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QUALITY OF WORK LIFE METRICS AS A PREDICTOR OF JOB

SATISFACTION & ORGANIZATIONAL COMMITMENT: A STUDY WITH

SPECIAL REFERENCE TO INFORMATION TECHNOLOGY INDUSTRY

Dr. M. SWAPNA

Principal, Ramaiah Institute Of Business Studies,

Bangalore E-Mail: [email protected]

ABSTRACT

Information Technology (IT) industry in India is playing a very important role in

putting India on the global map. This industry has become one of the most significant

growth catalysts for the Indian economy. It has today become a growth engine for the

economy, contributing substantially to increase in the GDP, urban employment and

exports, to achieve the vision of a powerful and resilient India. Indian firms, across all

other sectors, largely depend on the IT service providers to make their business

processes efficient and streamlined. NASSCOM expects the IT services sector in India

to grow by 13-14 per cent in 2013-14 and to touch US$ 225 billion by 2020.

The major strength of IT industry lies in its human resources. Human resources play a

pivotal role in the success of the IT industry. Today’s IT industry concentrates on its so

called intellectual capital for enhancing its growth. They make the employees

committed and satisfied through providing a satisfactory quality of work life. QWL in

IT industry influences job satisfaction, job involvement and organizational commitment

to a greater extent as compared to other industry.

KEYWORDS

Information Technology, Work Life Metrics, Quality, Job Satisfaction, Organizational

Commitment.

Quality Of Work Life Metrics As A Predictor Of Job Satisfaction & Organizational Commitment: A Study With Special Reference To Information Technology Industry

– Dr. M. Swapna

Namex International Journal of Management Research 115 Volume 6, Issue No. 1, Jan. – June 2016

INTRODUCTION

Information Technology (IT) industry in India is playing a very important role in

putting India on the global map. This industry has become one of the most significant

growth catalysts for the Indian economy. It has today become a growth engine for the

economy, contributing substantially to increase in the GDP, urban employment and

exports, to achieve the vision of a powerful and resilient India. Indian firms, across all

other sectors, largely depend on the IT service providers to make their business

processes efficient and streamlined. NASSCOM expects the IT services sector in India

to grow by 13-14 per cent in 2013-14 and to touch US$ 225 billion by 2020.

The major strength of IT industry lies in its human resources. Human resources play a

pivotal role in the success of the IT industry. Today’s IT industry concentrates on its so

called intellectual capital for enhancing its growth. They make the employees

committed and satisfied through providing a satisfactory quality of work life. QWL in

IT industry influences job satisfaction, job involvement and organizational commitment

to a greater extent as compared to other industry.

STATEMENT OF THE PROBLEM

The topic chosen for the study is “Quality of Work Life Metrics as a Predictor of Job

Satisfaction & Organizational Commitment: A Study with Reference to Information

Technology Industry”. Today, most of the IT companies have realised that QWL

improves employee motivation, job performance, organizational commitment and

productivity.

Most of the research conducted in the field of the quality of work life has focused on

increasing employees’ motivation to work harder and produce more, fostering loyalty

and creating more effective organizations. Past studies have concentrated on reducing

or eliminating costs involved in absenteeism and the subsequent loss in revenue, for the

benefit of the organization. At the same time, investigations have given attention to

guaranteeing job security, better remuneration and a safer work environment for

employees.

In an article entitled Strategic approaches to work/life balance in Work life Report

(2000), mention is made of organizations, which have taken a strategic, systematic

approach to addressing work/life issues. Such organizations were able to report

significant business gains, such as greater retention, increased productivity,

commitment and customer service and reduced absenteeism.

In 2010 Normala and Daud investigated the relationship between quality of work life

and organizational commitment amongst employees in Malaysian firms and say that the


– Dr. M. Swapna


quality of work life of employees is an important consideration for employers interested

in improving employee’s job satisfaction and commitment.

There are number of studies which focused on the QWL as variable, movement,

construct and as an outcome. But only few studies had identified the essential

components of quality of working life. From the past studies it is also found that no

study pinpointed QWL as a predictor of job satisfaction and organizational

commitment in the IT industry. Hence this is a pioneer attempt by the researcher. It is

also stressed that this study will bring lot of benefits to IT industry as it will pave the

way for increasing job satisfaction and organizational commitment. Hence the

emergence of this study.

OBJECTIVES OF THE STUDY

The study is undertaken with the following objectives:

To examine the level of employees quality of work life, organizational

commitment and job satisfaction in information technology industry.

To analyse quality of work life as a predictor of employees job satisfaction &

organizational commitment in information technology industry.

To investigate whether quality of work life, Job satisfaction & employee

commitment is effective irrespective of the demographical characteristics of

employees like age, gender, marital status and work experience levels.

To elicit the impact of quality of work life on job satisfaction and organizational

commitment.

SCOPE OF THE STUDY

For the purpose of this study, the researcher concentrates on the top three Indian IT

companies namely TCS, Infosys and Wipro only. Other IT companies are not covered

for this study.

Of the four metros of India, which are also one of the biggest in the world, Bangalore is

one city whose name is being taken by corporate and multinational companies all over

the world. The IT infrastructure of Bangalore is amazing and world class. Every year,

Bangalore exports over 18,000 crore rupees worth Software. Bangalore is an

opportunity galore for employees and employers, and especially entrepreneurs.

It is a much known fact that most of the IT companies in and around the globe are

housed in Bangalore, in areas that are named as Software Technology Park of India

(STPI), Electronics City, International Tech Park of Bangalore (ITPB).

This study will highlight the relationship that exists in QWL, job satisfaction and

commitment among information technology professionals in Bangalore city.


– Dr. M. Swapna


This study will benefit both the company and the society by providing the necessary

benefits associated with QWL and job satisfaction and organizational commitment.

This study also throws light on the important QWL dimensions upon which the

companies shall concentrate on for having a better quality of work life.

RESEARCH METHODOLOGY

Type of the Study

The type of study undertaken for this research is of descriptive type, where the QWL

metrics as a predictor of job satisfaction and organizational commitment prevailing in

IT industry was analyzed in depth. Three IT Companies are taken as the case units.

TOOLS USED

Tools used in this study for the collection of data were the well designed questionnaire

developed by LEIDEN and Meyer and Allen. The independent variable quality of work

life is measured using Leiden QWL scale using the 59 items questionnaire which was

constructed to assess work characteristics from two influential occupational stress

models, the Job Demand Control Support model (Johnson & Hall, 1988; Johnson,

1989; Karasek & Theorell, 1990) and the Michigan model (Caplan, Cobb, French, van

Harrison & Pinneau, 1975).

The dependent variable in this study is employees Organizational Commitment. The

overall organizational commitment is measured using the 18-item Revised

questionnaire developed by (Meyer, Allen and Smith 2004), designed to measure.

Affective commitment, Normative commitment and Continuance commitment. The

dependent variable job satisfaction is measured in the independent variable QWL as an

outcome measure.

Although the Leiden Quality of Work Life Questionnaire consists of 12 work

characteristics or dimensions, for this research it was only decided to use the first

eleven. This was because the twelfth factor job satisfaction is considered to be an

outcome variable of QWL.

PILOT TESTING

A well designed questionnaire was administered among 40 respondents in the top three

IT companies TCS, Infosys and Wipro as per NASSCOM survey 2012. The

Cronbach’s Alpha value for reliability of the instruments QWL, organizational

commitment and job satisfaction were 0.876, 0.824 & 0.897 respectively. The results


– Dr. M. Swapna


from ANOVA signify that there exists a relationship between QWL and employee’s

organizational commitment.

The R Square value 0.609 indicates that the model is fit for estimation. From Pearson

correlation the items Hazardous Exposure, Job Insecurity and Physical Exertion

reported negative correlation with organizational commitment which indicated inverse

relationship and all other items indicate positive relationship. Finally the questionnaire

was subject to lot of modifications as suggested by the experts. Then the questionnaire

was corrected and revised to prove the reliability and validity of the information

collected.

Methods of Collecting Data

The researcher collected both primary and secondary data for the purpose of the study.

Primary data was collected with a well defined questionnaire whereas the secondary

data was collected with the help of journals, company reports, NASSCOM survey,

company press releases, library and websites etc.

SAMPLING DESIGN

Method of Sampling

For the purpose of collection of data the researcher had used convenience sampling

method for arriving at the reliability and validity of the data collected.

Sample Size

Among the 4113 operational executives the researcher had chosen 410 employees from

the total population belonging to each company. The following table shows the sample

size of each company chosen.

Table 1: Sample Size Chosen for the Study

Company Operational Executives Total

Population

SAMPLE SIZE Total 410

Respondents

TCS 1652 165

INFOSYS 1235 123

WIPRO 1226 122

FRAMEWORK OF ANALYSIS

This study adopted the following variables for analyzing QWL metrics as a predictor of

job satisfaction and organizational commitment.


– Dr. M. Swapna


Independent Variable-The independent variable is quality of work life (Leiden QWL

scale).

Dependent Variable- The dependent variables in this study are Job Satisfaction and

organizational commitment, where job satisfaction is an outcome variable of Quality of

Work life.

Demographic Variables-Gender, Age, Total Years of Experience and Marital Status.

STATISTICAL TECHNIQUES USED

The researcher made use of mean, standard deviation for each item. The researcher also

adopted correlations to find out whether there exists inter correlation among the various

dimensions.

The researcher carried out an Analysis of variance to determine the impact of

demographic variables on QWL, organizational commitment and job satisfaction. The

researcher adopted regression model to find out the linear relationship between the

QWL dimensions and organizational commitment dimensions.

It was also the interest of the researcher to find out the impact/influence of QWL on

organizational commitment and job satisfaction. To find out the extent of impact the

researcher carried out a PATH ANALYSIS using AMOS software.

RELIABILITY SCORE

The reliability of the instrument is tested and the alpha value obtained for QWL (0.90),

organizational commitment (0.91) and job satisfaction (0.94). These values are higher

than the acceptable lower limit of 0.6 according to Nunnally.J.C (1978).

Table 2: Reliability Score Of The Instrument

Cronbach’s Alpha Value for Dimensions and Variables Alpha

Skill Discretion .87

Decision Authority .82

Task Control .91

Work And Time Pressure .98

Role Ambiguity .94

Physical Exertion .78

Hazardous Exposure .80

Job Insecurity .92

Lack Of Meaningfulness .91


– Dr. M. Swapna


Supervisor Social Support .97

Co-Workers Social Support .83

Quality Work Life .90

Affective .89

Continuance .91

Normative .94

Organizational Commitment .91

Job Satisfaction .94

LIMITATIONS OF THE STUDY

The study is not free from limitations.

This study is restricted to only Indian IT companies whereas international

companies operating in India is not considered.

As always time is limiting factor this study suffers from time constraint.

The measurement of this study was subjective based on their personal

experiences so it is purely based on individual experience and perception in

the company.

This study does have source bias for both dependent and independent

variables.

OPERATIONAL DEFINITIONS

Operational Executives: This includes the programmers, system analyst, data base

managers, software testers, network administrators and software developers (software

engineers).

Quality of Work Life: It insists on the nature of work and work characteristics and the

worker’s relationship with the organization.

Job Satisfaction: It encompasses the ultimate satisfaction that an individual exercises

in the organization.

Organizational Commitment: This indicate the attachment to the organization,

characterized by an intention to remain in it; an identification with the values

and goals of the organization; and a willingness to exert extra effort on its

behalf.

Skill Discretion refers to task variety and the extent to which the job challenges one’s

skills.

Decision Authority refers to the freedom of decision-making over one’s work.


– Dr. M. Swapna


Task Control refers to the flexibility that one has in ones work.

Work and Time Pressure refers to ones workload and time pressure.

Role Ambiguity refers to not knowing what ones tasks are and also not knowing what

is expected from oneself.

Physical Exertion refers to the extent that one’s work requires physical effort.

Hazardous Exposure refers to the extent that one is being exposed to dangerous tools,

equipment and machinery.

Job Insecurity refers to uncertainty about one’s job.

Lack of Meaningfulness refers to whether one’s work is worthwhile doing.

Social Support Supervisor refers to the support that is provided by ones supervisor

Social Support Colleagues refer to instrumental and emotional support provided by

colleagues.

RESEARCH HYPOTHESIS

In determining QWL, job satisfaction and organizational commitment the focus was

laid on demographic variables and determinants which showed a significant

difference. Thus the following null hypothesis was formulated.

H1: There is no significant difference in quality of work life across the

demographic variables like age, gender, marital status and work experience

level of the respondents.

H2: There is no significant difference in organizational commitment

across the demographic variables like age, gender, marital status and work

experience level of the respondents.

H3: There is no significant difference in job satisfaction across the

demographic variables like age, gender, marital status and work experience

level of the respondents.

H4: There is no correlation between all the twelve dimensions of QWL and


H5: There is no linear relationship existing between Skill Discretion, Decision

Authority, Task Control, Work and Time Pressure, Role Ambiguity, Physical

Exertion, Hazardous Exposure, Job Insecurity, Lack Of Meaningfulness,


– Dr. M. Swapna


Supervisor Social Support, Co-Workers Social Support on Affective

dimension.



Exertion, Hazardous Exposure, Job Insecurity, Lack of Meaningfulness,

Supervisor Social Support, Co-Workers Social Support on Continuance

dimension.


Authority, Task Control, Work And Time Pressure, Role Ambiguity,

Physical Exertion, Hazardous Exposure, Job Insecurity, Lack Of

Meaningfulness, Supervisor Social Support, Co-Workers Social Support on

Normative dimension.




Supervisor Social Support, Co-Workers Social Support on Job Satisfaction.




Supervisor Social Support and Co-Workers Social Support on

organizational commitment index.

H10: There is no significant relationship between organizational commitment and

job satisfaction.

H11: There is no impact/influence of quality of work life on organizational

commitment.

H12: There is no impact/influence of quality of work life on job satisfaction.

FINDINGS AND SUGGESTIONS

After fine tuning the data collected, the results were summarized in the analysis and

interpretation chapter v .On proper scrutiny of the analysis and interpretation it was

very obvious that QWL was found to be significantly correlated with the job

satisfaction and organizational commitment.

The findings and suggestions are summarized below.


– Dr. M. Swapna


The statistics results showed that the QWL had an overall mean score of 3.41, for

organizational commitment it showed 3.97 and for job satisfaction it showed 3.54.

This results indicates that there exists a moderate status of QWL, organizational

commitment and job satisfaction in the study organization.

Table 3: Mean score of the QWL Dimensions

S. No. DIMENSIONS MEAN SCORE

1 Skill discretion 3.90

2 Decision authority 3.47

3 Task control 3.69

4 Work and time pressure 3.47

5 Role ambiguity 3.68

6 Physical exertion 3.02

7 Hazardous exposure 2.70

8 Job insecurity 2.92

9 Lack of meaningfulness 3.52

10 Supervisor social support 3.52

11 Co-workers social support 3.64

From the above table it is evident that the dimensions hazardous exposure and job

insecurity indicate a low status. The mean score of affective commitment is 3.80,

continuance commitment is 3.93 and normative commitment is 4.17 which indicate

good status of organizational commitment in the organization. The mean score of job

satisfaction is 3.54 which indicate moderate status.

Hence it can be concluded that the companies need to focus more on the areas like

hazardous exposure and job security which requires significant attention. On the other

hand skill discretion is found to be high which indicate that the respondents have a

challenging work environment.

Findings from Analysis Of Variance

The researcher carried out an ANOVA to check whether there exist significant

differences with demographic variables (gender, age, marital status and work

experience level) and their perception towards QWL, job satisfaction and



– Dr. M. Swapna


Table 4: ANOVA for Gender

FACTORS GENDER N Mean Std. Deviation F Sig.

Quality of Work Life

Male 174 3.35 0.30

16.94 0.00* Female 236 3.45 0.19

Total 410 3.41 0.25

Organization

Commitment

Male 174 3.87 0.53

6.32 0.01* Female 236 4.05 0.80

Total 410 3.97 0.70

Job Satisfaction

Male 174 3.40 0.48

27.94 0.00* Female 236 3.63 0.41

Total 410 3.54 0.46

*: Significant at 5% level

From the above values, it is obvious that the significance values for

QWL(0.00),organizational commitment(0.01) and job satisfaction (0.00) is less than

0.05, hence the null hypothesis is rejected and therefore it can be concluded that there

exists a significant differences in gender and their perception towards QWL, job

satisfaction and organizational commitment.

Hence it is suggested that companies shall frame HR policies based on the gender, so

that a good QWL can be established to enhance job satisfaction and organizational

commitment.

Table 5: ANOVA for Age Group

FACTORS AGE N Mean Std. Deviation F Sig.

Quality of Work

Life

20-25 yrs 144 3.28 0.12

104.72 0.00*

26-30 123 3.48 0.28

31-35 123 3.39 0.14

40+ 21 4.03 0.00

Total 410 3.41 0.25

Organization

Commitment

20-25 yrs 144 4.10 0.67

35.36 0.00*

26-30 123 4.20 0.75

31-35 123 3.50 0.47

40+ 21 4.53 0.20

Total 410 3.97 0.70


– Dr. M. Swapna


Job Satisfaction

20-25 yrs 144 3.45 0.48

3.86 0.01*

26-30 123 3.63 0.51

31-35 123 3.52 0.39

40+ 21 3.67 0.00

Total 410 3.54 0.46

* Significant at 5% level

From the above values, it is obvious that the significance values for

QWL(0.00),organizational commitment(0.00) and job satisfaction (0.01) is less than

0.05, hence the null hypothesis is rejected and therefore it can be concluded that there

exists a significant differences among the Age groups and their perception towards

QWL, job satisfaction and organizational commitment.

Hence it is found that, higher the age group showed higher status of QWL,

organizational commitment and job satisfaction.

Table 6: ANOVA for Marital Status

FACTORS GENDER N Mean Std. Deviation F Sig.

Quality of Work

Life

Single 164 3.26 0.17

124.42 0.00* Married 246 3.51 0.24

Total 410 3.41 0.25

Organizational

Commitment

Single 164 3.91 0.63

2.51 0.11 Married 246 4.02 0.75

Total 410 3.97 0.70

Job Satisfaction

Single 164 3.31 0.40

78.22 0.00* Married 246 3.68 0.43

Total 410 3.54 0.46


From the above values, it is obvious that the significance values for QWL (0.00) and

job satisfaction (0.00) is less than 0.05, hence the null hypothesis is rejected and

therefore it can be concluded there exists a significant differences in the marital status

of the respondents and their perception towards QWL and Job satisfaction. But in case

of organizational commitment the significance value (0.11) is greater than 0.05, hence

null hypothesis is accepted and can be concluded that irrespective of marital status

organizational commitment remains the same.


– Dr. M. Swapna


Therefore it is found that employees, who are matured enough irrespective of their

marital status, are prone to have higher commitment in the Organization.

Table 7: ANOVA for Work Experience Levels

FACTORS WORK EXP. N Mean Std. Deviation F Sig.

Quality of Work

Life

1 to 2 years 103 3.36 0.20

34.18 0.00*

2 to 3 144 3.30 0.19

3 to 4 41 3.46 0.00

4 plus years 123 3.56 0.30

Total 410 3.41 0.25

Organizational

Commitment

1 to 2 years 103 4.05 0.85

19.87 0.00*

2 to 3 144 4.09 0.55

3 to 4 41 3.22 0.34

4 plus years 123 4.03 0.67

Total 410 3.97 0.70

Job Satisfaction

1 to 2 years 103 3.67 0.35

19.31 0.00*

2 to 3 144 3.46 0.54

3 to 4 41 3.90 0.10

4 plus years 123 3.39 0.41

Total 410 3.54 0.46


From the above values, it is observed that the significance values for QWL (0.00),

organizational commitment(0.00) and job satisfaction (0.00) is less than 0.05, hence the

null hypothesis is rejected and therefore it can be concluded that there exists a

significant differences in the work experience level and their perception towards QWL,

job satisfaction and organizational commitment. Therefore it can be concluded that all

three variables vary on the situational basis, depends on the case.

Correlation Analysis

The researcher adopted Pearson’s correlation to find the correlation among the

dimensions. Positive correlation indicates positive relationship and negative correlation

indicated inverse relationship that is if one variable increases whereas the other variable

decreases. The results are as follows:


– Dr. M. Swapna


Table 8: Correlation Analysis

FACTORS Job

Satisfaction Affective Continuance Normative

Organization

Commitment

Skill Discretion -.272** 0.036 .138** .196** .127**

Decision Authority .145** .183** 0.037 -0.011 .116**

Task Control .128** .256** .122** .302** .286**

Work And Time Pressure .219** .417** .245** .395** .448**

Role Ambiguity .393** -0.066 0.039 -0.003 -0.027

Physical Exertion .133** -.186** -.526** -0.042 -.286**

Hazardous Exposure .137** -.128** -.601** -.229** -.336**

Job Insecurity -.204** -0.01 -.358** -.194** -.179**

Lack Of Meaningfulness .134** .122** .491** .222** .296**

Supervisor Social Support .625** .452** .219** .369** .452**

Co-Workers Social

Support .002 .260** .585** .549** .512**

From the above table it is clear that the dimensions used in the questionnaire such as

decision authority, task control, work and time pressure, Lack of Meaningfulness,

Supervisor Social Support, Co-Workers Social Support are found positively correlated

with job satisfaction, affective, continuance, normative and over all organizational

commitment. The other dimensions having negative correlations are as follows:

Skill Discretion: Its correlations with Continuance, Normative and Organization

Commitment were found to be positive and significant (at 1% level). With Job

Satisfaction, its correlation was found to be negative and significant (at 1%

level).which indicates that challenging work environment reduces job

satisfaction.

Physical Exertion: Its correlation with Job Satisfaction was found to be positive

and significant (at 1% level). With Affective, Continuance and Organization

Commitment, its correlations were found to be negative and significant (at 1%

level).which implies that if physical effort increases then organizational

commitment decreases.

Hazardous Exposure: Its correlation with Job Satisfaction was found to be

positive and significant (at 1% level). With the remaining four dimensions, its

correlations were found to be negative and significant (at 1% level).It implies

that higher the hazardous exposure decreases organizational commitment.


– Dr. M. Swapna


Job Insecurity: With Job Satisfaction, Continuance, Normative and

Organization Commitment, its correlations were found to be negative and

significant (at 1% level).This is a very important point to be noted where if job

insecurity increases that ultimately job satisfaction and organizational

commitment decreases.

From the above correlation statistics it can be concluded that the companies need to

focus more on the aspects like skill discretion, physical exertion, hazardous exposure

and job insecurity to have a better satisfaction and committed employees.

Table 9: Partial correlation for organizational commitment index, QWL and Job

satisfaction

OCI QWL Job Satisfaction

OCI 1.000 .190** .130**

QWL .190** 1 .348**

Job Satisfaction .130** .348** 1


Table 10: Partial Correlation Holding Job Satisfaction Constant

Control Variable OCI QWL

Job Satisfaction

1.000 .156**

.156** 1


From the above table it is clear that Pearson correlation coefficients were computed

among the three variables, namely, organizational commitment index, quality of work

life and job satisfaction. The results of these correlational analyses indicated that all

three variables were positively correlated with one another. The Pearson’s correlation

between organizational commitment index and quality of work life was 0.190

(significant at 1% level), and the Pearson’s correlation between organizational

commitment index and job satisfaction was 0.130 (significant at 1% level).Finally, the

Pearson’s correlation between quality of work life and job satisfaction was 0.348

(significant at 1% level).

A partial correlation was then computed between organizational commitment index,

quality of work life, holding constant or controlling for job satisfaction. The results


– Dr. M. Swapna


suggest that organizational commitment index is positively correlated to quality of

work life (Pearson’s correlation of 0.156, significant at 1% level), when controlling for

job satisfaction.

Regression Analysis

The researcher carried out regression analysis to check the linear relationship between

independent variable (Skill Discretion, Decision Authority, Task Control, Work and

Time Pressure, Role Ambiguity, Physical Exertion, Hazardous Exposure, Job

Insecurity, Lack Of Meaningfulness, Supervisor Social Support and Co-Workers Social

Support) and dependent variables (Affective, Continuance and Normative

Commitment). The results are presented as follows:

Table 11: Linear Relationship between Independent and Dependent Variables

S. No Dimensions Correlation Coefficient Value

(R)

1 QWL dimensions on Affective Commitment 0.711

2 QWL dimensions on Continuance Commitment 0.780

3 QWL dimensions on Normative Commitment 0.692

From the above table values it can be concluded that there exist a linear relationship

between QWL dimensions and organizational commitment dimensions which indicate

that any given change in QWL dimension or dimensions will always produce a

corresponding change in organizational commitment dimensions. So if the company

intends to have more committed employees then the better choice is through better

QWL.

Structural Equation Modeling

It is of interest for the researcher to apply structural equation modeling (SEM) .Model

that is proposed for the study is shown below in the diagram #, model specification

which indicates the independent variable QWL and the dependent variables


Quality of work life dimensions are treated as independent variables which comprises

11 variables such as Skill Discretion , Decision Authority , Task Control , Work and

Time Pressure ,Role Ambiguity , Physical Exertion , Hazardous Exposure , Job

Insecurity , Lack of Meaningfulness , Supervisor Social Support and Co-Workers

Social Support. Organization commitment and job satisfaction are treated as dependent

variables. The given hypothesis is likely to prove in the study.


– Dr. M. Swapna


Figure 1: Model Proposed For The Study

Figure 2: Model Drawn Through Path Analysis

.24

.50


– Dr. M. Swapna


Table 12: SEM Values

Squared Multiple Correlations: (Group number 1 - Default model)

PAMETER Observed Value Recommended Value

CMIN/DF 2.947 2.5 – 4.5

RMR 0.056 0.05 To 0.08 (Hu and Bender, 1999)

GFT 0.934 >0.9 (Hooper et al. 2008)

CFI 0.904 > 0.9 (Hooper et al. 2008)

TLI 0.901 >0.9 (Hooper et al. 2008)

KMSEA >0.087 .08 to 1.0 (MacCallum et al. 1996

PATH ANALYSIS

From the Diagram, it is found that QWL has impact on Organization commitment and

Job satisfaction, the standardized coefficient of model is, .87 and .50 respectively and

subsequently the R square is .75 and .24 for model respectively. The CR values for the

relationships among QWL and Organization commitment was found significant, with

CR values above 1.96. Thus the model is considered plausible.

SUGGESTIONS

Though it a collective analysis of top three Indian IT companies it opens up new

message for all the Indian IT companies to understand the importance of QWL which is

one of the important aspect to have a better committed employees with good job

satisfaction. Any organization can be successful only if it has a committed employee

base. Moreover the study projects such dimensions that increase QWL, organizational

commitment and job satisfaction. Following are the suggestions made by researcher

considering the data analysis and results.

It is suggested by the researcher that organization should frame policies by

considering the demographic factors like age, gender, marital status, etc to make

the policies more customized to the individual employee to have a better QWL,


It is suggested by the researcher that the top three information technology

companies TCS, Infosys and Wipro need to focus more on job security which

requires significant attention. The respondents irrespective of not losing their

job or not faced such situation in the past still have an insecure feeling towards

their job. This insecure feeling will make the employees to be more alert; on the

other hand losing their individuality. But the IT industry requires knowledge

workers for better performance.


– Dr. M. Swapna


The dimension skill discretion is negatively correlated with job satisfaction.

Hence it is recommended that the companies should take steps to provide

challenging work environment that will make the employees to accept in a

positive manner which will subsequently increase job satisfaction. This will

relatively resolve the negative correlation between skill discretion and job

satisfaction in the long run. Ultimately if the employee is not able to enjoy or

accept the challenging work environment his commitment towards the

organization will drop.

The suggestions drawn from the partial correlation is that, even when job

satisfaction was held constant QWL influences organizational commitment,

where it is to be noted that QWL is a major factor that has a significant impact

on organizational commitment.

It is also suggested by the researcher that the companies should have flexible

organizational practices to reduce physical exertion or effort.

From the results of PATH analysis it is strongly recommended that critical care

should be taken by the companies in developing the dimensions of QWL which

will directly influence job satisfaction and organizational commitment.

It is also recommended that the companies should also find and implement

methods to develop QWL as it was found to predict organizational commitment

and job satisfaction.

The study provided an insight into the dimensions required for effective QWL,


The difference in demographic characteristics reveals that organizations policy

should be more specific to suit the individual employee.

Hereby this study is also useful for foreign invested organizations that operate

in India to select the QWL, organizational commitment and job satisfaction

activities suitable for Indian context.

As India is the hub for IT for its talented workforce and the availability of resources,

high productivity can be facilitated by increasing QWL, organizational commitment

and job satisfaction.

DIRECTION FOR FURTHER RESEARCH

Having found that QWL dimensions leads to organizational commitment and

job satisfaction further research can focus on how and why it influences.

Further insight on other factors that contribute to organizational commitment

can be studied.

Quantitative studies on QWL are highly required in Indian context.

Sector specific studies could also be carried out for the extension of such

effectiveness-based research.

The complementing feature of QWL on organizational commitment and job

satisfaction could be analyzed.


– Dr. M. Swapna


Multidisciplinary approach on QWL, organizational commitment and job

satisfaction could be studied.

The congruence and link between QWL and productivity could be analyzed.

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