 0.293
Chamarajanagara 28.130* 0.000
Hassan
Mysore 3.0155 0.854
Mandya -7.913 0.293
Chamarajanagara 20.217* 0.000
* The mean difference is significant at 5 per cent level.
From the Post Hoc test it is observed that respondents belonging to Mysore,
Mandya and Hassan districts differ significantly from the respondents residing in
Chamarajanagara district. The magnitude of the mean value says that the respondents
from Mysore, Mandya and Hassan districts experience higher level of quality of work life
than the respondents from Chamarajanagara. The Chamarajanagara District is the most
backward district in Karnataka State and that may be the contributing factor for low
quality of life among the participants from that district, as there are no access to modern
amenities like it is available in cities.
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5.5. Factor Analysis
Factor analysis is applied to reduce the complexity of data. A phenomenon may
be influenced by several items. But which particular item will significantly influence,
may be difficult to study. So to reduce the number of items, factor analysis can be
effectively applied.
5.5.1 Factor Analysis on Job satisfaction
Job satisfaction consists of fifteen items. Influence of the items on quality of work life
may be difficult to study; hence to reduce them into few components factor analysis used.
Kaiser-Meyer-Olkin Measure (KMO) and Bartlett's Test
To find out whether the data is fit to apply factor analysis K M O and Bartlett's
test is applied on the data.
Table 5.46
KMO and Bartlett's Test on the Construct Job Satisfaction
Kaiser-Meyer-Olkin Measure of Sampling Adequacy. 0.876
Bartlett's Test of Sphericity Approx. Chi-Square 1652.596
Degrees of Freedom 105
Sig. 0.000
Source: Primary data
Kaiser-Meyer-Olkin Measure of Sampling Adequacy test value is closer to
1 indicates the sample size is sufficient for applying factor analysis.
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The Bartlett‘s test of Sphericity ensures overall significance of the correlations in
correlation matrices. The Chi-square significance ensures the significance of correlations.
Hence the test approves the application of factor analysis to the data.
The following is rotated component obtained from factor analysis
Table 5.47
Rotated Component Matrix of Job Satisfaction
Items Component
1 2
The way Employees help one another 0.757 -0.050
The way this college is managed 0.748 0.028
The attention paid to suggestions you make 0.744 0.078
The information you get to do your job 0.736 -0.059
The working conditions here 0.682 0.207
The attention paid to your opinion 0.638 0.194
The teamwork between Employees and other staff 0.627 0.289
The amount of responsibility you have 0.619 0.132
The recognition you get for your work 0.569 0.470
The supplies you use on the job 0.523 0.314
The feedback you get about how well you do your job 0.516 0.255
Amount of variety in your job 0.512 0.316
Your job security 0.026 0.839
Your pay 0.020 0.830
Your fringe benefits 0.220 0.668
Source: Primary data
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The items given below are named as WORKING ENVIRONMENT for further
analysis.
1. The way the employee helps one another,
2. The way this college is managed,
3. The attention paid to suggestions you make,
4. The information you get to do your job,
5. The working conditions here,
6. The attention paid to your opinion,
7. The teamwork between Employees and other staff,
8. The amount of responsibility,
9. The recognition you get for your work,
10. The supplies you use on the job,
11. The feedback you get about how well you do your job,
12. Amount of variety in your job,
The items given below are named as MONETARY BENEFIT AND SECURITY
for further analysis
1. Job security,
2. Pay and fringe benefits.
To find the mutual inter relationship between the factors such as pay & security,
working environment and the construct quality of work life, correlation analysis was
adopted. The table 5.47 shows the result of correlation analysis.
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Table 5.48
Correlation Between Factors of Job Satisfaction and Quality of Work Life
Pay and
Security
Working
Environment
Quality of
Work Life
Pay and security
Pearson Correlation 1 0.345**
0.187**
Sig. (2-tailed 0.000 0.001
N 289 289 289
Working
environment
Pearson Correlation 0.345**
1 0.524**
Sig. (2-tailed 0.000 0.000
N 289 289 289
Quality of work
life
Pearson Correlation 0.187**
0.524**
1
Sig. (2-tailed 0.001 0.000
N 289 289 289
** Correlation significant at 1 per cent level (2-tailed)
Source: Primary data
The correlation analysis reveals that the two factors of job satisfaction i.e.
working environment and pay & security positively and significantly correlated (.345).
Since these two factors influence each other, to find out how these two factors influence
on quality of work life, the path analysis concept was used. Path analysis gives the
following result.
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Figure 3 : Path analysis of Quality of Work Life and Job Satisfaction Factors
The path equation is QWL = 0.01 (pay and security) + 0.52 (working environment)
From the path analysis it is understood that taking the impact of pay and security
(0.34), working environment influences on quality of work life more (0.52). Working
environment has more influence on the teachers than monetary benefit and security of the
job. Working environment has positive impact on the quality of work life. The result
shows that when women teachers are satisfied with the working environment, their
quality of work life increases.
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5.5.2 Factor Analysis of Career Orientation
Career orientation consists of 22 items. Influence of the items on quality of work life
may be difficult to study. So to reduce them into few components factor analysis is used.
Kaiser-Meyer-Olkin Measure (KMO) and Bartlett's Test
To find out whether the data is fit to apply factor analysis K M O test is applied
on the data.
Table 5.49
KMO and Bartlett's Test on the Construct Career Orientation
Kaiser-Meyer-Olkin Measure of Sampling Adequacy. 0.735
Bartlett's Test of Sphericity Approx. Chi-Square 1815.844
Degrees of freedom 231
Sig. 0.000
Source: Primary data
Kaiser-Meyer-Olkin Measure of Sampling Adequacy test value is closer to
1 indicates the sample size is sufficient for applying factor analysis.
The Bartlett‘s test of Sphericity ensures overall significance of the correlations in
correlation matrices. The Chi-square significance ensures the significance of correlations.
Hence the test approves the application of factor analysis to the data.
The following is the rotated component obtained from factor analysis
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Table 5.50
Rotated Component Matrix for Career Orientation
Items Component
1 2 3 4
I would give up my job if I feel that it is
interfering with my family life. 0.664 0.215 -0.240 -0.211
A good housewife pays greater importance to
family life than career 0.637 0.078 -0.066 -0.029
Women are made to make home. 0.545 -0.086 0.166 -0.041
Housewives are more fulfilled and satisfied than
working women. 0.542 0.102 0.429 -0.066
A woman‘s proper place is in the home 0.523 0.189 0.243 0.114
Unless it is absolutely necessary, women should
restrict their activities to home. 0.516 -0.032 0.452 -0.236
A woman is most secure and safe at home only. 0.472 0.391 0.278 0.092
A woman should have the same job opportunities
as a man has. 0.470 0.023 -0.131 .036
I would like to help my husband in his career
rather than having a career of my own. 0.124 0.740 0.116 -0.008
Woman‘s employment comes in the way of
family‘s happiness. -0.211 0.723 0.159 -0.045
For a woman, life divided between house and
employment comes in the way of family‘s
happiness.
0.001 0.716 0.194 -0.244
Having a family is more important to me than
having a career. 0.495 0.528 0.064 .098
A woman‘s most important task in life should be
taking care of her family. 0.347 0.485 -0.062 0.061
A woman who takes up a career becomes
incompetent to run a home 0.229 0.457 0.325 0.146
Today career plays an important role in the life of
a woman. 0.010 0.452 -0.207 -0.087
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Items Component
Compared to a housewife, a working mother cannot
establish cordial relationship with her children. 0.043 0.161 0.723 0.005
Mother‘s career will affect proper upbringing of
children. 0.143 0.144 0.698 0.008
Family responsibilities are so heavy that a
woman cannot take up a career. 0.088 0.029 0.668 -0.055
Women should rather be concerned with their
household duties than with their career. 0.157 0.405 0.624 -0.100
A working mother can be as good as the one who
stays at home. -0.011 0.017 -0.031 0.879
A working woman can be as good a wife as the
one who stays at home. 0.014 -0.039 0.004 0.867
Women are as competent as men in making
successful career -0.272 -0.089 -0.052 0.563
Source: Primary data
The items given below are named as FAMILY ORIENTATION for further
analysis,
1. I would give up my job if I feel that it is interfering my family life
2. A good house wife pays greater importance to family life than her career
3. Women are made to make home
4. Housewives are more fulfilled and satisfied than working women
5. A woman‘s proper place is in the home
6. Unless it is absolutely necessary, women should restrict their activities to home
7. A woman is most secure and safe at home only
8. A woman should have the same job opportunity as a man has.
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The items given below are named as DUAL ORIENTATION for further analyses.
1. I would like to help my husband in his career rather than having a career
of my own,
2. Women‘s employment comes in the way of family‘s happiness
3. For a woman, life divided between house and employment comes in the
way of family‘s happiness
4. Having a family is more important to me than having a career
5. A woman‘s most important task in life should be taking care of her family
6. Woman who takes up a career becomes incompetent to run a home
7. Today, career plays an important role in the life of a woman
The items given below are named as CHILDREN ORIENTATION for further analysis.
1. Compared to a housewife, a working mother cannot establish cordial
relationship with her children
2. Mother‘s career will affect proper upbringing of children
3. Family responsibilities are so heavy that a woman cannot take up a career
4. Women should rather be concerned with their household duties than their
career
The items given below are named as CAREER COMPETENCY for further analysis.
1. A working mother can be as good as the one who stays at home
2. A working woman can be as good a wife as the one who stays at home
3. Women are as competent as men in making successful career.
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To find the mutual inter relationship between the factors such as family
orientation, dual orientation, children orientation, career orientation and the construct
quality of work life, correlation analysis was adopted. The following table shows the
result of correlation analysis.
Table 5.51
Correlation Between Factors of Career Orientation and Quality of Work Life
Constructs
Quality
of Work
Life
Family
Orientation
Dual
Orientation
Child
Orientation
Career
Competence
Quality of
work life
Pearson
Correlation 1 -0.078 -0.215
** -0.174
** 0.079
Sig. (2-tailed 0.185 0.000 0.003 0.181
N 289 289 289 289 289
Family
Orientation
Pearson
Correlation -0.078 1 0.420
** 0.403
** -0.155
**
Sig. (2-tailed .185 0.000 0.000 0.008
N 289 289 289 289 289
Dual
orientation
Pearson
Correlation -0.215
** 0.420
** 1 .404
** -0.085
Sig. (2-tailed 0.000 0.000 0.000 0.148
N 289 289 289 289 289
Child
Orientation
Pearson
Correlation -0.174
** 0.403
** 0.404
** 1 -0.083
Sig. (2-tailed 0.003 0.000 0.000 0.160
N 289 289 289 289 289
Career
competence
Pearson
Correlation 0.079 -0.155
** -0.085 -0.083 1
Sig. (2-tailed 0.181 0.008 0.148 0.160
N 289 289 289 289 289
** Correlation significant at 1 per cent level (2-tailed)
Source: Primary data
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The correlation analysis reveals that all the factors of career orientation i.e. family
orientation, dual orientation, child orientation and career competency are correlated each
other. Since these four factors influence each other, to find out how these four factors
influence on quality of work life, the path analysis concept is used. Path analysis gives
the following result.
Figure 4: Path Analysis of Quality of Work Life and Career Orientation Factors
The path equation is,
Quality of work life = 0.06 (family orientation) – 0.19 (Dual orientation)
Another path that influences on quality of work life is,
Quality of work life = -0.12 (child orientation) – 0.19 (Dual orientation)
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From the path analysis it is understood that taking the impact of family
orientation, dual orientation negatively influences quality of work life more. Also by
taking the impact of child orientation, dual orientation negatively influences quality of
work life. From the analysis it is concluded that dual orientation of women teachers has
more influence on the quality of work life. It is found that when married women teachers
orientation as career women and family is more, their quality of work life decreases. It is
also observed that when the women teachers‘ dual orientation is less, their quality of
work life increases.
5.5.3 Factor Analysis of Role Conflict
Role conflict consists of seventeen items. Influence of the items on quality of
work life may be difficult to study. So to reduce them into few components, factor
analysis used.
KMO and Bartlett's Test: To find out whether the data is fit to apply factor analysis,
KMO and Bartlett‘s test is applied on the data.
Table 5.52
KMO and Bartlett's Test on the Construct Role Conflict
Kaiser-Meyer-Olkin Measure of Sampling Adequacy 0.931
Bartlett's Test of Sphericity Approx. Chi-Square 3349.137
Degrees of freedom 136
Sig. 0.000
Source: Primary data
The above KMO test approves the application of factor analysis to the data.
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The following is the rotated component obtained from factor analysis.
Table 5.53
Rotated Component Matrix for Role Conflict
Items Component
1 2 3
I find it difficult to maintain the house. 0.814 0.116 0.332
I find it difficult to establish cordial relationship with
other family members 0.795 0.208 0.204
I find it difficult to establish cordial relationship with
children 0.775 0.241 0.291
I find it difficult to take care of the health of the family
members 0.747 0.358 0.110
I find it difficult to maintain social relations with relatives
and friends 0.720 0.241 0.067
I find it difficult to establish cordial relationship with my
husband 0.686 0.377 0.129
I find it difficult to take care of the elderly in the family 0.616 0.401 0.324
I find it difficult to help children‘s learning 0.146 0.810 0.122
I find it difficult to take care of children‘s basic needs
such as feeding and dressing 0.205 0.769 0.366
I find it difficult to help children in learning 0.382 0.753 0.090
I find it difficult to take care of children‘s emotional
needs 0.359 0.679 0.218
I find it difficult to take care of my husband‘s personal
needs 0.554 0.573 0.092
I find it difficult to take care of children‘s health 0.487 0.571 0.220
I find it difficult to provide recreation to children 0.514 0.524 0.135
I find it difficult to clean the vessels and utensils 0.250 0.021 0.821
I find it difficult to get dresses ready for the family
members 0.107 0.409 0.679
I find it difficult to prepare food to the satisfaction of my
family 0.336 0.433 0.571
Source: Primary data
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The items given below are named as FAMILY RESPONSIBILITY for further analysis.
1. I find it difficult maintain the house,
2. I find it difficult to establish cordial relationship with other family members,
3. I find it difficult to establish cordial relationship with children,
4. I find it difficult to take care of the health of the family members,
5. I find it difficult to maintain social relations with relatives and friends,
6. I find it difficult to establish cordial relationship with my husband,
7. I find it difficult to take care of the elderly in the family,
The items given below are named as RESPONSIBILITY AS MOTHER AND
WIFE for further analysis.
1. I find it difficult to help children‘s learning
2. I find it difficult to take care of children‘s basic needs such as feeding and dressing
3. I find it difficult to help children in learning
4. I find it difficult to take care of children‘s emotional needs
5. I find it difficult to take care of my husband‘s personal needs
6. I find it difficult to rake care of children‘s health
7. I find it difficult to provide recreation to children
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The items given below are named as HOUSE HOLD RESPONSIBILITY for
further analysis.
1. I find it difficult to clean the vessels and utensils
2. I find it difficult to get dresses ready for the family members
3. I find it difficult to prepare food to the satisfaction of my family
To find the mutual interrelationship between the factors such as family
responsibility, responsibility as mother and wife, house hold responsibility and the
construct quality of work life, correlation analysis was adopted. The following table
shows the result of correlation analysis.
Table 5.54
Correlation Between Factors of Role Conflict and Quality of Work Life
Quality
of Work
Life
Family
Responsibility
Responsibility
as Wife and
Mother
House Hold
Responsibility
Quality of
work life
Pearson
Correlation 1 -0.264** -0.238** -0.028
Sig. (2-tailed 0.000 0.000 0.630
N 289 289 289 289
Family
responsibility
Pearson
Correlation -0.264** 1 0.757** 0.602**
Sig. (2-tailed 0.000 0.000 0.000
N 289 289 289 289
Responsibility
as wife and
mother
Pearson
Correlation -0.238** 0.757** 1 0.626**
Sig. (2-tailed 0.000 0.000 0.000
N 289 289 289 289
House hold
responsibility
Pearson
Correlation -0.028 0.602** 0.626** 1
Sig. (2-tailed 0.630 0.000 0.000
N 289 289 289 289
** Correlation significant at 1 per cent level (2-tailed)
Source: Primary data
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The correlation analysis reveals that all the factors of role conflict i.e. family
responsibility, responsibility as wife, mother and house hold responsibilities are
correlated to each other. Since these four factors influences each other to find out how
these four factors influence on quality of work life, the path analysis concept is used.
Since these factors significant to each other, Path analysis gives the following result.
Figure 5. Path Analysis of Quality of Work Life and Factors of Role Conflict
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The path equation is
Quality of work life = -0.27 (family responsibility) -0.19 (role as wife and mother)
Another path that influences on quality of work life is,
Quality of work life = -0.27(family responsibility) + 0.26 (house hold)
From the path analysis it is understood that taking the impact of family
responsibility, women‘s role as wife and mother negatively influences quality of work
life. Also by taking the impact of family responsibility, house hold responsibility
influences positively on quality of work life. It is clear from the analysis that when the
women teachers give more importance to the role of mother and wife their quality of
work life decreases. Also it is concluded that when the women teachers are performing
well about their family responsibility and able to manage house hold responsibilities,
their quality of work life will increases. The women teachers when they are not able to
manage their role as mother and wife and the houses hold responsibility; their quality of
work life decreases.
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5.6. Testing of Conceptual Model
5.6.1. Correlation Analysis
The concept correlation helps to find the mutual interdependence between the
variables. As the researcher is interested in find out relationship between the constructs
under study and the impact of role conflict on quality of work life the correlation analysis
was used initially.
Table 5.55
Correlation Between Constructs
Constructs Job
Satisfaction
Career
Orientation
Role
Conflict
Quality Of
Work Life
Job Satisfaction
Pearson
Correlation 1 -0.164** -.240** 0.501**
Sig. (2-tailed) .005 .000 .000
Career
Orientation
Pearson
Correlation -0.164** 1 0.366** -0.182**
Sig. (2-tailed) 0.005 0.000 0.002
Role Conflict
Pearson
Correlation -0.240** 0.366** 1 -0.236**
Sig. (2-tailed) 0.000 0.000 0.000
Quality Of
Work Life
Pearson
Correlation 0.501** -0.182** -0.236** 1
Sig. (2-tailed) .000 .002 .000
**. Correlation is significant at 1 per cent level (2-tailed).
Source: Primary data
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From the above correlation analysis it is found that all constructs are significantly
related to each other. Job satisfaction is negatively and significantly correlated with
career orientation and role conflict. Also Job satisfaction is positively and significantly
correlated with quality of work life. Career orientation is positively and significantly
related to role conflict. Also career orientation and quality of work life are negatively and
significantly related to each other. The construct role conflict is negatively and
significantly related to quality of work life. All the constructs are significantly related
with each other. To find out the impact of the constructs such as job satisfaction, career
orientation and role conflict on quality of work life SEM approach is followed.
The constructs, job satisfaction, career orientation and role conflict are taken as
independent variables and the quality of work life is taken as dependent variable.
5.6.2. Structural Equation Model (SEM)
Structural equation model can examine a series of dependence relationships
simultaneously. It is particularly useful in testing the multi equations involving
dependence relationship. Among several variables under study one may be a dependent
variable at one stage and the same may be an independent variable at next stage. To study
and establish this kind of relationships SEM concept is used.
In this study also the correlation analysis reveals inter relationship between the
dependent variables. Hence the following path analysis is established.
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Figure 6: Path Analysis of Constructs
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Table 5.56
Model Goodness of Fit Statistics
Goodness of fit statistics Values
Independence AIC 158.93
Model AIC 20.00
Normated Fit Index 0.810
Comparative Fit Index 0.799
Incremental Fit Index 0.838
Relative Fit Index 0.814
Root mean square
Error Approximation 0.121
Goodness of Fit Index 0.817
Adjusted Goodness of Fit Index 0.797
Sources: Primary data
All goodness of fit indices satisfies the test criteria and ensures the model fit.
From the model it is concluded the following,
Constructs job satisfaction and career orientation are negatively correlated.
Constructs job satisfaction and role conflict are negatively correlated and career
orientation and role conflict are positively correlated. Taking the impact of career
orientation, the job satisfaction is highly influence on quality of work life. Though career
orientation and role conflict are positively correlated, taking the impact on the other does
not influence quality of work life positively. So quality of work life of married women
faculty employed in affiliated colleges is highly influenced by job satisfaction taking the
impact of career orientation.
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The correlation analysis reveals that the role conflict and quality of work life is
negatively correlated (-.236). Again from the path analysis it is revealed that, by taking
the impact of job satisfaction and career orientation, role conflict influences the quality of
work life negatively. Though career orientation and role conflict are positively correlated,
taking the impact of career orientation, role conflict influences quality of work life
negatively.
Hence it is concluded that the different roles of mother, wife and employee affect
the quality of work life of women teachers with at least one child in the affiliated colleges
of University of Mysore.
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