factors associated with quality of work life of plantation ...them in the kodagu district of...

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Factors associated with Quality of Work Life of plantation workers-

a study of Coffee Plantations in Karnataka

by Mrs. Nirmala K.D[a]

Dr. D. Anand[b]

Abstract

The Plantation Sector plays a vital role in India’s economy. It is a significant contributor

not only to the national income as a source of export earnings but also as a contributor towards

the employment of millions of people (2 million in India). Despite several decades of progress of

the plantation industry in India, plantation workers have remained less developed and isolated.

The presence of a good Quality of Work Life leads to numerous positive outcomes. Quality of

work life can be defined as the environment at the work place provided to the people on the job.

Through QWL programs, employers discharge their responsibility of providing a congenial

environment where people can perform excellent work. There are many studies on QWL in the

organized sector but not much in the unorganized sector especially in the plantation sector. This

sector is labour intensive and hence the productivity depends on the work force. The aim of this

study is to determine the factors which influence the Quality of Work Life in the Coffee

plantations of Karnataka. The coffee growing districts of Kodagu, Chickmagalur and Hassan

were considered for the study. The factors chosen represented a hybrid model for assessing QWL

in the Coffee Plantation based on existing models in the literature. The data analysis using

Cronbach’s alpha indicated that the model adopted was valid and reliable.

Key Words: Quality of Work Life (QWL), Coffee Plantation, Reliability

[a]Mrs. Nirmala K.D,

Assistant Professor in Business

administration,

Government First Grade College,

Virajpet, Kodagu District,

Karnataka State, India.

Ph : 9900894486

Email : [email protected]

[b]Dr. D. Anand,

Professor,

BIMS, University of Mysore,

Mysore, Karnataka State, India.



1. Introduction

The Plantation Sector is a significant contributor not only to the national income as a

source of export earnings but also as a contributor towards the employment of millions of people

(2 million in India) including to a large extent women and hence occupies an important place in

the social and economic planning of the country.

The plantation sector consists of tea, coffee, rubber and cardamom. It occupies an

important place in India’s economy. The term ‘Plantation’ has been defined under the Plantation

Labour Act, 1951 to include any plantation to which the Act, whether wholly or in parts, applies

and includes offices, hospitals, dispensaries, schools and other premises used for any purpose

connected with such plantation. Section 1(4) of the Act applies to any land used or intends to be

used for growing tea, coffee, rubber, cinchona and cardamom which measures 5 hectares or more

and in which fifteen or more persons are employed or were employed on any day of the

preceding twelve months.

A peculiar feature of plantation labour, especially in tea, coffee and cardamom

plantations, is that it is recruited on a family basis from distant villages as most of the estates are

situated in remote places of high attitudes where workers are not easily available. As a settled

labour force is essential, whole families are usually employed.

Plantation work is agricultural in nature. Picking of coffee beans is the chief job. The

other tasks include weeding, application of fertilizers, digging trenches. Pepper and cardamom

cultivation in the coffee plantations offer additional work to the workers. Plantations which have

their own pulping and curing works also employ the same workers in these units. The Workforce

profile of plantations includes men, women and adolescents. The workers may be permanent, or

temporary (usually of migrant/ contract status). A majority of the workers in the plantation

sector are women.

Plantation industry is labour intensive and hence its productivity depends to a large extent

on the workers. A productive workforce is increasingly important. Despite several decades of

progress of the plantation industry in India, plantation workers have remained less developed and

isolated. There is an inbuilt vulnerability as they belong to the social and economically

underprivileged sections of society. The production and productivity of plantations depend

heavily on the performance of these workers employed therein. Therefore, the welfare, morale,

and motivation of these workers must be accorded importance by the planners and promoters of

the plantation industry.

The Plantation Labour Act, 1951 of India has been considered as one of the most

comprehensive pieces of labour welfare legislations. This is the only Act that seeks to raise the

living standards of plantation workers. It contains several provisions related to housing

conditions, health and hygiene, education and social welfare. It, therefore, has a great deal of



potential for improving the working and living conditions of plantation labour. Plantation

Workers’ Quality of Work Life (QWL) and Quality of Living (QOL) are closely associated as

most of them reside within the plantations. Many extrinsic and intrinsic job factors such as

wages, working conditions, hours of work, the nature of work, social support etc. help in

improving the productivity and these put together constitute QWL. Many authors, psychologists

and management thinkers agree that it is difficult to clearly explain the concept of Quality of

Work Life. Different people will have different perspectives as to what exactly constitutes a high

quality of work life. The impact of work life on the individual is the outcome of many interacting

factors which differ from group to group and which changes from time to time. The concept of

quality of work life is not popular in the unorganized sector such as agriculture and plantations.

QWL can be viewed in terms of employees’ perceptions of their physical and psychological

well-being at work. According to Harrison, it is the degree to which work in an organization

contributes to material and psychological well-being of its members.

“QWL is a way of thinking about people, work and organizations, its distinctive elements

are (i) concern about the impact of work on people as well as on organizational effectiveness and

(ii) the idea of participation in organizational problem solving and decision making.” (Nadler &

Lawler)

QWL is viewed as the gamut under which employees feel fully satisfied with the working

environment and extend their whole hearted cooperation and support to the management to

improve productivity and work environment.

Importance of Coffee in Indian economy

The Indian Coffee industry is the fifth largest in the world followed after Brazil, Vietnam,

Indonesia and Colombia. Coffee production in India is dominated in Karnataka, Kerala and

Tamil Nadu which form the traditional coffee growing regions of South India, followed by the

new areas developed in the non-traditional areas like Andhra Pradesh and Orissa as well.

Coffee Production in India is dominated in the hill tracts of South India. Karnataka

accounts for 79.3%, followed by Kerala 21.8% and Tamil Nadu 6.1% of the total Coffee

produced. Indian Coffee is one of the finest coffees grown in the shade rather than direct sunlight

as in other parts of the world. It is grown under monsoon rainfall conditions. Almost 80% of the

country’s coffee production is exported

The coffee sector in Karnataka is an important economic activity in terms of income

generation, employment creation, foreign exchange earnings and tax revenue. Over the years, the

economic performance of coffee has had repercussions on all spheres of life - farm input

suppliers and the transport sector; on savings and investment; consumption of goods; and



households’ ability to pay for education, health and other services. Kodagu or Coorg,

Chickmagalur and Hassan are the Coffee growing districts in Karnataka.

The history of coffee cultivation in India dates back to the 17th

century when Baba Budan

, a pilgrim travelling to the holy places of Islam, brought back seven coffee seeds from Yemen

and planted them in the hills of Chandragiri( now in Chickmagalur district), as a result of which

the hills were named after the pilgrim. The first plantation thus arose in 1840 around Baba

Budangiri. Gradually the cultivation spread. The commercial exploitation of coffee made many

pioneering planters to take to this cultivation. Over the years large plantations emerged, most of

them in the Kodagu district of Karnataka.

Statistics (State/ Acreage/ Production/ Labour)

Coffee production in India has grown rapidly from 18,893 tonnes in 1950–51 to 302,000

tonnes in 2010-11 and grown by 4.7 percent during the last six decades. According to the latest

statistics published by the Coffee Board of India, the area of coffee harvested in India is 360,485

hectares, with yield estimates of 838 Kg per hectare forming a total production estimate of

302,000 tonnes.

Table 1: Trends in Planted Area, Production and Labour employed in Coffee Plantations in

Karnataka(2013-14)

District Planted Area (Ha)

2012-13

Production (MT) Average Daily

Number of Persons employed

Chickmagalur 88853 68890 134029

Kodagu 104780 1,11,860 254628

Hassan 36025 30,350 90796

Total 229658 2,11,100 479453

Ha : Hectares ; MT: Million tonnes

Source: Coffee Board of India



Table 2: Planted Area & Production of States (2013-14)

State Planted Area (Ha) Production(MT)

(MT)

% to India

Karnataka 229658 211100 69.3%

Kerala 84948 66675 21.8%

Tamil Nadu 31344 18755 6.1%

Non-Traditional areas 58600 7760 2.5%

N-E Region 5140 190 0.06%

409690 304,500 100

Source: Coffee Board of India

1. Review of Literature

1) Legislative enactments -Plantation Act,1951

2) Quality of Work Life in General

3) Review of studies related to Plantation Sector

1) Legislative Enactments

Before independence, the only specific legislative enactment covering plantations was the

Tea District Emigrant Labour Act, 1932, to regulate employment of labour in the tea gardens of

Assam. Though Workman’s Compensation Act, 1923, was applied to plantation workers, it did

not confer any substantial benefit. The Payment of Wages Act, 1936, though it applied to

plantations, was concerned with the mode of payment of wages only. The Labour Investigation

Committee (Rege Committee) noted that conditions of life and employment on plantations were

different from those in other industries and recommended the creation of a Plantation Labour

Code (PLC). The Plantations Labour Act (PLA), 1951 was enacted on the recommendations of

the Committee.

The Plantation Labour Act, 1951 of India has been considered as one of the most

comprehensive pieces of labour welfare legislations. It is a Central Act administered by the state

governments through the rules framed by them guided by a model provided by the centre.This is

the only Act that seeks to raise the living standards of plantation workers. This Act covers all

plantations measuring five hectares or more and employing 15 or more persons. It contains

several provisions related to housing conditions, health and hygiene, education and social

welfare. It, therefore, has a great deal of potential for improving the working and living

conditions of plantation labour.



In addition, other enactments such as Contract Labour (Regulation and Abolition) Act,

1970; Employee’s Provident Funds and Miscellaneous Provisions Act, 1952; Industrial Disputes

Act, 1947; Industrial Employment (Standing Orders) Act, 1946; Maternity Benefit Act, 1961;

Minimum Wages Act, 1948; Payment of Bonus Act, 1965; Payment of Gratuity Act, 1972;

Payment of Wages Act, 1936; Trade Unions Act, 1926; Workmen Compensation Act, 1923;

among others, ensure the security, rights, and welfare of the workers in the plantation industry.

2) Quality of Work Life in General

Appreciation of the human factor has been growing in companies over recent years,

resulting in the increased importance of QWL due to changes in the workplace and employment.

The QWL concept emerged in 1959 as a study to understand an individual’s reaction to work and

has subsequently undergone changes.The Hawthorne experiments conducted by Elton Mayo and

his Harvard associates studied the inter-relatedness of various elements at work such as changes

in physical conditions including working hours, rest pauses, monotony, fatigue, incentives,

employees attitude, the social relations among workers and between workers and their bosses on

morale, productivity and job satisfaction. After analyzing the results, Mayo concluded that

workers were motivated by psychological conditions more than physical working conditions. It

is said that Elton Mayo founded the Human Relations School whose offspring is the Quality of

Working Life Movement.

Walton (1975) proposed eight major conceptual categories relating to Quality of Work

Life as (1) adequate and fair compensation, (2) safe and healthy working conditions, (3)

immediate opportunity to use and develop human capacities (4) opportunity for continued

growth and security, (5) social integration in the work organization, (6) constitutionalism in the

work organization, (7) work and total life space and (8) social relevance of work life.

Several published works have addressed the constructs that make up the Quality of Work

Life domain and key elements of Quality of Work Life programs.

Chris Argyris (1975) , in his work on Personality & Organization defined Quality of

Work Life as those perceived important personal needs including growth and security which an

individual tries to satisfy by working in an organization.

Lawler (1975) suggested that turnover, absenteeism, drug abuse, alcoholism, job related

mental and physical illnesses helps in assessing ones’ quality of work life

According to Glasier (1976), job security, good working environment, adequate and fair

compensation, equal employment opportunity all go together to produce a good quality of work

life.

Taylor (1979) suggested that quality of work life concepts may vary according to

organizations and employee group though he rationally identified certain essential components



as basic intrinsic job factors such as wages, hours and working conditions and intrinsic ones such

as job itself.

Implementation of Quality of Work Life process results in reduction of minor accidents

at the work place as also reduction of grievances, absenteeism and turnover rates (Havlovic,

1991). Satisfaction with wages, working hours, working environment, equal employment

opportunities and opportunities for advancement and protection of individual rights are

associated with Quality of Work Life (Mirvis & Lawler, 1984).

According to Rao and Pereira (1989), Quality of Work Life covers a person’s feeling

about every dimension of work, including economic rewards and benefits, security, safe and

healthy working conditions, organizational and inter-personnel relationships.

Cunningham J.B and T. Eberle (1990) identified task, physical environment, social

environment within the organization, administrative system and relationship between life on and

off the job as relevant factors to quality of work life.

According to Riggio (1990), an employee who feels a great deal of work related well-

being and little job stress is bound to have a good quality of work Life.

Bertrand and Scott (1992) in their study ―Designing Quality into Work Life found that

improvements in the quality of work life are achieved not only through external or structural

modifications, but more importantly through improved relations between supervisors and

subordinates.

Gershuny (2001) opined that a good quality of work life leads to happiness and

contentment whereas a poor quality of work life contributes to ill-health, mental disturbance all

leading to depression as body and mind are correlated. Working for long hours and little or no

exercise causes physical and mental illness. The essence of quality of work life is a balance

between work and leisure.

Thomas A. Wyatt & Chay Yue Wah (2001) studied the perceptions of Quality of Work

Life among Singaporean employees and concluded that a supportive management and a

favourable work environment, personal growth and autonomy, the nature of the job and

stimulating opportunities and co-workers were the underlying dimensions of Quality of Work

Life.

Ashok Mehta (2004) opined that an individual leading a happy life will certainly have a

better quality of working Life.

Islam & Siengthai (2009) identified mode of wages payment, working conditions,

working time, health hazards issue, financial and non-financial benefits and management

behavior towards employees as major factors influencing Quality of Work Life.



3) Review of studies related to Plantation Sector

Bhowmik (1980) based on the findings of a field investigation conducted among tea

plantation workers in North Bengal, considers coercion, low wages and immigrant labour as

three important components of plantation system which ensured high profits to planters and at

the same time they prevented the growth of a labour market and workers were deprived of a

market wage.

Sarkar (1984) made a socio economic study of tea plantation industry with special

emphasis on the aspect of labour. In the initial stages the worker’s life in estates was

comparatively good with housing, medical services, crèches, primary schooling .but as industry

expanded, the attitude gradually changed to being detrimental to the interests of workers.

Absenteeism and alcoholism were major problems.

Prasannewari (1984) analysed the labour relations in tea gardens of North Bengal based on

the field work conducted in Dooars. The indifference of the management to implement several

statutory provisions of PLA for workers is one among several factors affecting the labour

relations. The gradual decline in employment in tea gardens and the limited employment

prospects outside them were one of the causes of conflicts between workers and management.

The unions failed to make the management implement various provisions of PLA which resulted

in a variety of potentially explosive situations.

Raman (1986) examined socio-economic conditions of South Indian Tea Plantation

workers in Kerala, Tamil Nadu & Karnataka. It was found that in the labour market two kinds of

labour were employed- permanent and temporary and only in Karnataka casual/ contract workers

were employed. Another important factor noted by the investigator is that the productivity of

women workers is high. Overall the living conditions are poor which includes inadequate

drinking water, poor housing medical and inadequate medical facilities.

Sarkar & Bhowmik (1988) made a study on West Bengal Tea Plantation Industry. They

found that participation of women in TU activity is low and major reasons are low literacy rate,

inequality, low political consciousness and household duties.

Kurian (1990) made a study on socio-economic background of women workers in tea

plantations in Munnar, Kerala. The study focused on personal and family background of women

workers, economic and living conditions, income & expenditure pattern, standard of living, social

status and welfare facilities. Most of the workers are women and they get housing facilities, day

care and social security benefits such as gratuity, family pension and maternity benefits. Despite

these, their socio-economic status is found to be poor. Consumption of nutrients is low and the

workers are not happy with leave facilities and job security.



Kavetsa Adagala (1991) studied the harsh realities of the plantation workers in the coffee

plantations of Kenya. The gap between labour input and wages received, the extreme poverty

among the workers and the health and nutrition status of the women and children in the

plantations all these were a matter of grave concern.

The Plantation Labour Act has a direct bearing on the level of living of marginalized

sections of plantation labour force namely women and children. Kurian (1997) has studied the

socio-economic aspects of women workers in the plantation sector (including tea, coffee, rubber

and cardamom) in Kerala. Perhaps this is one among very few studies which has examined the

challenges faced by the workers in the plantation sector across multiple crops. Through this study

the deteriorating living conditions of the women labour force was highlighted. Moreover, it was

found that the provisions of PLA were not implemented fully and the physical quality of life of

these women was far from satisfactory.

1. Objectives of the Study

The broad objectives of the study are to examine the quality of work life in the coffee

Plantations of Karnataka. Keeping this in view, the following specific objectives are set for the

study.

1) To analyze the socio economic and demographic background of the workers in the coffee

plantations.

2) To study and identify various factors affecting quality of work life of the workers in the

coffee plantations.

3) To locate the most important factor/ factors of quality of work life of the workers of the

coffee plantations.

2. Methodology

In pursuance of the above mentioned objectives, the following methodology was adopted for

this study. The study is an empirical one based on both primary and secondary data. The

secondary data have been drawn from various publications of the Coffee board of India and

United Planters’ Association of South India and also from similar research studies, books and

journals dealing with the subject and various reports published by agencies working in this field

were the other sources of secondary data.

Primary Data

The study is mainly based on primary data, obtained from a well designed interview

schedule. A pilot survey study among a sample of fifty workers was done to validate the

instrument. Twenty plantations covering 150 workers formed the sample.



3. Data Analysis

Table 3: Socio-Economic & Demographic profile of Respondents

Gender % Experience in current plantation

Male 53% 0 – 5 years 34%

Female 47% 6 – 10 years 35%

Nature of Employment 11 – 18 years 14.4%

Permanent 48% 19 – 55 years 11.5%

Contract 29% >25 years 6.1%

Temporary 23% Total Experience

Age 0 – 5 years 16.7%

<25 yrs 7.5% 6 – 10 years 31.8%

25-35 yrs 50% 11 – 18 years 25%

36-45 yrs 36.8% 19 – 55 years 19.1%

46-60 yrs 16% >25 years 9.6%

>60 yrs 0.7% Income (monthly)

Marital status < Rs. 5000 38.4%

Married 97% Rs. 5000-10000 48.5%

Single 03% Rs. 10000-15000 1.1%

Place of stay Savings

Within the Plantation 61% YES 71%

Outside the Plantation 39% NO 39%



Major factors analysed & model proposed

After reviewing the Literature on Quality of Work Life in various sectors both organized

and unorganized and taking into account that no study on Quality of Work Life was attempted in

the Plantation Sector, the following factors were considered addressing aspects related to the

characteristics of this sector and the type of labour it employs. They are presented in the

following table:

Table 4: Dimensions of proposed QWL Model

Factors /Constructs Sub Variables Identified References

V I

Compensation

Factors

(8 sub variables )

Wages in comparison with cost of living.

External Equity in Wages.

Overtime wages.

Incentives.

Monetary benefits incl. provident fund.

Advance payment when required

Prompt wage payment

Psychological Attachment

(WALTON, 1973);

(WESTLEY, 1979);

(ZHU & LONG, 2008)

and (SIRGY et al.,

2001).

V.2

Welfare Factors

(Incl. Work

Environment)

(12 sub- variables)

Housing Facility

Travelling Allowance

Drinking water facilities,

Sanitary facilities

Washing Facilities

First aid/ Medical facilities

Maternity Benefits

Creche Facilities

Educational assistance for children

Leave Facilities

Compensation for accidents at work place

(WALTON, 1973);

(WESTLEY, 1979);

(ZHU & LONG, 2008)

and (SIRGY et al.,

2001).

V 3

Work

Characteristics

(10 sub variables )

Daily work hours

Work Load

Freedom at Work

Adequate Rest Periods

Provision of tools and implements

Safety Equipments

Undue Work Pressures

(WALTON, 1973);

(HACKMAN &

OLDHAM, 1975);

(WESTLEY, 1979);

(WERTHER &

DAVIS, 1983) and



Occupational stress

Health after day’s work

Job Security

(ZHU & LONG, 2008).

V 4

Social Orientation at

work place

(8 sub variables )

Feeling of a sense of one community

Respect at Work Place

Absence of prejudice.

Attention to grievances.

Relation with the supervisor

Relationship with co-workers.

Absence of harassment at work place

Counseling services.

(WALTON, 1973);

(HACKMAN &

OLDHAM, 1975);

(WESTLEY, 1979);

(SIRGY et al., 2001)

and (ZHU & LONG,

2008).

V 5

Constitutionalism

(6 sub variables )

Concern for welfare of workers

Rules & Regulations at the work place

Equal treatment in all matters

Individual opinions are valued

Workers’ Rights are respected

Conflict Resolution Machinery

WALTON, 1973) and

(WESTLEY, 1979).

V 6

Relationship

between work life

and family life.

(5 sub variables )

Spending quality time with family

Support from family

Sufficient personal time

Respect from family for the work done

Absence of Family conflicts due to work

(WALTON, 1973);


and (ZHU & LONG,

2008).

V7

Social Relevance of

the Work

(5 sub variables )

Sense of pride in the work they do

Respect from family for the work they do

Social standing as a result of the work they do

Improvement in the family’s standard of

living

Pride to work for the present employer

(WALTON, 1973);

(HACKMAN &

OLDHAM, 1975);


and (ZHU & LONG,

2008).

V 8

Life Comforts as a

Work Outcome

(6 sub variables )

Able to educate children

Able to purchase certain gadgets for family’s

comfort and entertainment

Able to rear livestock for additional income

Able to insure self /family

Able to take family for outings



Constructs and Definitions

1) Adequate Compensation: All studies have identified compensation as fundamental to a

good quality of work life. All human beings work for livelihood. This influences their

quality of life. Remuneration helps an individual to satisfy his and his family’s needs and

ensures a decent standard of living. However, what matters here is that the compensation

must be adequate, also external and internal equity maintained .In addition monetary and

non-monetary benefits in the package is necessary to motivate the workforce for

increased productivity.

2) Welfare Measures: Workers must be provided a safe and healthy working environment.

Maintaining workers’ health must be given priority. There are legal provisions in this

regard as envisaged in the Plantation Labour Act, 1951. The management/owners of the

plantations must take initiatives to provide the necessary facilities to the workers as this

will not only create a healthy environment but also increase their efficiency and thereby

increasing their productivity in this sector which is highly labour intensive with very little

scope for mechanization. In the plantation sector the workplace environment can be

enhanced by the provision of welfare measures such as drinking water, conservancy

facilities, washing facilities, first-aid , medical services in the plantations and so on.

3) Work Characteristics: Plantation work involves picking berries during harvest,

weeding, application of fertilizers, irrigation, digging trenches, tree topping and work

associated with sub-crops such as pepper and cardamom. It is an unskilled work,

monotonous and tedious. Hence conditions of work such as work load, duration of work,

rest intervals, weekly rest days, leave facilities, provision of implements and safety

equipments influence quality of work life in the plantation sector.

4) Social Orientation at the Work Place: Healthy relationships between the workers and

between the supervisor and the workers are an indicator of a good quality of work life.

Hence opportunities must be provided for formal and informal interactions. Plantation

labourers are from a socially and economically underprivileged section of society. They

belong to different classes, religion and races. Some are migrants. There must be feeling

of one community prevailing in the plantation. All must be treated equally on the social

platform. This is more so important in the plantation sector because families of the

labourers stay within the plantations which are remotely located and are isolated from the

towns and cities. This section of the working population is more prone to social maladies

such as alcoholism and its associated negative outcomes. Hence counseling facilities

must be provided on formal or informal lines in every plantation.



5) Constitutionalism in the work place: This is related to organizational norms that affect

the freedom of an individual worker. Efforts must be made to see right norms are formed

and followed in the plantation. It means norms that accommodate the privacy of an

individual worker, freedom of speech, equity and freedom to dissent on some aspects. A

grievance and conflict resolution machinery will ensure peace, stability and productivity

in the plantations.

6) Work Life Balance (Relationship between work and Personal Life): Plantation work

is tedious and cumbersome. It can cause psychological and physical strains which can

impact family life. A balance between work life and family life will prevent frictions in

the family and ensure a good bonding between family members and enriches the quality

of life. Quality of life is closely associated to quality of work life.

7) Social Relevance of work life: No occupation is too big or small, no occupation is

superior or inferior. Work is a means of satisfying ones’ needs to have a decent standard

of life. Hence plantation workers’ views of their nature of work, the level of pride in their

work, their perception of their standing in society as a result of the kind of work they do,

their family’s perception towards their occupation influence their perception of the

quality of work life in the plantations. The plantation workers must be given the

perspective of how their work helps the society and the role they play in earning foreign

exchange for the country. This is essential to build relevance of their existence in the

society.

8) Life comforts as a work outcome: This unorganized sector employs unskilled labour

from economically and socially weaker sections of society, for whom work is a means of

satisfying the physiological needs of food, shelter and clothing. Hence they perceive

quality of work life as good if their work is able to improve their material possessions. A

material standard of living influences Quality of Living. Quality of work life is closely

associated with quality of living. Hence this factor was considered for the above study.

Evaluating the reliability of the model using Cronbach’s Alpha

The questionnaire’s reliability and internal consistency was measured by Cronbach’s

alpha coefficient (Cronbach, 1951). As all the questions have the same measurement scale

(Likert’s 5-point scale), the alpha coefficient was calculated from the variance of the questions

and the covariance between the questions.

Cronbach’s alpha is mathematically defined as follows:



α=

where k represents the number of items (or questions), , the variance associated with

item i and the variance associated with total (or sum) of all k item scores.

Though this is widely used in many research studies, there is no consensus about

evaluation of Cronbach’s alpha coefficient. Some consider α= 0.70, a satisfactory research

instrument.

Here the following scale base proposed by Freitas & Rodrigues (2005) will be used to

analyze Cronbach’s alpha coefficient.

Table 5: Cronbach’s Alpha Reliability Scale

α Reliability

α ≤ 0.30 Very Low

0.30<α ≤ 0.60 Low

0.60<α ≤ 0.75 Moderate

0.75<α ≤ 0.90 High

α>0.90 Very High

Source : Freitas & Rodrigues ,2005

4. Results and discussion

The application of Cronbach’s alpha coefficient with the purpose of testing the reliability

of the proposed model and identifying the factors associated with Quality of work life in the

plantation sector presented the following results. The Mean, Standard Deviation (S.D), the

variance associated with each item ( and the Cronbach’s alpha values per dimension (α) is

given below.



Table 6: Discussion of Data Analysis

Dimension variable Mean S.D

α

Reliability

Compensation (V) V1.1 3.58 0.83 0.69 6.504 0.822 High

V1.2 4.06 0.74 0.54

V1.3 3.86 0.63 0.4

V1.4 3.16 0.88 0.79

V1.5 3.54 1.12 1.27

V1.6 3.3 0.95 0.9

V1.7 3.46 1.05 1.11

V1.8 3.74 0.87 0.76

Welfare/ Working

Environment (V 2)

V2.1 3.92 0.63 0.4 8.341 0.915 Very High

V2.2 4.04 0.63 0.4

V2.3 3.54 0.86 0.74

V2.4 3.98 0.47 0.22

V2.5 3.96 0.75 0.57

V2.6 4.12 0.59 0.35

V2.7 3.78 0.93 0.87

V2.8 3.36 1.02 1.05

V2.9 3.36 1.24 1.54

V2.10 3.04 1.17 1.38

V2.11 3.92 0.6 0.36

V2.12 3.88 0.65 0.43

Work Characteristics

(V3) V3.1 3.86 0.6 0.36

8.364 0.864 High

V3.2 3.88 0.65 0.43

V3.3 3.18 1.11 1.25

V3.4 3.94 0.95 0.91

V3.5 3.86 0.88 0.77

V3.6 3.72 1.1 1.22

V3.7 3.76 0.77 0.59

V3.8 3.26 0.94 0.89

V3.9 3.02 0.95 0.91

V3.10 3.7 0.99 0.99



Social Orientation

(V4) V4.1 3.82 0.69 0.47

3.288 0.848 High

V4.2 3.88 0.59 0.35

V4.3 4.04 0.6 0.36

V4.4 4.14 0.53 0.28

V4.5 3.96 0.53 0.55

V4.6 4.02 0.37 0.37

V4.7 4.08 0.52 0.52

V4.8 3.04 1.04 1.04

Constitutionalism(V5) V5.1 4.08 0.56 0.32 2.463 0.855 High

V5.2 3.88 0.82 0.67

V5.3 3.88 0.82 0.67

V5.4 3.82 0.43 0.19

V5.5 3.78 0.58 0.33

V5.6 3.9 0.5 0.25

Relationship between

work life and family

life (V6)

V6.1 3.68 0.68 0.46 2.356 0.815 High

V6.2 3.94 0.31 0.09

V6.3 3.9 0.58 0.33

V6.4 3.86 0.6 0.36

V6.5 3.66 1.04 1.08

Social Relevance of

work(V7) V7.1 3.88 0.62 0.39

2.302 0.887 High

V7.2 3.9 0.81 0.66

V7.3 3.76 0.68 0.47

V7.4 3.7 0.7 0.5

V7.5 3.82 0.52 0.27

Life comforts as a

Work V8.1 3.64 0.82 0.68

5.892 0.712 Moderate

Outcome (V8) V8.2 3.64 1 1.01

V8.3 2.58 1.18 1.39

V8.4 3.42 0.83 0.69

V8.5 2.24 0.89 0.79

V8.6 3.42 1.14 1.31



The above table indicates that only one dimension which is Life Comforts as a Work

Outcome can be identified as having “Moderate” reliability. All dimensions have a reliability

that can be classified as “High” and the dimension Working environment (including welfare) is

classified as “Very high” on reliability.

5. Limitations of the Study

1) For measuring Quality of Work Life, established models and certain other studies have

been considered and the final instrument has been designed. There may be other factors

having impact on quality of work life which are not considered for this study.

2) For each of the eight constructs, several sub- variables (sixty in total) were identified.

They have been selected on the basis of various theories, models; seminar reports etc.

More variables could have been included to make it more conclusive.

3) A study of the quality of work life in the plantation sector has not been made and hence

any standard index of quality of work life is not available.

4) The findings of this study are based on the information supplied by the respondent’s

readiness to give correct information.

5) In spite of these limitations, an earnest attempt has been made to arrive at fairly objective

and representative conclusion.

6. Conclusion

This study aimed to identify factors which influence the Quality of Work Life in the

Coffee Plantations. A model designed after a survey of existing literature on various models

proposed by eminent authors and researchers was evaluated. Cronbach’s α analysis classified six

of the eight constructs as having “High” reliability , one construct as “Very High” and one as

“Moderate” on the reliability scale. Hence the model can be effectively used to evaluate the

Quality of Work Life in the plantation sector, an area which is hardly explored for such studies

and also make an effort to improve the working conditions of the workers in this sector.

7. References

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24) www.upasi.org

http://www.indiancoffee.com/

http://www.upasi.org/

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