a study of tech mahindra pvt. ltd. - garud college

DESIGNATION WISE ANALYSIS OF EMPLOYEE

PERFORMANCE A STUDY OF TECH MAHINDRA PVT LTD

Dr Anuradha Pathak

Dr Shyam Jivan Salunkhe

Associate Professor BVPIM Maliba Campus Uka Tarsadia University Bardoli

Associate Professor A R B Garud College Shendurni Dist Jalgaon Maharashtra

ABSTRACT

This research paper highlights the topic of employee performance by taking in to consideration the

designations of employees working in the Tech Mahindra Pvt Ltd ( Pune division) Four variables of

employee performance worked out by scholars in the past are taken in the present study How different

designations have impact on the performance of the employees and how effectively to work out the needs of

different designations is the ultimate aim of this study

_________________________________________________________________________________

I MEANING OF EMPLOYEE PERFORMANCE

lsquoPerformancersquo is defined to include ldquothe action or process of performing a task or function seen in terms of

how successfully it is performedrdquo Employee performance is defines as whether a person executes their job

duties and responsibilities well Performance is a critical factor in organizational success A manager who

defines performance ensures that individual or teams know what is expected of them and that they stay

focused on effective performance A manager does it by paying careful attention to three key elements

goals measures and assessment Goal Setting has a proven track record of success in improving

performance in a variety of settings and cultures How does it improve performance Studies show that

goals direct attention to the specific performance in question they mobilize effort to accomplish higher

levels of performance and they foster persistence for higher level of performance The mere presence of

goals however is not sufficient Managers must be able to measure the extent to which goals have been

accomplished The third requirement for defining performance is assessment Regular assessment of

progress toward goals focuses the attention and efforts of an employee or a team The important functions of

managers with reference to employeersquos performance are to facilitate performance To encourage

performance especially repeated good performance managers must provide a sufficient number of rewards

that employees really value and so in a timely and fair manner The list of attributes to measure employeersquos

performance is endless However major ones that have been included in the present study are Morale

Commitment Rewards and recognition and Stress

Journal of Information and Computational Science

Volume 10 Issue 2 - 2020

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wwwjoicsorg592

1 Employeersquos commitment can be measured mainly with the help of the variables such as lsquolabor turnoverrsquo

and lsquosense of belongingnessrsquo towards the organization

There are almost many ways to build organizational loyalty but the following list is most prominent in the

literature

Organizational commitment is higher in organizations that fulfill their obligations to employees and abide

by humanitarian values such as fairness courtesy forgiveness and moral integrity

Employee experience more comfort and predictability when they agree with the values underlying corporate

decisions This comfort increases their motivation to stay with the organization

Employees identify with and feel obliged to work for an organization only when they trust its leads

2 Morale is defines as confidence enthusiasm and discipline of a person or group at a particular time

Morale flows from the peoplersquos conviction about the righteousness and worth of the actions and the hopes

of high rewards (material or otherwise) in the future Employees that are happy and positive at work are said

to have positive or high morale Companies that maintained employees who are dissatisfied and negative

about their work environment are said to have negative or low employee morale

It is therefore important that signs of poor employee moral be watched for very carefully among all

employees Such symptoms can include frequent absences increase in the number of errors decreased

productivity decreased quality of work frequent tardiness apathy sulking and mopping backstabbing and

increase in accidents or injuries Therefore if the problem is to be solved the reason for the poor employee

morale must be identified

3 Stress

Stress is your bodyrsquos way of responding to any kind of demand or threat Some common reasons of

employeersquos stress which affect their job performance are

1 Financial Stress

2 Job Security

3 Marriage and Relationships

4 Illness

5 Motivation

Workplace stress derives from many sources It can be a demanding boss annoying co-workers

rebellious students angry customers hazardous conditions long commutes and a never-ending workload

Your work performance is also affected by stressors such as family relationships finances and a lack of

sleep stemming from fears and anxieties about the future How you handle the effects of stress depends on

whether it is easier to change the situation or change your attitude toward it

Time Management

The positive side of stress is that it can jump-start your adrenalin and motivate you to perform your tasks

more quickly in response to impending deadlines An overwhelming workload lack of peer support and too

many demands at once however contribute to a sense of frustration and panic that there isnt enough time

to complete the work According to the authors of Performance Under Pressure Managing Stress in the



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Workplace if these conditions routinely result in overtime or having to take work home the stress of being

unable to manage time efficiently can fuel employees resentment toward the company as well as negatively

influence their commitment and loyalty

Relationships

Stress is a major contributor to job burn-out and strained interactions with peers and supervisors says Bob

Losvyk author of Get a Grip Overcoming Stress and Thriving in the Workplace The combined feelings

of helplessness and hopelessness generate heightened sensitivities to any and all forms of criticism

defensiveness depression paranoia about job security jealousy and resentment toward co-workers who

seem to have everything under control short-fuse tempers diminished self-esteem and withdrawal

Focus

Stress affects your ability to remember things you already know to process new information you are

learning and to apply both to analytical situations and physical tasks that require concentration When you

are mentally exhausted from all of the worries anxieties and tension brought on by a stressful environment

or lifestyle you are more easily distracted and prone to make costly harmful or even fatal mistakes on the

job

Health

In addition to headaches sleep disorders vision problems weight lossgain and blood pressure stress

affects cardiovascular gastrointestinal and musculoskeletal systems says Richard Weinstein author of The

Stress Effect If youre not feeling well youre not going to do your best work Further the amount of sick

leave taken to rest and recuperate from stress-related illnesses often means that the work only accumulates

during your absence and thus generates even more stress about how to catch up once you return

4 Rewards and Recognition

A reward system is a defined process in organization which spells out an appetitive stimulus to be given to

an employee to alter hisher behavior Rewards typically serve as rein forcers in that when presented after a

behavior causes the probability of that behaviors occurrence to increase

Oxford dictionary defines lsquoorganizationrsquo as ldquoan organized group of people with a particular purposerdquo When

these definitions are put together we can say organizational performance relates to how successfully an

organized group of people with a particular purpose perform a function Essentially this is what we are

speaking about when we refer to organisational performance and achievement of successful outcomes3

(1)Organizational performance comprises the actual output or results of an organization as measured against

its intended outputs (or goals and objectives) (According to Richard et al (2009) (2) Organizational

performance involves the recurring activities to establish organizational goals monitor progress toward the

goals and make adjustments to achieve those goals more effectively and efficiently



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II BRIEF HISTORY OF TECH MAHINDRA LIMITED

Tech Mahindra Limited is an Indian multinational provider of information technology (IT) networking

technology solutions and business support services (BPO) to the telecommunications industry Tech

Mahindra is a part of the Mahindra Group conglomerate It is headquartered at Pune Maharashtra India

Tech Mahindra was ranked 5th in Indias software services (IT) firms and overall 111 in Fortune India

500 list for 2012 Tech Mahindra on 25 June 2013 announced the completion of a merger with Mahindra

Satyam The combined entity has 98009 employees as of 2014 across 51 countries servicing 632

customers globally It has 15 overseas offices for BPO (business process outsourcing) operations and

software development Its revenue for 2012-13 was put at $27 billion (Rs 162 billion) Tech Mahindra has

operations in more than 51 countries with 40 sales offices and 72 delivery centres Assessed at SEI CMMi

Level 5 its software professional headcount stood at 67592 and BPO at 23566 at the end of 2014 Tech

Mahindras activities spread across a broad spectrum including Business Support Systems (BSS)

Operations Support Systems (OSS) Network Design amp Engineering Next Generation Networks Mobility

Solutions Security consulting and Testing The solutions portfolio includes Consulting Application

Development amp Management Network Services Solution Integration Product Engineering Infrastructure

Managed Services Remote Infrastructure Management and BSG (comprises BPO Services and

Consulting) Tech Mahindra has implemented more than 15 Greenfield Operations globally and has over

128 active customer engagements mostly in the Telecom sector The company has been involved in about 8

transformation programs of incumbent telecom operators and an array of service offerings for TSPs TEMs

and ISVs When the scope of the company is so vast and when it provides employment to masses it is felt

necessary to study its HR practices

III STATEMENT OF RESEARCH PROBLEM

In light of the literature reviewed and analyzed the following statement of research problem has been

framed Designation wise analysis of Employee Performance A study of Tech Mahindra Pvt Ltd

IV OBJECTIVES OF THE STUDY

Keeping in mind the rationale behind this study the following objectives have been framed

1 To analyze overall response of all respondents for variables of Employee performance of Tech

Mahindra Pvt Ltd Pune

2 To make a comparative study of Employeesrsquo performance on the basis of designation of employees

in Tech Mahindra Pvt Ltd Pune

V HYPOTHESES

Hypothesis is simply a statement about the universe It is a statement of the tentative solution of the

problem This statement may or may not be true the research is designed to ascertain the truth In view of

the above objectives of the study a number of research questions arise On the basis of these research

questions and review of related literature the following hypotheses have been formulated



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H1 Respondents belonging to different designation have similar opinion for employeesrsquo performance in the

organization

VI RESEARCH METHODOLOGY

A quantitative approach with an exploratory and descriptive design encompassing the survey method has

been used

Research Design

Research design refers to blue print for the research It is a plan through which observations are made and

data is assembled It provides an empirical and logical basis for drawing conclusions and gaining perfect

knowledge To accomplish the above objectives of the study both primary and secondary data have been

applied

Collection of Data

The research plan calls for gathering secondary data as well as primary data

Secondary Data Secondary data are data that were collected for another purpose and already exist

somewhere It provides a starting point for research and facilitates the comparison of the research with the

existing data Secondary studies have been done by exploring and referring national and international

literatures Journals Magazines Annual Reports published papers (NationalInternational) etc

The analysis of present study is based on primary as well as on secondary data However more emphasis

has been laid on primary data

Primary Data As stated above primary data are original in character and are collected a fresh for some

specific purpose The primary data has been collected through under mentioned methods

Questionnaire A well structural schedule of questions containing different aspects of the study has been

developed and circulated to the persons concerned Demographic as well as socio-economic background of

the respondents has also been sought initially Then a well structured questionnaire has been used to collect

data from the organization The questionnaire has been divided into 7 parts for measuring various HR

practices adopted in the organization A Five point Likertrsquos rating scale has been used for the instrument

drafting The scoring scale of the questionnaire is 5=Strongly Agree 4=Agree 3=Neutral 2= Disagree and

1=Strongly Disagree Cronbachrsquos alpha test Hair et al 2009) has been applied to check the reliability or

otherwise of the questionnaire prepared The Cronbachrsquos alpha less than 07 is subject to revision which was

not the case in the present study

Interview The permission of departmental head of the company was sought for the purpose of conducting

personal interview Also informal talks out of campus were conducted to extract true and genuine

information

Sampling This study is a case study of Tech Mahindra Ltd Pune A questionnaire has been applied as the

data collection instrument and was distributed to 150 respondents Efforts were made to draw the results and

find the co-relation between various attributes forming HR practices and their corresponding effect on

various attributes forming organizational performance While selecting the sample a special care was taken

to ensure that the respondent of different caste age gender income and departments are covered

Tools of Analysis

The data has been presented through tables diagrams and figures Mathematical techniques of analysis like

simple average and percentage method will be used



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Statistical techniques provide an indispensable tool for collecting organizing analyzing and interpreting

data expressed in numerical terms Simple average percentage method has been used to make interpretation

Tests like Kruskal Wallis Mann Witney and Chi square have been used to make interpretations The SPSS

170 software has been applied in initial data analysis Efforts were made to draw the results and find the co-

relation between various attributes forming HR practices and their corresponding effect on various attributes

forming organizational performance

VII EMPIRICAL ANALYSIS OF VARIABLES TO MEASURE EMPLOYEES PERFORMANCE

A cluster of variables can be used to measure performance but keeping in mind the constraints of

time resources and length of the study the present study has critically been analyzed and restricted to

variables such as morale commitment Rewards amp Recognition and Stress in order to measure the

performance of employees

i) Morale

Morale is actually a psychological term which is achieving a considerable importance on the part of the

management Morale is a group phenomenon it is an idea of the extent to which an individual perceives a

probability of satisfying his own motives through co-operation of the group

Table 1 Responses for Morale in Organization

Sr

No

Variables Strongly

Agree

Agree Uncertain Disagree Strongly

Disagree

1 Managers are Easily

Accessible

7

(50)

120

(851)

7

(50)

4

(28)

3

(21)

2 Get Sufficient

Responsibility

17

(121)

110

(78)

8

(57)

3

(21)

3

(21)

3 Duties are Clearly

Defined

17

(121)

103

(73)

15

(106)

3

(21)

3

(21)

4 Fair amp Equal Opp to

Solve Grievances

3

(21)

42

(298)

90

(638)

3

(21)

3

(21)

5 Immediate Steps

Taken to Solve

Grievances

- 45

(319)

73

(518)

23

(163)

-

Note Figures in parenthesis indicate the percentages of the row total

Source Various Questionnaires from Respondents

The table no1 clearly reveals the fact that majority of the responses are inclined towards positive side of the

table The negative responses are very few So far as lsquoFair and equal opportunities are provided to solve

grievancesrsquo and lsquoImmediate steps are taken to solve grievancesrsquo are concerned the respondent are not much



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sure of their opinion However the overall response of the voters for other variables to measure lsquoMoralersquo of

employees is quite satisfactory

Table 2 Descriptive Statistics for Morale in Organization

N

Mean

Std

Deviation Skewness Kurtosis

Mean

Ranks

2

Asymp

Sig

Valid Missing

Easy Access to

Managers 141 0 212 627 2737 10068 3rd 000

Get Sufficient

Responsibility 141 0 204 675 2072 7736 1st 000

Duties are Clearly

Defined 141 0 209 706 1720 5591 2nd 000

Fair amp Equal Opp to

solve Grievances 141 0 272 645 332 2413 4th 000

Immediate Steps to

Solve Grievances 141 0 284 679 203 -824 5th 000

The employees in the organization believe that they get sufficient responsibility in the organization their

duties are clearly defined and their managers are easily accessible to them The company however needs

to pay more attention to provide fair and equal opportunities to all employees to solve grievances Also the

company should take prompt actions to solve grievances The figures of skewness and kurtosis support the

findings of mean statistics

The study of Fretwell (1998) indicating that employee morale within an organization has a direct

impact on the satisfaction level of its customers and the companys ultimate success have conformity with

the employeesrsquo morale in present study

Ho There is no significant difference between designation of employees and their morale in the

Organization

H1 There is significant difference between designation of employees and their morale in the

Organization



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Table 3 Kruskal Wallis Ranks Test for Designation-wise Comparative Study

of Respondents

Designation N Mean Rank

Easy Access to

Managers

Office boys Clerks etc 18 6750

Database Adm

Officers 41 7418

ITAnalyst and Sys

Eng 49 7964

Project ManagersTech

Leaders 17 4135

Top Level Managers 16 7181

Get Sufficient

Responsibility


Database Adm

Officers 41 7174

ITAnalyst and Sys

Eng 49 7789


Leaders 17 4635

Duties are Clearly

Defined


Database Adm

Officers 41 8100

ITAnalyst and Sys

Eng 49 7190


Leaders 17 4429



solve Grievances


Database Adm

Officers 41 7674

ITAnalyst and Sys

Eng 49 7173


Leaders 17 5035



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The associated p-value (sig) is 0000 for all variables applied for measuring lsquoMoralersquo in the

organization which is less than 005 Thus null hypothesis is rejected and we can say that respondents

belonging to different designation have different opinion regarding Morale in the organization The

difference in their mean ranks is statistically significant

ii) Commitment

Early researchers of organizational commitment identified that commitment is primarily a function of

individual behavior and willingness of individuals to give their energy to the organizations through actions


Immediate Steps to

Solve Grievances


Database Adm

Officers 41 9454

ITAnalyst and Sys

Eng 49 6514


Leaders 17 4729


Mean rank of I T Analysts is higher for lsquoManagers are easily accessiblersquo and lsquoThey

get sufficient responsibility in the organizationrsquo The mean ranks of project managers

and technical leaders are least for the variables lsquoDuties are clearly definedrsquo

lsquoCompany provides fair and equal opportunity to solve grievancesrsquo and lsquoCompany

takes immediate steps to solve grievancesrsquo

Table 4 Kruskal Wallis Test Statistics Grouping Variable ndash Designation for Morale

Easy Access

to Managers

Get Sufficient

Responsibility

Duties are

Clearly

Defined

Fair amp Equal

Opp to solve

Grievances

Immediate

Steps to

Solve

Grievances

Chi-Square 30097 14605 16203 27609 36428

df 4 4 4 4 4

Asymp Sig 000 006 003 000 000



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and choices over time A sincere effort has been made here to find out the opinion of respondents for

commitment

Table 5 Responses for Preference to Continue to Work in Organization

Sr

No

Variables Strongly

Agree


Disagree

1 Would Prefer Working

in the Same

Organization

- 27

(191)

89

(631)

21

(149)

4

(28)



The responses for lsquoCommitmentrsquo ie would prefer to continue to work in the same organization for rest of

the working life is not much satisfactory However a large chunk of respondents are undecided to this

question Almost 18 of the employees do not continue to work in the same organization Not a single

respondent responded firmly for his desire to continue to work in the same organization all throughout

Table 6 Descriptive Statistics for Commitment of Employees

N

Mean

Std


2

Asymp

Sig Valid Missing

141 0 301 676 546 884 000

Not a single respondent missed to vote for the variable used to measure lsquoCommitmentrsquo of employees

towards organization The mean statistics as well as the figures of skewness and kurtosis does not give much

satisfactory results for lsquocommitmentrsquo of employees towards organization The company does not confirm

with Wright (2006) who observed that the motivation and opportunity focused bundles of HR practices are

positively related to affective commitment and negatively related to turnover

For further analysis Kruskal Wallis test has been applied with the help of following hypotheses

Ho There is no significant difference between designation of employees and their commitment in the

Organization

H1 There is significant difference between designation of employees and their commitment in the

Organization



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Table 7 Kruskal Wallis Ranks Test for Designation-wise

Comparative Study of

RRespondents


Continue with

the Same

Organization


Database Adm

Officers 41 10511

ITAnalyst and Sys

Eng 49 7338


Leaders 17 3447


Total 141

The mean rank of Database administrators Officers is highest so far as lsquoContinue with the same

organizationrsquo is concerned The mean rank of Project managers Technical leaders is least

The associated p-value (sig) is 0000 for the variable Commitment It is less than 005 Thus null hypothesis

is rejected and we can say that respondents belonging to different designation have different opinion

regarding commitment towards the organization The difference in their mean ranks is not purely by chance

iii) RewardsRecognition

Apart from financial incentives employees have a strong urge for rewards and recognition A human being

cannot be motivated simply by paying him for his job He desires rewards and recognition in the

organization where he serves How far is the company successful in satisfying this need of its employees has

been studied here

Table 8 Kruskal Wallis Test Statistics

Grouping Variable ndash Designation for

Commitme

nt

Continue with the Same

Organization

Chi-Square 99592

df 4

Asymp

Sig 000



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Table 9 Responses for RewardsRecognition in Organization

Sr

No

Variables Strongly

Agree


Disagree

1 Rewards are Based on

Performance

4

(28)

56

(397)

32

(227)

46

(326)

3

(21)

2 Recognition for Better

Performance

- 50

(355)

63

(447)

24

(17)

4

(28)

3 Incentives linked with

Standards

14

(99)

39

(277)

38

(27)

47

(333)

3

(21)


Goals

3

(21)

50

(355)

38

(27)

48

(34)

2

(14)

5 Ample Career

Opportunities

19

(135)

3

(21)

70

(496)

45

(315)

4

(28)



The responses are mixed for the variables used to measure lsquoRewardsRecognitionrsquo in the

organization But the table no617 makes it very clear that very few respondents have given absolute

positive response to this variable Many employees believe that they do not have ample career opportunities

in their organization Majority of them are unsure about this variable The overall responses are not much

positive

Table 10 Descriptive Statistics for Rewards Recognition

N

Mean

Std


Mean

Ranks

2

Asymp

Sig

Valid Missing

Rewards are Based

on Performance 141 0 291 960 123 -1190 3rd 000

Recognition for

Better Performance 141 0 287 791 583 -220 1st 000

Incentives linked

with Standards 141 0 290 1044 -219 -962 2nd 000

Incentives linked

with Goals 141 0 297 918 000 -1200 4th 000

Ample Career

Opportunities 141 0 309 996 -832 329 5th 000



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There are no missing values for the variables used to measure lsquoRewards amp Recognitionrsquo However

these figures are not absolutely positive The incentive system of the company needs to be linked with

standards of performance Again the company needs to provide ample career opportunities for employees

This analysis goes with the study of Lawler (1987) who espoused the idea of having a package of

rewards and benefits from which individuals could choose the combination most suitable for them

Employees are rarely happy with what is offered to them Hence a so-called ldquocafeteriardquo plans have to be

found to be workable and useful in industry

In order to study designation of employees and RewardsRecognition provided to them in

organization Kruskal Wallis test was conducted The following hypotheses were developed

H0 There is no statistical significant difference in the opinion of respondents belonging to different

designation regarding RewardsRecognition

H1 There is statistical significant difference in the opinion of respondents belonging to different


Table 11 Kruskal Wallis Ranks Test for Designation-wise Comparative Study of

Respondents


Rewards are Based on

Performance


Database Adm Officers 41 10778

ITAnalyst and Sys Eng 49 5074


Leaders 17 3332


Recognition for Better

Performance





Leaders 17 4212


Incentives linked with

Standards





Leaders 17 3385



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Goals





Leaders 17 3212


Ample Career

Opportunities





Leaders 17 3085


Table 12 Kruskal Wallis Test Statistics Grouping Variable ndash Designation for

Rewards Recognition

Rewards are

Based on

Performanc

e

Recognition

for Better

Performance

Incentives linked

with Standards

Incentives

linked with

Goals

Ample Career

Opportunities

Chi-Square 110259 86887 105545 104539 109392

df 4 4 4 4 4

Asymp Sig 000 000 000 000 000

Thus it can be inferred that RewardsRecognition change according to designation

iv) Stress

Stress is normal pressure that a person feels in his routine life While some level of stress is natural

inevitable and even essential more stress may have adverse repercussion of employeesrsquo performance thus

affecting organizational performance Here an effort has been made to study various stressors that

employees generally face while performing their tasks



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Table 13 Responses for Variables Causing Stress in Organization

Sr

No

Variables Strongly

Agree


Disagree

1 Employees have Clarity

of Job Expectations

65

(461)

65

(461)

3

(21)

4

(28)

3

(21)

2 Employees are Clear of

their Roles

65

(461)

65

(461)

2

(14)

4

(28)

4

(28)

3 Employees Can Change

Work styles

14

(99)

77

(546)

29

(206)

17

(121)

2

(28)

4 Employees have No

Fear of Losing Job

14

(99)

68

(482)

41

(291)

18

(128)

-

5 Employees have

Flexible Work

Schedules

39

(277)

43

(305)

8

(57)

46

(326)

5

(35)

6 Employees can

Maintain Worklife

Balance

14

(99)

93

(305)

28

(199)

50

(355)

6

(43)



The general response of the voters indicates that the organization climate is not much stressful The

responses are more positive The respondents declared that there is clarity of job expectations and roles

they can change their work-styles Many respondents complained that they do not have flexible work

schedules and that their work is time bound Almost 40 respondents complained that they are not able to

maintain work life balance

Table 14 Descriptive Statistics for Stress in Organization

N

Mean

Std


Mean

Ranks

2

Asymp

Sig

Valid Missing

Clarity of Job

Expectations 140 1 168 833 1876 4797 1st 000

Clarity of Roles 140 1 169 872 1962 4886 2nd 000

Can Change Workstyles 141 0 243 928 825 361 3rd 000

No Fear of Losing Job 141 0 245 840 317 -483 4th 000

Flexible Work Schedules 141 0 254 1296 233 -1436 4th 000

Worklife Balance 141 0 294 1110 -127 -1086 6th 000



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One response is missing for the variable lsquoclarity of job expectationsrsquo and lsquocan change work stylesrsquo

The figures in the above table highly positively skewed for lsquoclarity of job expectationsrsquo and lsquoclarity of

rolesrsquo whereas they are negatively skewed for lsquowork-life balance of employeesrsquo The figures of kurtosis

also support our findings

For the sake of studying designation of employees and job stressors in organization Kruskal Wallis test was

conducted The following hypotheses were developed


designation regarding job stressors




Comparative Study of Respondents


Clarity of Job

Expectations


Database Adm

Officers 41 8880

ITAnalyst and Sys

Eng 49 6469


Leaders 16 3706


Total 140

Clarity of Roles Office boys Clerks etc 18 10408

Database Adm

Officers 40 8878

ITAnalyst and Sys

Eng 49 6301


Leaders 17 4882


Total 140

Can Change Workstyles Office boys Clerks etc 18 12958



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Database Adm

Officers 41 9471

ITAnalyst and Sys

Eng 49 5477


Leaders 17 4497


Total 141

No Fear of Losing Job Office boys Clerks etc 18 13250

Database Adm

Officers 41 10300

ITAnalyst and Sys

Eng 49 4850


Leaders 17 4126


Total 141

Flexible Work

Schedules


Database Adm

Officers 41 11010

ITAnalyst and Sys

Eng 49 5012


Leaders 17 2482


Total 141

The Kruskal Wallis table shown above makes it clear that job stressors differ significantly according

to designation And hence we fail to accept null hypothesis as the associated p-value (sig) is 0000 for all

variables taken to measure job stressors which are less than 005

SUGGESTIONS FOR DESIGNATION WISE COMPARATIVE STUDY OF VARIABLES IN

EMPLOYEE PERFORMANCE

1 Morale Database administrators IT analyst and system Engineers rank high in terms of Morale level of

employees in organization



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As it is IT Company people with technical skills directly involved in process find it easy to survive

Whereas Project Managers Team leaders top level managers junior level officers and office assistant staff

have complained that there are many levels to be followed and lengthy procedures by which work processes

gets delayed which affects morale level of employees Lack of communication in changes of rules and

regulations have also been seen as a trouble factor

Some challenges such as limited time long hours to work limited resources and lengthy processes

need to be looked urgently Highly stressful jobs despite high packages make these jobs less attractive

Speedy direct and simple communication system should be adopted in the organization Low morale may

lead to lower performance in long run

2 Rewards Recognition Except for Database administrator Officers and junior level and supportive staff

(office assistants) respondents of other designations have scored low mean ranks for variables in

RewardRecognition system Overall responsesrsquo are not so positive in this category Responses suggest that

it is a good company for entry level employees but not so encouraging for other designations Reasons as

discussed earlier are lack of proper promotion policy poor increment policy and lack of proper

implementation of certain HR policies

3 Commitment The mean rank of Database administrators Officers is highest so far as lsquoContinue with the

same organizationrsquo is concerned The mean rank of Project managers Technical leaders is least Project

managers have expressed that they are under immense pressure and their appraisal depends on clients Also

they have expressed dissatisfaction towards resource allocation policy of the company

4 Stress Mean ranks of Office boysJunior clerks Database administrators and Officers are highest for the

variables used to measure stress whereas Project Managers Technical leads and Top reporting managers

have scored least mean ranks The Kruskal Wallis table shown in analysis makes it clear that job stressors

differ significantly according to designation Employees like office assistants database administrators

doing routine jobs have less stress compared to those handling complex issues in Projects (Project

Managers Technical leads) Also Top reporting managers handling complex managerial issues have more

stress level

BIBLIOGRAPHY

1 Allen N J amp Meyer J P (2000) ldquoConstruct Validation in Organizational Behavior Research The

Case of Organizational Commitmentrdquo in R D Goffin amp E Helmes (Eds) Problems and solutions

in human assessment Honoring Douglas N Jackson at seventy Norwell MA Kluwer pp 285-314

2 Allen NJ amp Meyer J P (1996) ldquoAffective Continuance and Normative Commitment to the

Organization An examination of Construct Validityrdquo Journal of Vocational Behavior 49pp252-

276

3 Chakravarthy B S (1986) ldquoMeasuring Strategic Performancerdquo Strategic Management Journal 7

437ndash458

4 Diversity Beyond the numbers game (1995 Aug14) Business Week pp 60 61

5 Ducharme amp Martin (2000) ldquoGeneral practitionersrdquo British Medical Journal 298 pp366ndash370



ISSN 1548-7741

wwwjoicsorg609

6 Fama Eugene (1980) ldquoAgency Problems and the Theory of the Firmrdquo Journal of Political

Economy- 88 pp288-307

7 Johnson RW (2004) ldquoTrends in job demands among older workersrdquo Monthly Labor Review

127(7)48-56

8 Kahneman D amp Tversky A (2000) ldquoChoices Values and Framesrdquo New York Cambridge

University Press

9 Venkatraman N amp Ramanujam V (1986) ldquoMeasurement of Business Performance in Strategy

Research A Comparison of Approachesrdquo Academy of Management Review 11 801ndash814

10 Wayne F Cascio (1998) ldquoManaging Human Resources- Productivity Quality of Work Life

Profitsrdquo McGraw-Hill pp 458



ISSN 1548-7741

wwwjoicsorg610

1 Employeersquos commitment can be measured mainly with the help of the variables such as lsquolabor turnoverrsquo

and lsquosense of belongingnessrsquo towards the organization

There are almost many ways to build organizational loyalty but the following list is most prominent in the

literature

Organizational commitment is higher in organizations that fulfill their obligations to employees and abide

by humanitarian values such as fairness courtesy forgiveness and moral integrity

Employee experience more comfort and predictability when they agree with the values underlying corporate

decisions This comfort increases their motivation to stay with the organization

Employees identify with and feel obliged to work for an organization only when they trust its leads

2 Morale is defines as confidence enthusiasm and discipline of a person or group at a particular time

Morale flows from the peoplersquos conviction about the righteousness and worth of the actions and the hopes

of high rewards (material or otherwise) in the future Employees that are happy and positive at work are said

to have positive or high morale Companies that maintained employees who are dissatisfied and negative

about their work environment are said to have negative or low employee morale

It is therefore important that signs of poor employee moral be watched for very carefully among all

employees Such symptoms can include frequent absences increase in the number of errors decreased

productivity decreased quality of work frequent tardiness apathy sulking and mopping backstabbing and

increase in accidents or injuries Therefore if the problem is to be solved the reason for the poor employee

morale must be identified

3 Stress

Stress is your bodyrsquos way of responding to any kind of demand or threat Some common reasons of

employeersquos stress which affect their job performance are

1 Financial Stress

2 Job Security

3 Marriage and Relationships

4 Illness

5 Motivation

Workplace stress derives from many sources It can be a demanding boss annoying co-workers

rebellious students angry customers hazardous conditions long commutes and a never-ending workload

Your work performance is also affected by stressors such as family relationships finances and a lack of

sleep stemming from fears and anxieties about the future How you handle the effects of stress depends on

whether it is easier to change the situation or change your attitude toward it

Time Management

The positive side of stress is that it can jump-start your adrenalin and motivate you to perform your tasks

more quickly in response to impending deadlines An overwhelming workload lack of peer support and too

many demands at once however contribute to a sense of frustration and panic that there isnt enough time

to complete the work According to the authors of Performance Under Pressure Managing Stress in the



ISSN 1548-7741

wwwjoicsorg593




Relationships






Focus





job

Health




















ISSN 1548-7741

wwwjoicsorg594































V HYPOTHESES







ISSN 1548-7741

wwwjoicsorg595


organization



been used

Research Design




applied

Collection of Data





















information






Tools of Analysis





ISSN 1548-7741

wwwjoicsorg596












i) Morale





Sr

No

Variables Strongly

Agree


Disagree


Accessible

7

(50)

120

(851)

7

(50)

4

(28)

3

(21)

2 Get Sufficient

Responsibility

17

(121)

110

(78)

8

(57)

3

(21)

3

(21)


Defined

17

(121)

103

(73)

15

(106)

3

(21)

3

(21)


Solve Grievances

3

(21)

42

(298)

90

(638)

3

(21)

3

(21)

5 Immediate Steps

Taken to Solve

Grievances

- 45

(319)

73

(518)

23

(163)

-








ISSN 1548-7741

wwwjoicsorg597




N

Mean

Std


Mean

Ranks

2

Asymp

Sig

Valid Missing

Easy Access to

Managers 141 0 212 627 2737 10068 3rd 000

Get Sufficient


Duties are Clearly

Defined 141 0 209 706 1720 5591 2nd 000



Immediate Steps to











Organization


Organization



ISSN 1548-7741

wwwjoicsorg598


of Respondents


Easy Access to

Managers


Database Adm

Officers 41 7418

ITAnalyst and Sys

Eng 49 7964


Leaders 17 4135


Get Sufficient

Responsibility


Database Adm

Officers 41 7174

ITAnalyst and Sys

Eng 49 7789


Leaders 17 4635

Duties are Clearly

Defined


Database Adm

Officers 41 8100

ITAnalyst and Sys

Eng 49 7190


Leaders 17 4429



solve Grievances


Database Adm

Officers 41 7674

ITAnalyst and Sys

Eng 49 7173


Leaders 17 5035



ISSN 1548-7741

wwwjoicsorg599





ii) Commitment




Immediate Steps to

Solve Grievances


Database Adm

Officers 41 9454

ITAnalyst and Sys

Eng 49 6514


Leaders 17 4729








Easy Access

to Managers

Get Sufficient

Responsibility

Duties are

Clearly

Defined

Fair amp Equal

Opp to solve

Grievances

Immediate

Steps to

Solve

Grievances

Chi-Square 30097 14605 16203 27609 36428

df 4 4 4 4 4

Asymp Sig 000 006 003 000 000



ISSN 1548-7741

wwwjoicsorg600


commitment


Sr

No

Variables Strongly

Agree


Disagree


in the Same

Organization

- 27

(191)

89

(631)

21

(149)

4

(28)








N

Mean

Std


2

Asymp

Sig Valid Missing

141 0 301 676 546 884 000








Organization


Organization



ISSN 1548-7741

wwwjoicsorg601



RRespondents


Continue with

the Same

Organization


Database Adm

Officers 41 10511

ITAnalyst and Sys

Eng 49 7338


Leaders 17 3447


Total 141










been studied here



Commitme

nt


Organization

Chi-Square 99592

df 4

Asymp

Sig 000



ISSN 1548-7741

wwwjoicsorg602


Sr

No

Variables Strongly

Agree


Disagree


Performance

4

(28)

56

(397)

32

(227)

46

(326)

3

(21)


Performance

- 50

(355)

63

(447)

24

(17)

4

(28)


Standards

14

(99)

39

(277)

38

(27)

47

(333)

3

(21)


Goals

3

(21)

50

(355)

38

(27)

48

(34)

2

(14)

5 Ample Career

Opportunities

19

(135)

3

(21)

70

(496)

45

(315)

4

(28)







positive


N

Mean

Std


Mean

Ranks

2

Asymp

Sig

Valid Missing

Rewards are Based


Recognition for


Incentives linked


Incentives linked

with Goals 141 0 297 918 000 -1200 4th 000

Ample Career




ISSN 1548-7741

wwwjoicsorg603















Respondents



Performance





Leaders 17 3332



Performance





Leaders 17 4212



Standards





Leaders 17 3385



ISSN 1548-7741

wwwjoicsorg604



Goals





Leaders 17 3212


Ample Career

Opportunities





Leaders 17 3085



Rewards Recognition

Rewards are

Based on

Performanc

e

Recognition

for Better

Performance

Incentives linked

with Standards

Incentives

linked with

Goals

Ample Career

Opportunities

Chi-Square 110259 86887 105545 104539 109392

df 4 4 4 4 4

Asymp Sig 000 000 000 000 000


iv) Stress







ISSN 1548-7741

wwwjoicsorg605


Sr

No

Variables Strongly

Agree


Disagree


of Job Expectations

65

(461)

65

(461)

3

(21)

4

(28)

3

(21)


their Roles

65

(461)

65

(461)

2

(14)

4

(28)

4

(28)


Work styles

14

(99)

77

(546)

29

(206)

17

(121)

2

(28)

4 Employees have No

Fear of Losing Job

14

(99)

68

(482)

41

(291)

18

(128)

-

5 Employees have

Flexible Work

Schedules

39

(277)

43

(305)

8

(57)

46

(326)

5

(35)

6 Employees can

Maintain Worklife

Balance

14

(99)

93

(305)

28

(199)

50

(355)

6

(43)









N

Mean

Std


Mean

Ranks

2

Asymp

Sig

Valid Missing

Clarity of Job

Expectations 140 1 168 833 1876 4797 1st 000








ISSN 1548-7741

wwwjoicsorg606














Clarity of Job

Expectations


Database Adm

Officers 41 8880

ITAnalyst and Sys

Eng 49 6469


Leaders 16 3706


Total 140


Database Adm

Officers 40 8878

ITAnalyst and Sys

Eng 49 6301


Leaders 17 4882


Total 140




ISSN 1548-7741

wwwjoicsorg607

Database Adm

Officers 41 9471

ITAnalyst and Sys

Eng 49 5477


Leaders 17 4497


Total 141


Database Adm

Officers 41 10300

ITAnalyst and Sys

Eng 49 4850


Leaders 17 4126


Total 141

Flexible Work

Schedules


Database Adm

Officers 41 11010

ITAnalyst and Sys

Eng 49 5012


Leaders 17 2482


Total 141










ISSN 1548-7741

wwwjoicsorg608


























stress level

BIBLIOGRAPHY






276


437ndash458





ISSN 1548-7741

wwwjoicsorg609




127(7)48-56


University Press







ISSN 1548-7741

wwwjoicsorg610




Relationships






Focus





job

Health




















ISSN 1548-7741

wwwjoicsorg594































V HYPOTHESES







ISSN 1548-7741

wwwjoicsorg595


organization



been used

Research Design




applied

Collection of Data





















information






Tools of Analysis





ISSN 1548-7741

wwwjoicsorg596












i) Morale





Sr

No

Variables Strongly

Agree


Disagree


Accessible

7

(50)

120

(851)

7

(50)

4

(28)

3

(21)

2 Get Sufficient

Responsibility

17

(121)

110

(78)

8

(57)

3

(21)

3

(21)


Defined

17

(121)

103

(73)

15

(106)

3

(21)

3

(21)


Solve Grievances

3

(21)

42

(298)

90

(638)

3

(21)

3

(21)

5 Immediate Steps

Taken to Solve

Grievances

- 45

(319)

73

(518)

23

(163)

-








ISSN 1548-7741

wwwjoicsorg597




N

Mean

Std


Mean

Ranks

2

Asymp

Sig

Valid Missing

Easy Access to

Managers 141 0 212 627 2737 10068 3rd 000

Get Sufficient


Duties are Clearly

Defined 141 0 209 706 1720 5591 2nd 000



Immediate Steps to











Organization


Organization



ISSN 1548-7741

wwwjoicsorg598


of Respondents


Easy Access to

Managers


Database Adm

Officers 41 7418

ITAnalyst and Sys

Eng 49 7964


Leaders 17 4135


Get Sufficient

Responsibility


Database Adm

Officers 41 7174

ITAnalyst and Sys

Eng 49 7789


Leaders 17 4635

Duties are Clearly

Defined


Database Adm

Officers 41 8100

ITAnalyst and Sys

Eng 49 7190


Leaders 17 4429



solve Grievances


Database Adm

Officers 41 7674

ITAnalyst and Sys

Eng 49 7173


Leaders 17 5035



ISSN 1548-7741

wwwjoicsorg599





ii) Commitment




Immediate Steps to

Solve Grievances


Database Adm

Officers 41 9454

ITAnalyst and Sys

Eng 49 6514


Leaders 17 4729








Easy Access

to Managers

Get Sufficient

Responsibility

Duties are

Clearly

Defined

Fair amp Equal

Opp to solve

Grievances

Immediate

Steps to

Solve

Grievances

Chi-Square 30097 14605 16203 27609 36428

df 4 4 4 4 4

Asymp Sig 000 006 003 000 000



ISSN 1548-7741

wwwjoicsorg600


commitment


Sr

No

Variables Strongly

Agree


Disagree


in the Same

Organization

- 27

(191)

89

(631)

21

(149)

4

(28)








N

Mean

Std


2

Asymp

Sig Valid Missing

141 0 301 676 546 884 000








Organization


Organization



ISSN 1548-7741

wwwjoicsorg601



RRespondents


Continue with

the Same

Organization


Database Adm

Officers 41 10511

ITAnalyst and Sys

Eng 49 7338


Leaders 17 3447


Total 141










been studied here



Commitme

nt


Organization

Chi-Square 99592

df 4

Asymp

Sig 000



ISSN 1548-7741

wwwjoicsorg602


Sr

No

Variables Strongly

Agree


Disagree


Performance

4

(28)

56

(397)

32

(227)

46

(326)

3

(21)


Performance

- 50

(355)

63

(447)

24

(17)

4

(28)


Standards

14

(99)

39

(277)

38

(27)

47

(333)

3

(21)


Goals

3

(21)

50

(355)

38

(27)

48

(34)

2

(14)

5 Ample Career

Opportunities

19

(135)

3

(21)

70

(496)

45

(315)

4

(28)







positive


N

Mean

Std


Mean

Ranks

2

Asymp

Sig

Valid Missing

Rewards are Based


Recognition for


Incentives linked


Incentives linked

with Goals 141 0 297 918 000 -1200 4th 000

Ample Career




ISSN 1548-7741

wwwjoicsorg603















Respondents



Performance





Leaders 17 3332



Performance





Leaders 17 4212



Standards





Leaders 17 3385



ISSN 1548-7741

wwwjoicsorg604



Goals





Leaders 17 3212


Ample Career

Opportunities





Leaders 17 3085



Rewards Recognition

Rewards are

Based on

Performanc

e

Recognition

for Better

Performance

Incentives linked

with Standards

Incentives

linked with

Goals

Ample Career

Opportunities

Chi-Square 110259 86887 105545 104539 109392

df 4 4 4 4 4

Asymp Sig 000 000 000 000 000


iv) Stress







ISSN 1548-7741

wwwjoicsorg605


Sr

No

Variables Strongly

Agree


Disagree


of Job Expectations

65

(461)

65

(461)

3

(21)

4

(28)

3

(21)


their Roles

65

(461)

65

(461)

2

(14)

4

(28)

4

(28)


Work styles

14

(99)

77

(546)

29

(206)

17

(121)

2

(28)

4 Employees have No

Fear of Losing Job

14

(99)

68

(482)

41

(291)

18

(128)

-

5 Employees have

Flexible Work

Schedules

39

(277)

43

(305)

8

(57)

46

(326)

5

(35)

6 Employees can

Maintain Worklife

Balance

14

(99)

93

(305)

28

(199)

50

(355)

6

(43)









N

Mean

Std


Mean

Ranks

2

Asymp

Sig

Valid Missing

Clarity of Job

Expectations 140 1 168 833 1876 4797 1st 000








ISSN 1548-7741

wwwjoicsorg606














Clarity of Job

Expectations


Database Adm

Officers 41 8880

ITAnalyst and Sys

Eng 49 6469


Leaders 16 3706


Total 140


Database Adm

Officers 40 8878

ITAnalyst and Sys

Eng 49 6301


Leaders 17 4882


Total 140




ISSN 1548-7741

wwwjoicsorg607

Database Adm

Officers 41 9471

ITAnalyst and Sys

Eng 49 5477


Leaders 17 4497


Total 141


Database Adm

Officers 41 10300

ITAnalyst and Sys

Eng 49 4850


Leaders 17 4126


Total 141

Flexible Work

Schedules


Database Adm

Officers 41 11010

ITAnalyst and Sys

Eng 49 5012


Leaders 17 2482


Total 141










ISSN 1548-7741

wwwjoicsorg608


























stress level

BIBLIOGRAPHY






276


437ndash458





ISSN 1548-7741

wwwjoicsorg609




127(7)48-56


University Press







ISSN 1548-7741

wwwjoicsorg610































V HYPOTHESES







ISSN 1548-7741

wwwjoicsorg595


organization



been used

Research Design




applied

Collection of Data





















information






Tools of Analysis





ISSN 1548-7741

wwwjoicsorg596












i) Morale





Sr

No

Variables Strongly

Agree


Disagree


Accessible

7

(50)

120

(851)

7

(50)

4

(28)

3

(21)

2 Get Sufficient

Responsibility

17

(121)

110

(78)

8

(57)

3

(21)

3

(21)


Defined

17

(121)

103

(73)

15

(106)

3

(21)

3

(21)


Solve Grievances

3

(21)

42

(298)

90

(638)

3

(21)

3

(21)

5 Immediate Steps

Taken to Solve

Grievances

- 45

(319)

73

(518)

23

(163)

-








ISSN 1548-7741

wwwjoicsorg597




N

Mean

Std


Mean

Ranks

2

Asymp

Sig

Valid Missing

Easy Access to

Managers 141 0 212 627 2737 10068 3rd 000

Get Sufficient


Duties are Clearly

Defined 141 0 209 706 1720 5591 2nd 000



Immediate Steps to











Organization


Organization



ISSN 1548-7741

wwwjoicsorg598


of Respondents


Easy Access to

Managers


Database Adm

Officers 41 7418

ITAnalyst and Sys

Eng 49 7964


Leaders 17 4135


Get Sufficient

Responsibility


Database Adm

Officers 41 7174

ITAnalyst and Sys

Eng 49 7789


Leaders 17 4635

Duties are Clearly

Defined


Database Adm

Officers 41 8100

ITAnalyst and Sys

Eng 49 7190


Leaders 17 4429



solve Grievances


Database Adm

Officers 41 7674

ITAnalyst and Sys

Eng 49 7173


Leaders 17 5035



ISSN 1548-7741

wwwjoicsorg599





ii) Commitment




Immediate Steps to

Solve Grievances


Database Adm

Officers 41 9454

ITAnalyst and Sys

Eng 49 6514


Leaders 17 4729








Easy Access

to Managers

Get Sufficient

Responsibility

Duties are

Clearly

Defined

Fair amp Equal

Opp to solve

Grievances

Immediate

Steps to

Solve

Grievances

Chi-Square 30097 14605 16203 27609 36428

df 4 4 4 4 4

Asymp Sig 000 006 003 000 000



ISSN 1548-7741

wwwjoicsorg600


commitment


Sr

No

Variables Strongly

Agree


Disagree


in the Same

Organization

- 27

(191)

89

(631)

21

(149)

4

(28)








N

Mean

Std


2

Asymp

Sig Valid Missing

141 0 301 676 546 884 000








Organization


Organization



ISSN 1548-7741

wwwjoicsorg601



RRespondents


Continue with

the Same

Organization


Database Adm

Officers 41 10511

ITAnalyst and Sys

Eng 49 7338


Leaders 17 3447


Total 141










been studied here



Commitme

nt


Organization

Chi-Square 99592

df 4

Asymp

Sig 000



ISSN 1548-7741

wwwjoicsorg602


Sr

No

Variables Strongly

Agree


Disagree


Performance

4

(28)

56

(397)

32

(227)

46

(326)

3

(21)


Performance

- 50

(355)

63

(447)

24

(17)

4

(28)


Standards

14

(99)

39

(277)

38

(27)

47

(333)

3

(21)


Goals

3

(21)

50

(355)

38

(27)

48

(34)

2

(14)

5 Ample Career

Opportunities

19

(135)

3

(21)

70

(496)

45

(315)

4

(28)







positive


N

Mean

Std


Mean

Ranks

2

Asymp

Sig

Valid Missing

Rewards are Based


Recognition for


Incentives linked


Incentives linked

with Goals 141 0 297 918 000 -1200 4th 000

Ample Career




ISSN 1548-7741

wwwjoicsorg603















Respondents



Performance





Leaders 17 3332



Performance





Leaders 17 4212



Standards





Leaders 17 3385



ISSN 1548-7741

wwwjoicsorg604



Goals





Leaders 17 3212


Ample Career

Opportunities





Leaders 17 3085



Rewards Recognition

Rewards are

Based on

Performanc

e

Recognition

for Better

Performance

Incentives linked

with Standards

Incentives

linked with

Goals

Ample Career

Opportunities

Chi-Square 110259 86887 105545 104539 109392

df 4 4 4 4 4

Asymp Sig 000 000 000 000 000


iv) Stress







ISSN 1548-7741

wwwjoicsorg605


Sr

No

Variables Strongly

Agree


Disagree


of Job Expectations

65

(461)

65

(461)

3

(21)

4

(28)

3

(21)


their Roles

65

(461)

65

(461)

2

(14)

4

(28)

4

(28)


Work styles

14

(99)

77

(546)

29

(206)

17

(121)

2

(28)

4 Employees have No

Fear of Losing Job

14

(99)

68

(482)

41

(291)

18

(128)

-

5 Employees have

Flexible Work

Schedules

39

(277)

43

(305)

8

(57)

46

(326)

5

(35)

6 Employees can

Maintain Worklife

Balance

14

(99)

93

(305)

28

(199)

50

(355)

6

(43)









N

Mean

Std


Mean

Ranks

2

Asymp

Sig

Valid Missing

Clarity of Job

Expectations 140 1 168 833 1876 4797 1st 000








ISSN 1548-7741

wwwjoicsorg606














Clarity of Job

Expectations


Database Adm

Officers 41 8880

ITAnalyst and Sys

Eng 49 6469


Leaders 16 3706


Total 140


Database Adm

Officers 40 8878

ITAnalyst and Sys

Eng 49 6301


Leaders 17 4882


Total 140




ISSN 1548-7741

wwwjoicsorg607

Database Adm

Officers 41 9471

ITAnalyst and Sys

Eng 49 5477


Leaders 17 4497


Total 141


Database Adm

Officers 41 10300

ITAnalyst and Sys

Eng 49 4850


Leaders 17 4126


Total 141

Flexible Work

Schedules


Database Adm

Officers 41 11010

ITAnalyst and Sys

Eng 49 5012


Leaders 17 2482


Total 141










ISSN 1548-7741

wwwjoicsorg608


























stress level

BIBLIOGRAPHY






276


437ndash458





ISSN 1548-7741

wwwjoicsorg609




127(7)48-56


University Press







ISSN 1548-7741

wwwjoicsorg610


organization



been used

Research Design




applied

Collection of Data





















information






Tools of Analysis





ISSN 1548-7741

wwwjoicsorg596












i) Morale





Sr

No

Variables Strongly

Agree


Disagree


Accessible

7

(50)

120

(851)

7

(50)

4

(28)

3

(21)

2 Get Sufficient

Responsibility

17

(121)

110

(78)

8

(57)

3

(21)

3

(21)


Defined

17

(121)

103

(73)

15

(106)

3

(21)

3

(21)


Solve Grievances

3

(21)

42

(298)

90

(638)

3

(21)

3

(21)

5 Immediate Steps

Taken to Solve

Grievances

- 45

(319)

73

(518)

23

(163)

-








ISSN 1548-7741

wwwjoicsorg597




N

Mean

Std


Mean

Ranks

2

Asymp

Sig

Valid Missing

Easy Access to

Managers 141 0 212 627 2737 10068 3rd 000

Get Sufficient


Duties are Clearly

Defined 141 0 209 706 1720 5591 2nd 000



Immediate Steps to











Organization


Organization



ISSN 1548-7741

wwwjoicsorg598


of Respondents


Easy Access to

Managers


Database Adm

Officers 41 7418

ITAnalyst and Sys

Eng 49 7964


Leaders 17 4135


Get Sufficient

Responsibility


Database Adm

Officers 41 7174

ITAnalyst and Sys

Eng 49 7789


Leaders 17 4635

Duties are Clearly

Defined


Database Adm

Officers 41 8100

ITAnalyst and Sys

Eng 49 7190


Leaders 17 4429



solve Grievances


Database Adm

Officers 41 7674

ITAnalyst and Sys

Eng 49 7173


Leaders 17 5035



ISSN 1548-7741

wwwjoicsorg599





ii) Commitment




Immediate Steps to

Solve Grievances


Database Adm

Officers 41 9454

ITAnalyst and Sys

Eng 49 6514


Leaders 17 4729








Easy Access

to Managers

Get Sufficient

Responsibility

Duties are

Clearly

Defined

Fair amp Equal

Opp to solve

Grievances

Immediate

Steps to

Solve

Grievances

Chi-Square 30097 14605 16203 27609 36428

df 4 4 4 4 4

Asymp Sig 000 006 003 000 000



ISSN 1548-7741

wwwjoicsorg600


commitment


Sr

No

Variables Strongly

Agree


Disagree


in the Same

Organization

- 27

(191)

89

(631)

21

(149)

4

(28)








N

Mean

Std


2

Asymp

Sig Valid Missing

141 0 301 676 546 884 000








Organization


Organization



ISSN 1548-7741

wwwjoicsorg601



RRespondents


Continue with

the Same

Organization


Database Adm

Officers 41 10511

ITAnalyst and Sys

Eng 49 7338


Leaders 17 3447


Total 141










been studied here



Commitme

nt


Organization

Chi-Square 99592

df 4

Asymp

Sig 000



ISSN 1548-7741

wwwjoicsorg602


Sr

No

Variables Strongly

Agree


Disagree


Performance

4

(28)

56

(397)

32

(227)

46

(326)

3

(21)


Performance

- 50

(355)

63

(447)

24

(17)

4

(28)


Standards

14

(99)

39

(277)

38

(27)

47

(333)

3

(21)


Goals

3

(21)

50

(355)

38

(27)

48

(34)

2

(14)

5 Ample Career

Opportunities

19

(135)

3

(21)

70

(496)

45

(315)

4

(28)







positive


N

Mean

Std


Mean

Ranks

2

Asymp

Sig

Valid Missing

Rewards are Based


Recognition for


Incentives linked


Incentives linked

with Goals 141 0 297 918 000 -1200 4th 000

Ample Career




ISSN 1548-7741

wwwjoicsorg603















Respondents



Performance





Leaders 17 3332



Performance





Leaders 17 4212



Standards





Leaders 17 3385



ISSN 1548-7741

wwwjoicsorg604



Goals





Leaders 17 3212


Ample Career

Opportunities





Leaders 17 3085



Rewards Recognition

Rewards are

Based on

Performanc

e

Recognition

for Better

Performance

Incentives linked

with Standards

Incentives

linked with

Goals

Ample Career

Opportunities

Chi-Square 110259 86887 105545 104539 109392

df 4 4 4 4 4

Asymp Sig 000 000 000 000 000


iv) Stress







ISSN 1548-7741

wwwjoicsorg605


Sr

No

Variables Strongly

Agree


Disagree


of Job Expectations

65

(461)

65

(461)

3

(21)

4

(28)

3

(21)


their Roles

65

(461)

65

(461)

2

(14)

4

(28)

4

(28)


Work styles

14

(99)

77

(546)

29

(206)

17

(121)

2

(28)

4 Employees have No

Fear of Losing Job

14

(99)

68

(482)

41

(291)

18

(128)

-

5 Employees have

Flexible Work

Schedules

39

(277)

43

(305)

8

(57)

46

(326)

5

(35)

6 Employees can

Maintain Worklife

Balance

14

(99)

93

(305)

28

(199)

50

(355)

6

(43)









N

Mean

Std


Mean

Ranks

2

Asymp

Sig

Valid Missing

Clarity of Job

Expectations 140 1 168 833 1876 4797 1st 000








ISSN 1548-7741

wwwjoicsorg606














Clarity of Job

Expectations


Database Adm

Officers 41 8880

ITAnalyst and Sys

Eng 49 6469


Leaders 16 3706


Total 140


Database Adm

Officers 40 8878

ITAnalyst and Sys

Eng 49 6301


Leaders 17 4882


Total 140




ISSN 1548-7741

wwwjoicsorg607

Database Adm

Officers 41 9471

ITAnalyst and Sys

Eng 49 5477


Leaders 17 4497


Total 141


Database Adm

Officers 41 10300

ITAnalyst and Sys

Eng 49 4850


Leaders 17 4126


Total 141

Flexible Work

Schedules


Database Adm

Officers 41 11010

ITAnalyst and Sys

Eng 49 5012


Leaders 17 2482


Total 141










ISSN 1548-7741

wwwjoicsorg608


























stress level

BIBLIOGRAPHY






276


437ndash458





ISSN 1548-7741

wwwjoicsorg609




127(7)48-56


University Press







ISSN 1548-7741

wwwjoicsorg610












i) Morale





Sr

No

Variables Strongly

Agree


Disagree


Accessible

7

(50)

120

(851)

7

(50)

4

(28)

3

(21)

2 Get Sufficient

Responsibility

17

(121)

110

(78)

8

(57)

3

(21)

3

(21)


Defined

17

(121)

103

(73)

15

(106)

3

(21)

3

(21)


Solve Grievances

3

(21)

42

(298)

90

(638)

3

(21)

3

(21)

5 Immediate Steps

Taken to Solve

Grievances

- 45

(319)

73

(518)

23

(163)

-








ISSN 1548-7741

wwwjoicsorg597




N

Mean

Std


Mean

Ranks

2

Asymp

Sig

Valid Missing

Easy Access to

Managers 141 0 212 627 2737 10068 3rd 000

Get Sufficient


Duties are Clearly

Defined 141 0 209 706 1720 5591 2nd 000



Immediate Steps to











Organization


Organization



ISSN 1548-7741

wwwjoicsorg598


of Respondents


Easy Access to

Managers


Database Adm

Officers 41 7418

ITAnalyst and Sys

Eng 49 7964


Leaders 17 4135


Get Sufficient

Responsibility


Database Adm

Officers 41 7174

ITAnalyst and Sys

Eng 49 7789


Leaders 17 4635

Duties are Clearly

Defined


Database Adm

Officers 41 8100

ITAnalyst and Sys

Eng 49 7190


Leaders 17 4429



solve Grievances


Database Adm

Officers 41 7674

ITAnalyst and Sys

Eng 49 7173


Leaders 17 5035



ISSN 1548-7741

wwwjoicsorg599





ii) Commitment




Immediate Steps to

Solve Grievances


Database Adm

Officers 41 9454

ITAnalyst and Sys

Eng 49 6514


Leaders 17 4729








Easy Access

to Managers

Get Sufficient

Responsibility

Duties are

Clearly

Defined

Fair amp Equal

Opp to solve

Grievances

Immediate

Steps to

Solve

Grievances

Chi-Square 30097 14605 16203 27609 36428

df 4 4 4 4 4

Asymp Sig 000 006 003 000 000



ISSN 1548-7741

wwwjoicsorg600


commitment


Sr

No

Variables Strongly

Agree


Disagree


in the Same

Organization

- 27

(191)

89

(631)

21

(149)

4

(28)








N

Mean

Std


2

Asymp

Sig Valid Missing

141 0 301 676 546 884 000








Organization


Organization



ISSN 1548-7741

wwwjoicsorg601



RRespondents


Continue with

the Same

Organization


Database Adm

Officers 41 10511

ITAnalyst and Sys

Eng 49 7338


Leaders 17 3447


Total 141










been studied here



Commitme

nt


Organization

Chi-Square 99592

df 4

Asymp

Sig 000



ISSN 1548-7741

wwwjoicsorg602


Sr

No

Variables Strongly

Agree


Disagree


Performance

4

(28)

56

(397)

32

(227)

46

(326)

3

(21)


Performance

- 50

(355)

63

(447)

24

(17)

4

(28)


Standards

14

(99)

39

(277)

38

(27)

47

(333)

3

(21)


Goals

3

(21)

50

(355)

38

(27)

48

(34)

2

(14)

5 Ample Career

Opportunities

19

(135)

3

(21)

70

(496)

45

(315)

4

(28)







positive


N

Mean

Std


Mean

Ranks

2

Asymp

Sig

Valid Missing

Rewards are Based


Recognition for


Incentives linked


Incentives linked

with Goals 141 0 297 918 000 -1200 4th 000

Ample Career




ISSN 1548-7741

wwwjoicsorg603















Respondents



Performance





Leaders 17 3332



Performance





Leaders 17 4212



Standards





Leaders 17 3385



ISSN 1548-7741

wwwjoicsorg604



Goals





Leaders 17 3212


Ample Career

Opportunities





Leaders 17 3085



Rewards Recognition

Rewards are

Based on

Performanc

e

Recognition

for Better

Performance

Incentives linked

with Standards

Incentives

linked with

Goals

Ample Career

Opportunities

Chi-Square 110259 86887 105545 104539 109392

df 4 4 4 4 4

Asymp Sig 000 000 000 000 000


iv) Stress







ISSN 1548-7741

wwwjoicsorg605


Sr

No

Variables Strongly

Agree


Disagree


of Job Expectations

65

(461)

65

(461)

3

(21)

4

(28)

3

(21)


their Roles

65

(461)

65

(461)

2

(14)

4

(28)

4

(28)


Work styles

14

(99)

77

(546)

29

(206)

17

(121)

2

(28)

4 Employees have No

Fear of Losing Job

14

(99)

68

(482)

41

(291)

18

(128)

-

5 Employees have

Flexible Work

Schedules

39

(277)

43

(305)

8

(57)

46

(326)

5

(35)

6 Employees can

Maintain Worklife

Balance

14

(99)

93

(305)

28

(199)

50

(355)

6

(43)









N

Mean

Std


Mean

Ranks

2

Asymp

Sig

Valid Missing

Clarity of Job

Expectations 140 1 168 833 1876 4797 1st 000








ISSN 1548-7741

wwwjoicsorg606














Clarity of Job

Expectations


Database Adm

Officers 41 8880

ITAnalyst and Sys

Eng 49 6469


Leaders 16 3706


Total 140


Database Adm

Officers 40 8878

ITAnalyst and Sys

Eng 49 6301


Leaders 17 4882


Total 140




ISSN 1548-7741

wwwjoicsorg607

Database Adm

Officers 41 9471

ITAnalyst and Sys

Eng 49 5477


Leaders 17 4497


Total 141


Database Adm

Officers 41 10300

ITAnalyst and Sys

Eng 49 4850


Leaders 17 4126


Total 141

Flexible Work

Schedules


Database Adm

Officers 41 11010

ITAnalyst and Sys

Eng 49 5012


Leaders 17 2482


Total 141










ISSN 1548-7741

wwwjoicsorg608


























stress level

BIBLIOGRAPHY






276


437ndash458





ISSN 1548-7741

wwwjoicsorg609




127(7)48-56


University Press







ISSN 1548-7741

wwwjoicsorg610




N

Mean

Std


Mean

Ranks

2

Asymp

Sig

Valid Missing

Easy Access to

Managers 141 0 212 627 2737 10068 3rd 000

Get Sufficient


Duties are Clearly

Defined 141 0 209 706 1720 5591 2nd 000



Immediate Steps to











Organization


Organization



ISSN 1548-7741

wwwjoicsorg598


of Respondents


Easy Access to

Managers


Database Adm

Officers 41 7418

ITAnalyst and Sys

Eng 49 7964


Leaders 17 4135


Get Sufficient

Responsibility


Database Adm

Officers 41 7174

ITAnalyst and Sys

Eng 49 7789


Leaders 17 4635

Duties are Clearly

Defined


Database Adm

Officers 41 8100

ITAnalyst and Sys

Eng 49 7190


Leaders 17 4429



solve Grievances


Database Adm

Officers 41 7674

ITAnalyst and Sys

Eng 49 7173


Leaders 17 5035



ISSN 1548-7741

wwwjoicsorg599





ii) Commitment




Immediate Steps to

Solve Grievances


Database Adm

Officers 41 9454

ITAnalyst and Sys

Eng 49 6514


Leaders 17 4729








Easy Access

to Managers

Get Sufficient

Responsibility

Duties are

Clearly

Defined

Fair amp Equal

Opp to solve

Grievances

Immediate

Steps to

Solve

Grievances

Chi-Square 30097 14605 16203 27609 36428

df 4 4 4 4 4

Asymp Sig 000 006 003 000 000



ISSN 1548-7741

wwwjoicsorg600


commitment


Sr

No

Variables Strongly

Agree


Disagree


in the Same

Organization

- 27

(191)

89

(631)

21

(149)

4

(28)








N

Mean

Std


2

Asymp

Sig Valid Missing

141 0 301 676 546 884 000








Organization


Organization



ISSN 1548-7741

wwwjoicsorg601



RRespondents


Continue with

the Same

Organization


Database Adm

Officers 41 10511

ITAnalyst and Sys

Eng 49 7338


Leaders 17 3447


Total 141










been studied here



Commitme

nt


Organization

Chi-Square 99592

df 4

Asymp

Sig 000



ISSN 1548-7741

wwwjoicsorg602


Sr

No

Variables Strongly

Agree


Disagree


Performance

4

(28)

56

(397)

32

(227)

46

(326)

3

(21)


Performance

- 50

(355)

63

(447)

24

(17)

4

(28)


Standards

14

(99)

39

(277)

38

(27)

47

(333)

3

(21)


Goals

3

(21)

50

(355)

38

(27)

48

(34)

2

(14)

5 Ample Career

Opportunities

19

(135)

3

(21)

70

(496)

45

(315)

4

(28)







positive


N

Mean

Std


Mean

Ranks

2

Asymp

Sig

Valid Missing

Rewards are Based


Recognition for


Incentives linked


Incentives linked

with Goals 141 0 297 918 000 -1200 4th 000

Ample Career




ISSN 1548-7741

wwwjoicsorg603















Respondents



Performance





Leaders 17 3332



Performance





Leaders 17 4212



Standards





Leaders 17 3385



ISSN 1548-7741

wwwjoicsorg604



Goals





Leaders 17 3212


Ample Career

Opportunities





Leaders 17 3085



Rewards Recognition

Rewards are

Based on

Performanc

e

Recognition

for Better

Performance

Incentives linked

with Standards

Incentives

linked with

Goals

Ample Career

Opportunities

Chi-Square 110259 86887 105545 104539 109392

df 4 4 4 4 4

Asymp Sig 000 000 000 000 000


iv) Stress







ISSN 1548-7741

wwwjoicsorg605


Sr

No

Variables Strongly

Agree


Disagree


of Job Expectations

65

(461)

65

(461)

3

(21)

4

(28)

3

(21)


their Roles

65

(461)

65

(461)

2

(14)

4

(28)

4

(28)


Work styles

14

(99)

77

(546)

29

(206)

17

(121)

2

(28)

4 Employees have No

Fear of Losing Job

14

(99)

68

(482)

41

(291)

18

(128)

-

5 Employees have

Flexible Work

Schedules

39

(277)

43

(305)

8

(57)

46

(326)

5

(35)

6 Employees can

Maintain Worklife

Balance

14

(99)

93

(305)

28

(199)

50

(355)

6

(43)









N

Mean

Std


Mean

Ranks

2

Asymp

Sig

Valid Missing

Clarity of Job

Expectations 140 1 168 833 1876 4797 1st 000








ISSN 1548-7741

wwwjoicsorg606














Clarity of Job

Expectations


Database Adm

Officers 41 8880

ITAnalyst and Sys

Eng 49 6469


Leaders 16 3706


Total 140


Database Adm

Officers 40 8878

ITAnalyst and Sys

Eng 49 6301


Leaders 17 4882


Total 140




ISSN 1548-7741

wwwjoicsorg607

Database Adm

Officers 41 9471

ITAnalyst and Sys

Eng 49 5477


Leaders 17 4497


Total 141


Database Adm

Officers 41 10300

ITAnalyst and Sys

Eng 49 4850


Leaders 17 4126


Total 141

Flexible Work

Schedules


Database Adm

Officers 41 11010

ITAnalyst and Sys

Eng 49 5012


Leaders 17 2482


Total 141










ISSN 1548-7741

wwwjoicsorg608


























stress level

BIBLIOGRAPHY






276


437ndash458





ISSN 1548-7741

wwwjoicsorg609




127(7)48-56


University Press







ISSN 1548-7741

wwwjoicsorg610


of Respondents


Easy Access to

Managers


Database Adm

Officers 41 7418

ITAnalyst and Sys

Eng 49 7964


Leaders 17 4135


Get Sufficient

Responsibility


Database Adm

Officers 41 7174

ITAnalyst and Sys

Eng 49 7789


Leaders 17 4635

Duties are Clearly

Defined


Database Adm

Officers 41 8100

ITAnalyst and Sys

Eng 49 7190


Leaders 17 4429



solve Grievances


Database Adm

Officers 41 7674

ITAnalyst and Sys

Eng 49 7173


Leaders 17 5035



ISSN 1548-7741

wwwjoicsorg599





ii) Commitment




Immediate Steps to

Solve Grievances


Database Adm

Officers 41 9454

ITAnalyst and Sys

Eng 49 6514


Leaders 17 4729








Easy Access

to Managers

Get Sufficient

Responsibility

Duties are

Clearly

Defined

Fair amp Equal

Opp to solve

Grievances

Immediate

Steps to

Solve

Grievances

Chi-Square 30097 14605 16203 27609 36428

df 4 4 4 4 4

Asymp Sig 000 006 003 000 000



ISSN 1548-7741

wwwjoicsorg600


commitment


Sr

No

Variables Strongly

Agree


Disagree


in the Same

Organization

- 27

(191)

89

(631)

21

(149)

4

(28)








N

Mean

Std


2

Asymp

Sig Valid Missing

141 0 301 676 546 884 000








Organization


Organization



ISSN 1548-7741

wwwjoicsorg601



RRespondents


Continue with

the Same

Organization


Database Adm

Officers 41 10511

ITAnalyst and Sys

Eng 49 7338


Leaders 17 3447


Total 141










been studied here



Commitme

nt


Organization

Chi-Square 99592

df 4

Asymp

Sig 000



ISSN 1548-7741

wwwjoicsorg602


Sr

No

Variables Strongly

Agree


Disagree


Performance

4

(28)

56

(397)

32

(227)

46

(326)

3

(21)


Performance

- 50

(355)

63

(447)

24

(17)

4

(28)


Standards

14

(99)

39

(277)

38

(27)

47

(333)

3

(21)


Goals

3

(21)

50

(355)

38

(27)

48

(34)

2

(14)

5 Ample Career

Opportunities

19

(135)

3

(21)

70

(496)

45

(315)

4

(28)







positive


N

Mean

Std


Mean

Ranks

2

Asymp

Sig

Valid Missing

Rewards are Based


Recognition for


Incentives linked


Incentives linked

with Goals 141 0 297 918 000 -1200 4th 000

Ample Career




ISSN 1548-7741

wwwjoicsorg603















Respondents



Performance





Leaders 17 3332



Performance





Leaders 17 4212



Standards





Leaders 17 3385



ISSN 1548-7741

wwwjoicsorg604



Goals





Leaders 17 3212


Ample Career

Opportunities





Leaders 17 3085



Rewards Recognition

Rewards are

Based on

Performanc

e

Recognition

for Better

Performance

Incentives linked

with Standards

Incentives

linked with

Goals

Ample Career

Opportunities

Chi-Square 110259 86887 105545 104539 109392

df 4 4 4 4 4

Asymp Sig 000 000 000 000 000


iv) Stress







ISSN 1548-7741

wwwjoicsorg605


Sr

No

Variables Strongly

Agree


Disagree


of Job Expectations

65

(461)

65

(461)

3

(21)

4

(28)

3

(21)


their Roles

65

(461)

65

(461)

2

(14)

4

(28)

4

(28)


Work styles

14

(99)

77

(546)

29

(206)

17

(121)

2

(28)

4 Employees have No

Fear of Losing Job

14

(99)

68

(482)

41

(291)

18

(128)

-

5 Employees have

Flexible Work

Schedules

39

(277)

43

(305)

8

(57)

46

(326)

5

(35)

6 Employees can

Maintain Worklife

Balance

14

(99)

93

(305)

28

(199)

50

(355)

6

(43)









N

Mean

Std


Mean

Ranks

2

Asymp

Sig

Valid Missing

Clarity of Job

Expectations 140 1 168 833 1876 4797 1st 000








ISSN 1548-7741

wwwjoicsorg606














Clarity of Job

Expectations


Database Adm

Officers 41 8880

ITAnalyst and Sys

Eng 49 6469


Leaders 16 3706


Total 140


Database Adm

Officers 40 8878

ITAnalyst and Sys

Eng 49 6301


Leaders 17 4882


Total 140




ISSN 1548-7741

wwwjoicsorg607

Database Adm

Officers 41 9471

ITAnalyst and Sys

Eng 49 5477


Leaders 17 4497


Total 141


Database Adm

Officers 41 10300

ITAnalyst and Sys

Eng 49 4850


Leaders 17 4126


Total 141

Flexible Work

Schedules


Database Adm

Officers 41 11010

ITAnalyst and Sys

Eng 49 5012


Leaders 17 2482


Total 141










ISSN 1548-7741

wwwjoicsorg608


























stress level

BIBLIOGRAPHY






276


437ndash458





ISSN 1548-7741

wwwjoicsorg609




127(7)48-56


University Press







ISSN 1548-7741

wwwjoicsorg610





ii) Commitment




Immediate Steps to

Solve Grievances


Database Adm

Officers 41 9454

ITAnalyst and Sys

Eng 49 6514


Leaders 17 4729








Easy Access

to Managers

Get Sufficient

Responsibility

Duties are

Clearly

Defined

Fair amp Equal

Opp to solve

Grievances

Immediate

Steps to

Solve

Grievances

Chi-Square 30097 14605 16203 27609 36428

df 4 4 4 4 4

Asymp Sig 000 006 003 000 000



ISSN 1548-7741

wwwjoicsorg600


commitment


Sr

No

Variables Strongly

Agree


Disagree


in the Same

Organization

- 27

(191)

89

(631)

21

(149)

4

(28)








N

Mean

Std


2

Asymp

Sig Valid Missing

141 0 301 676 546 884 000








Organization


Organization



ISSN 1548-7741

wwwjoicsorg601



RRespondents


Continue with

the Same

Organization


Database Adm

Officers 41 10511

ITAnalyst and Sys

Eng 49 7338


Leaders 17 3447


Total 141










been studied here



Commitme

nt


Organization

Chi-Square 99592

df 4

Asymp

Sig 000



ISSN 1548-7741

wwwjoicsorg602


Sr

No

Variables Strongly

Agree


Disagree


Performance

4

(28)

56

(397)

32

(227)

46

(326)

3

(21)


Performance

- 50

(355)

63

(447)

24

(17)

4

(28)


Standards

14

(99)

39

(277)

38

(27)

47

(333)

3

(21)


Goals

3

(21)

50

(355)

38

(27)

48

(34)

2

(14)

5 Ample Career

Opportunities

19

(135)

3

(21)

70

(496)

45

(315)

4

(28)







positive


N

Mean

Std


Mean

Ranks

2

Asymp

Sig

Valid Missing

Rewards are Based


Recognition for


Incentives linked


Incentives linked

with Goals 141 0 297 918 000 -1200 4th 000

Ample Career




ISSN 1548-7741

wwwjoicsorg603















Respondents



Performance





Leaders 17 3332



Performance





Leaders 17 4212



Standards





Leaders 17 3385



ISSN 1548-7741

wwwjoicsorg604



Goals





Leaders 17 3212


Ample Career

Opportunities





Leaders 17 3085



Rewards Recognition

Rewards are

Based on

Performanc

e

Recognition

for Better

Performance

Incentives linked

with Standards

Incentives

linked with

Goals

Ample Career

Opportunities

Chi-Square 110259 86887 105545 104539 109392

df 4 4 4 4 4

Asymp Sig 000 000 000 000 000


iv) Stress







ISSN 1548-7741

wwwjoicsorg605


Sr

No

Variables Strongly

Agree


Disagree


of Job Expectations

65

(461)

65

(461)

3

(21)

4

(28)

3

(21)


their Roles

65

(461)

65

(461)

2

(14)

4

(28)

4

(28)


Work styles

14

(99)

77

(546)

29

(206)

17

(121)

2

(28)

4 Employees have No

Fear of Losing Job

14

(99)

68

(482)

41

(291)

18

(128)

-

5 Employees have

Flexible Work

Schedules

39

(277)

43

(305)

8

(57)

46

(326)

5

(35)

6 Employees can

Maintain Worklife

Balance

14

(99)

93

(305)

28

(199)

50

(355)

6

(43)









N

Mean

Std


Mean

Ranks

2

Asymp

Sig

Valid Missing

Clarity of Job

Expectations 140 1 168 833 1876 4797 1st 000








ISSN 1548-7741

wwwjoicsorg606














Clarity of Job

Expectations


Database Adm

Officers 41 8880

ITAnalyst and Sys

Eng 49 6469


Leaders 16 3706


Total 140


Database Adm

Officers 40 8878

ITAnalyst and Sys

Eng 49 6301


Leaders 17 4882


Total 140




ISSN 1548-7741

wwwjoicsorg607

Database Adm

Officers 41 9471

ITAnalyst and Sys

Eng 49 5477


Leaders 17 4497


Total 141


Database Adm

Officers 41 10300

ITAnalyst and Sys

Eng 49 4850


Leaders 17 4126


Total 141

Flexible Work

Schedules


Database Adm

Officers 41 11010

ITAnalyst and Sys

Eng 49 5012


Leaders 17 2482


Total 141










ISSN 1548-7741

wwwjoicsorg608


























stress level

BIBLIOGRAPHY






276


437ndash458





ISSN 1548-7741

wwwjoicsorg609




127(7)48-56


University Press







ISSN 1548-7741

wwwjoicsorg610


commitment


Sr

No

Variables Strongly

Agree


Disagree


in the Same

Organization

- 27

(191)

89

(631)

21

(149)

4

(28)








N

Mean

Std


2

Asymp

Sig Valid Missing

141 0 301 676 546 884 000








Organization


Organization



ISSN 1548-7741

wwwjoicsorg601



RRespondents


Continue with

the Same

Organization


Database Adm

Officers 41 10511

ITAnalyst and Sys

Eng 49 7338


Leaders 17 3447


Total 141










been studied here



Commitme

nt


Organization

Chi-Square 99592

df 4

Asymp

Sig 000



ISSN 1548-7741

wwwjoicsorg602


Sr

No

Variables Strongly

Agree


Disagree


Performance

4

(28)

56

(397)

32

(227)

46

(326)

3

(21)


Performance

- 50

(355)

63

(447)

24

(17)

4

(28)


Standards

14

(99)

39

(277)

38

(27)

47

(333)

3

(21)


Goals

3

(21)

50

(355)

38

(27)

48

(34)

2

(14)

5 Ample Career

Opportunities

19

(135)

3

(21)

70

(496)

45

(315)

4

(28)







positive


N

Mean

Std


Mean

Ranks

2

Asymp

Sig

Valid Missing

Rewards are Based


Recognition for


Incentives linked


Incentives linked

with Goals 141 0 297 918 000 -1200 4th 000

Ample Career




ISSN 1548-7741

wwwjoicsorg603















Respondents



Performance





Leaders 17 3332



Performance





Leaders 17 4212



Standards





Leaders 17 3385



ISSN 1548-7741

wwwjoicsorg604



Goals





Leaders 17 3212


Ample Career

Opportunities





Leaders 17 3085



Rewards Recognition

Rewards are

Based on

Performanc

e

Recognition

for Better

Performance

Incentives linked

with Standards

Incentives

linked with

Goals

Ample Career

Opportunities

Chi-Square 110259 86887 105545 104539 109392

df 4 4 4 4 4

Asymp Sig 000 000 000 000 000


iv) Stress







ISSN 1548-7741

wwwjoicsorg605


Sr

No

Variables Strongly

Agree


Disagree


of Job Expectations

65

(461)

65

(461)

3

(21)

4

(28)

3

(21)


their Roles

65

(461)

65

(461)

2

(14)

4

(28)

4

(28)


Work styles

14

(99)

77

(546)

29

(206)

17

(121)

2

(28)

4 Employees have No

Fear of Losing Job

14

(99)

68

(482)

41

(291)

18

(128)

-

5 Employees have

Flexible Work

Schedules

39

(277)

43

(305)

8

(57)

46

(326)

5

(35)

6 Employees can

Maintain Worklife

Balance

14

(99)

93

(305)

28

(199)

50

(355)

6

(43)









N

Mean

Std


Mean

Ranks

2

Asymp

Sig

Valid Missing

Clarity of Job

Expectations 140 1 168 833 1876 4797 1st 000








ISSN 1548-7741

wwwjoicsorg606














Clarity of Job

Expectations


Database Adm

Officers 41 8880

ITAnalyst and Sys

Eng 49 6469


Leaders 16 3706


Total 140


Database Adm

Officers 40 8878

ITAnalyst and Sys

Eng 49 6301


Leaders 17 4882


Total 140




ISSN 1548-7741

wwwjoicsorg607

Database Adm

Officers 41 9471

ITAnalyst and Sys

Eng 49 5477


Leaders 17 4497


Total 141


Database Adm

Officers 41 10300

ITAnalyst and Sys

Eng 49 4850


Leaders 17 4126


Total 141

Flexible Work

Schedules


Database Adm

Officers 41 11010

ITAnalyst and Sys

Eng 49 5012


Leaders 17 2482


Total 141










ISSN 1548-7741

wwwjoicsorg608


























stress level

BIBLIOGRAPHY






276


437ndash458





ISSN 1548-7741

wwwjoicsorg609




127(7)48-56


University Press







ISSN 1548-7741

wwwjoicsorg610



RRespondents


Continue with

the Same

Organization


Database Adm

Officers 41 10511

ITAnalyst and Sys

Eng 49 7338


Leaders 17 3447


Total 141










been studied here



Commitme

nt


Organization

Chi-Square 99592

df 4

Asymp

Sig 000



ISSN 1548-7741

wwwjoicsorg602


Sr

No

Variables Strongly

Agree


Disagree


Performance

4

(28)

56

(397)

32

(227)

46

(326)

3

(21)


Performance

- 50

(355)

63

(447)

24

(17)

4

(28)


Standards

14

(99)

39

(277)

38

(27)

47

(333)

3

(21)


Goals

3

(21)

50

(355)

38

(27)

48

(34)

2

(14)

5 Ample Career

Opportunities

19

(135)

3

(21)

70

(496)

45

(315)

4

(28)







positive


N

Mean

Std


Mean

Ranks

2

Asymp

Sig

Valid Missing

Rewards are Based


Recognition for


Incentives linked


Incentives linked

with Goals 141 0 297 918 000 -1200 4th 000

Ample Career




ISSN 1548-7741

wwwjoicsorg603















Respondents



Performance





Leaders 17 3332



Performance





Leaders 17 4212



Standards





Leaders 17 3385



ISSN 1548-7741

wwwjoicsorg604



Goals





Leaders 17 3212


Ample Career

Opportunities





Leaders 17 3085



Rewards Recognition

Rewards are

Based on

Performanc

e

Recognition

for Better

Performance

Incentives linked

with Standards

Incentives

linked with

Goals

Ample Career

Opportunities

Chi-Square 110259 86887 105545 104539 109392

df 4 4 4 4 4

Asymp Sig 000 000 000 000 000


iv) Stress







ISSN 1548-7741

wwwjoicsorg605


Sr

No

Variables Strongly

Agree


Disagree


of Job Expectations

65

(461)

65

(461)

3

(21)

4

(28)

3

(21)


their Roles

65

(461)

65

(461)

2

(14)

4

(28)

4

(28)


Work styles

14

(99)

77

(546)

29

(206)

17

(121)

2

(28)

4 Employees have No

Fear of Losing Job

14

(99)

68

(482)

41

(291)

18

(128)

-

5 Employees have

Flexible Work

Schedules

39

(277)

43

(305)

8

(57)

46

(326)

5

(35)

6 Employees can

Maintain Worklife

Balance

14

(99)

93

(305)

28

(199)

50

(355)

6

(43)









N

Mean

Std


Mean

Ranks

2

Asymp

Sig

Valid Missing

Clarity of Job

Expectations 140 1 168 833 1876 4797 1st 000








ISSN 1548-7741

wwwjoicsorg606














Clarity of Job

Expectations


Database Adm

Officers 41 8880

ITAnalyst and Sys

Eng 49 6469


Leaders 16 3706


Total 140


Database Adm

Officers 40 8878

ITAnalyst and Sys

Eng 49 6301


Leaders 17 4882


Total 140




ISSN 1548-7741

wwwjoicsorg607

Database Adm

Officers 41 9471

ITAnalyst and Sys

Eng 49 5477


Leaders 17 4497


Total 141


Database Adm

Officers 41 10300

ITAnalyst and Sys

Eng 49 4850


Leaders 17 4126


Total 141

Flexible Work

Schedules


Database Adm

Officers 41 11010

ITAnalyst and Sys

Eng 49 5012


Leaders 17 2482


Total 141










ISSN 1548-7741

wwwjoicsorg608


























stress level

BIBLIOGRAPHY






276


437ndash458





ISSN 1548-7741

wwwjoicsorg609




127(7)48-56


University Press







ISSN 1548-7741

wwwjoicsorg610


Sr

No

Variables Strongly

Agree


Disagree


Performance

4

(28)

56

(397)

32

(227)

46

(326)

3

(21)


Performance

- 50

(355)

63

(447)

24

(17)

4

(28)


Standards

14

(99)

39

(277)

38

(27)

47

(333)

3

(21)


Goals

3

(21)

50

(355)

38

(27)

48

(34)

2

(14)

5 Ample Career

Opportunities

19

(135)

3

(21)

70

(496)

45

(315)

4

(28)







positive


N

Mean

Std


Mean

Ranks

2

Asymp

Sig

Valid Missing

Rewards are Based


Recognition for


Incentives linked


Incentives linked

with Goals 141 0 297 918 000 -1200 4th 000

Ample Career




ISSN 1548-7741

wwwjoicsorg603















Respondents



Performance





Leaders 17 3332



Performance





Leaders 17 4212



Standards





Leaders 17 3385



ISSN 1548-7741

wwwjoicsorg604



Goals





Leaders 17 3212


Ample Career

Opportunities





Leaders 17 3085



Rewards Recognition

Rewards are

Based on

Performanc

e

Recognition

for Better

Performance

Incentives linked

with Standards

Incentives

linked with

Goals

Ample Career

Opportunities

Chi-Square 110259 86887 105545 104539 109392

df 4 4 4 4 4

Asymp Sig 000 000 000 000 000


iv) Stress







ISSN 1548-7741

wwwjoicsorg605


Sr

No

Variables Strongly

Agree


Disagree


of Job Expectations

65

(461)

65

(461)

3

(21)

4

(28)

3

(21)


their Roles

65

(461)

65

(461)

2

(14)

4

(28)

4

(28)


Work styles

14

(99)

77

(546)

29

(206)

17

(121)

2

(28)

4 Employees have No

Fear of Losing Job

14

(99)

68

(482)

41

(291)

18

(128)

-

5 Employees have

Flexible Work

Schedules

39

(277)

43

(305)

8

(57)

46

(326)

5

(35)

6 Employees can

Maintain Worklife

Balance

14

(99)

93

(305)

28

(199)

50

(355)

6

(43)









N

Mean

Std


Mean

Ranks

2

Asymp

Sig

Valid Missing

Clarity of Job

Expectations 140 1 168 833 1876 4797 1st 000








ISSN 1548-7741

wwwjoicsorg606














Clarity of Job

Expectations


Database Adm

Officers 41 8880

ITAnalyst and Sys

Eng 49 6469


Leaders 16 3706


Total 140


Database Adm

Officers 40 8878

ITAnalyst and Sys

Eng 49 6301


Leaders 17 4882


Total 140




ISSN 1548-7741

wwwjoicsorg607

Database Adm

Officers 41 9471

ITAnalyst and Sys

Eng 49 5477


Leaders 17 4497


Total 141


Database Adm

Officers 41 10300

ITAnalyst and Sys

Eng 49 4850


Leaders 17 4126


Total 141

Flexible Work

Schedules


Database Adm

Officers 41 11010

ITAnalyst and Sys

Eng 49 5012


Leaders 17 2482


Total 141










ISSN 1548-7741

wwwjoicsorg608


























stress level

BIBLIOGRAPHY






276


437ndash458





ISSN 1548-7741

wwwjoicsorg609




127(7)48-56


University Press







ISSN 1548-7741

wwwjoicsorg610















Respondents



Performance





Leaders 17 3332



Performance





Leaders 17 4212



Standards





Leaders 17 3385



ISSN 1548-7741

wwwjoicsorg604



Goals





Leaders 17 3212


Ample Career

Opportunities





Leaders 17 3085



Rewards Recognition

Rewards are

Based on

Performanc

e

Recognition

for Better

Performance

Incentives linked

with Standards

Incentives

linked with

Goals

Ample Career

Opportunities

Chi-Square 110259 86887 105545 104539 109392

df 4 4 4 4 4

Asymp Sig 000 000 000 000 000


iv) Stress







ISSN 1548-7741

wwwjoicsorg605


Sr

No

Variables Strongly

Agree


Disagree


of Job Expectations

65

(461)

65

(461)

3

(21)

4

(28)

3

(21)


their Roles

65

(461)

65

(461)

2

(14)

4

(28)

4

(28)


Work styles

14

(99)

77

(546)

29

(206)

17

(121)

2

(28)

4 Employees have No

Fear of Losing Job

14

(99)

68

(482)

41

(291)

18

(128)

-

5 Employees have

Flexible Work

Schedules

39

(277)

43

(305)

8

(57)

46

(326)

5

(35)

6 Employees can

Maintain Worklife

Balance

14

(99)

93

(305)

28

(199)

50

(355)

6

(43)









N

Mean

Std


Mean

Ranks

2

Asymp

Sig

Valid Missing

Clarity of Job

Expectations 140 1 168 833 1876 4797 1st 000








ISSN 1548-7741

wwwjoicsorg606














Clarity of Job

Expectations


Database Adm

Officers 41 8880

ITAnalyst and Sys

Eng 49 6469


Leaders 16 3706


Total 140


Database Adm

Officers 40 8878

ITAnalyst and Sys

Eng 49 6301


Leaders 17 4882


Total 140




ISSN 1548-7741

wwwjoicsorg607

Database Adm

Officers 41 9471

ITAnalyst and Sys

Eng 49 5477


Leaders 17 4497


Total 141


Database Adm

Officers 41 10300

ITAnalyst and Sys

Eng 49 4850


Leaders 17 4126


Total 141

Flexible Work

Schedules


Database Adm

Officers 41 11010

ITAnalyst and Sys

Eng 49 5012


Leaders 17 2482


Total 141










ISSN 1548-7741

wwwjoicsorg608


























stress level

BIBLIOGRAPHY






276


437ndash458





ISSN 1548-7741

wwwjoicsorg609




127(7)48-56


University Press







ISSN 1548-7741

wwwjoicsorg610



Goals





Leaders 17 3212


Ample Career

Opportunities





Leaders 17 3085



Rewards Recognition

Rewards are

Based on

Performanc

e

Recognition

for Better

Performance

Incentives linked

with Standards

Incentives

linked with

Goals

Ample Career

Opportunities

Chi-Square 110259 86887 105545 104539 109392

df 4 4 4 4 4

Asymp Sig 000 000 000 000 000


iv) Stress







ISSN 1548-7741

wwwjoicsorg605


Sr

No

Variables Strongly

Agree


Disagree


of Job Expectations

65

(461)

65

(461)

3

(21)

4

(28)

3

(21)


their Roles

65

(461)

65

(461)

2

(14)

4

(28)

4

(28)


Work styles

14

(99)

77

(546)

29

(206)

17

(121)

2

(28)

4 Employees have No

Fear of Losing Job

14

(99)

68

(482)

41

(291)

18

(128)

-

5 Employees have

Flexible Work

Schedules

39

(277)

43

(305)

8

(57)

46

(326)

5

(35)

6 Employees can

Maintain Worklife

Balance

14

(99)

93

(305)

28

(199)

50

(355)

6

(43)









N

Mean

Std


Mean

Ranks

2

Asymp

Sig

Valid Missing

Clarity of Job

Expectations 140 1 168 833 1876 4797 1st 000








ISSN 1548-7741

wwwjoicsorg606














Clarity of Job

Expectations


Database Adm

Officers 41 8880

ITAnalyst and Sys

Eng 49 6469


Leaders 16 3706


Total 140


Database Adm

Officers 40 8878

ITAnalyst and Sys

Eng 49 6301


Leaders 17 4882


Total 140




ISSN 1548-7741

wwwjoicsorg607

Database Adm

Officers 41 9471

ITAnalyst and Sys

Eng 49 5477


Leaders 17 4497


Total 141


Database Adm

Officers 41 10300

ITAnalyst and Sys

Eng 49 4850


Leaders 17 4126


Total 141

Flexible Work

Schedules


Database Adm

Officers 41 11010

ITAnalyst and Sys

Eng 49 5012


Leaders 17 2482


Total 141










ISSN 1548-7741

wwwjoicsorg608


























stress level

BIBLIOGRAPHY






276


437ndash458





ISSN 1548-7741

wwwjoicsorg609




127(7)48-56


University Press







ISSN 1548-7741

wwwjoicsorg610


Sr

No

Variables Strongly

Agree


Disagree


of Job Expectations

65

(461)

65

(461)

3

(21)

4

(28)

3

(21)


their Roles

65

(461)

65

(461)

2

(14)

4

(28)

4

(28)


Work styles

14

(99)

77

(546)

29

(206)

17

(121)

2

(28)

4 Employees have No

Fear of Losing Job

14

(99)

68

(482)

41

(291)

18

(128)

-

5 Employees have

Flexible Work

Schedules

39

(277)

43

(305)

8

(57)

46

(326)

5

(35)

6 Employees can

Maintain Worklife

Balance

14

(99)

93

(305)

28

(199)

50

(355)

6

(43)









N

Mean

Std


Mean

Ranks

2

Asymp

Sig

Valid Missing

Clarity of Job

Expectations 140 1 168 833 1876 4797 1st 000








ISSN 1548-7741

wwwjoicsorg606














Clarity of Job

Expectations


Database Adm

Officers 41 8880

ITAnalyst and Sys

Eng 49 6469


Leaders 16 3706


Total 140


Database Adm

Officers 40 8878

ITAnalyst and Sys

Eng 49 6301


Leaders 17 4882


Total 140




ISSN 1548-7741

wwwjoicsorg607

Database Adm

Officers 41 9471

ITAnalyst and Sys

Eng 49 5477


Leaders 17 4497


Total 141


Database Adm

Officers 41 10300

ITAnalyst and Sys

Eng 49 4850


Leaders 17 4126


Total 141

Flexible Work

Schedules


Database Adm

Officers 41 11010

ITAnalyst and Sys

Eng 49 5012


Leaders 17 2482


Total 141










ISSN 1548-7741

wwwjoicsorg608


























stress level

BIBLIOGRAPHY






276


437ndash458





ISSN 1548-7741

wwwjoicsorg609




127(7)48-56


University Press







ISSN 1548-7741

wwwjoicsorg610














Clarity of Job

Expectations


Database Adm

Officers 41 8880

ITAnalyst and Sys

Eng 49 6469


Leaders 16 3706


Total 140


Database Adm

Officers 40 8878

ITAnalyst and Sys

Eng 49 6301


Leaders 17 4882


Total 140




ISSN 1548-7741

wwwjoicsorg607

Database Adm

Officers 41 9471

ITAnalyst and Sys

Eng 49 5477


Leaders 17 4497


Total 141


Database Adm

Officers 41 10300

ITAnalyst and Sys

Eng 49 4850


Leaders 17 4126


Total 141

Flexible Work

Schedules


Database Adm

Officers 41 11010

ITAnalyst and Sys

Eng 49 5012


Leaders 17 2482


Total 141










ISSN 1548-7741

wwwjoicsorg608


























stress level

BIBLIOGRAPHY






276


437ndash458





ISSN 1548-7741

wwwjoicsorg609




127(7)48-56


University Press







ISSN 1548-7741

wwwjoicsorg610

Database Adm

Officers 41 9471

ITAnalyst and Sys

Eng 49 5477


Leaders 17 4497


Total 141


Database Adm

Officers 41 10300

ITAnalyst and Sys

Eng 49 4850


Leaders 17 4126


Total 141

Flexible Work

Schedules


Database Adm

Officers 41 11010

ITAnalyst and Sys

Eng 49 5012


Leaders 17 2482


Total 141










ISSN 1548-7741

wwwjoicsorg608


























stress level

BIBLIOGRAPHY






276


437ndash458





ISSN 1548-7741

wwwjoicsorg609




127(7)48-56


University Press







ISSN 1548-7741

wwwjoicsorg610


























stress level

BIBLIOGRAPHY






276


437ndash458





ISSN 1548-7741

wwwjoicsorg609




127(7)48-56


University Press







ISSN 1548-7741

wwwjoicsorg610




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ISSN 1548-7741

wwwjoicsorg610

a study of tech mahindra pvt. ltd. - garud college

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