The document discusses factors that influence employee retention in hospitality organizations. It finds that work environment and coworker relationships positively impact employee job satisfaction and retention. The study of employees at Le Meridian Kochi hotel found a positive correlation between work environment and retention - employees who were more satisfied with their work environment had higher retention rates. Regression analysis confirmed work environment accounted for 15.6% of retention. The document concludes that hospitality organizations should focus on improving work environment to increase employee retention.
Employee Retention in the Ski School Industrymjbopp24
The goal of this research project was to provide understanding of employee retention the ski school industry. To prepare for this research, ideas were developed based on the results from previous studies; Hinkin and Tracey (2000, 2006, 2008), Milman (2002), and Ismert and Petrick (2004). Being that jobs in the ski school are seasonal, retention was measured as the intent to return the following season. To assess the reasons for retention, five factors related to retention were presented to participants.
This document is a minor project report submitted by Sher Singh to fulfill the requirements for a Bachelor of Business Administration degree. It examines the topic of quality of work life. The report includes a student declaration, certificate from the project guide, acknowledgements, contents page, and the beginning of chapter 1 which defines quality of work life and discusses its measurement. It also provides a conceptual model showing the interrelationship between job characteristics, satisfaction, competence and other factors.
THE RELATIONSHIP BETWEEN WORK-LIFE BALANCE AND EMPLOYEE PERFORMANCERobinson Omamo
This study focuses on one flexible working practice, homeworking, and examines its benefits at the individual level. I question the employee's perception of homeworking as a benefit. For example, in the case of an organization where homeworking has a long history and has become a common and extended practice among employees over time, I argue that employees may not perceive homeworking as a discretionary benefit, but as an entitlement. Since the research questions of this study are of an exploratory nature, I applied qualitative analysis to primary interview data obtained in Samba Financial Group. The interview data allowed examination of the ways in which research participants perceived and experienced past employee-organization exchanges and, thus, address the research questions regarding the perceptions of the content and quality of the employee organization relationship (EOR). I supported the qualitative results with quantitative analysis of survey data the research team collected from the same organization and other internal organizational data. The results support past research that shows working from home brings benefits such as helping employees with balancing their home and work commitments with becoming more productive as they have fewer distractions than when working at the office This study seeks to contribute to the on-going debate about the consequences of homeworking focusing on the employee-organization relationship and drawing from the social exchange theory and the inducements-contributions model.
The document discusses work-life balance and its importance for employee engagement and productivity. It provides an overview of research showing that supporting work-life balance leads to increased employee engagement when the workplace culture genuinely values it. However, the benefits of work-life balance, like improved retention and discretionary effort, only occur when the entire workplace, including senior managers and colleagues, supports employees in achieving a better balance.
The Field of Human Resource Management is developing very fast and every department of Human activity is realizing it’s important in the smooth functioning of the organization. Innovative techniques are developed to improve the culture at workplace so that the employees are motivated to give in their best to the organization as also to attain job satisfaction. Hence, it important implements the latest human resource practices in the organization.
The Latest Techniques in the field of Human Resource Development are Employees for Lease, Moon Lighting by Employees, Dual Career Group, Work Life Balance (flexi time & flexi work), Training & Development, Management Participation in Employees’ organization, Employee’s Proxy, Human Resources Accounting, Organizational Politics, Exit Policy & Practice, etc.
This project is about WORK LIFE BALANCE. A latest technique in the field of a human resource. To see how the organization is adopting the new trends in the HR field.
EMPLOYEE ENGAGEMENT & RETENTION: A REVIEW OF LITERATUREIJBBR
The other objective is to analyze the critical factor which can affect the level of retention & engagement of
employees with the help of literature review. For the current article the researchers reviewed 30 relevant
research papers/ literature comprising employee retention& engagement concepts and practices amply.
The findings of the study like good training & development, compensation structures, autonomy, quality of
work life, work polices and arrangements will lead the managers and management to a new dimension with
holistic approach in the field of employee retention & engagement.
This document is an annotated bibliography for a research paper on the causes and effects of employee dissatisfaction from the perspectives of human resources and organizational leadership. It summarizes four research articles that are relevant to understanding employee dissatisfaction from these two disciplinary viewpoints. Two articles examine causes of dissatisfaction related to human resources practices like compensation and performance management. The other two articles analyze the effects of dissatisfaction on organizational outcomes like profitability and job satisfaction. The sources use quantitative and qualitative methods to empirically test theories linking human resources, leadership, and employee attitudes.
The aim of this study is to investigate reward system and employee performance in three selected
companies such as Nestle Plc, Mumudia Integrated services and Bucebal ventures limited in Port Harcourt,
Rivers State. The study also shows how employees improve its performances in a reward system. Questionnaire
was used as instrument and 60 questionnaires were issued and while 50 questionnaires were retrieved to check
the respondent’s opinion.
Employee Retention in the Ski School Industrymjbopp24
The goal of this research project was to provide understanding of employee retention the ski school industry. To prepare for this research, ideas were developed based on the results from previous studies; Hinkin and Tracey (2000, 2006, 2008), Milman (2002), and Ismert and Petrick (2004). Being that jobs in the ski school are seasonal, retention was measured as the intent to return the following season. To assess the reasons for retention, five factors related to retention were presented to participants.
This document is a minor project report submitted by Sher Singh to fulfill the requirements for a Bachelor of Business Administration degree. It examines the topic of quality of work life. The report includes a student declaration, certificate from the project guide, acknowledgements, contents page, and the beginning of chapter 1 which defines quality of work life and discusses its measurement. It also provides a conceptual model showing the interrelationship between job characteristics, satisfaction, competence and other factors.
THE RELATIONSHIP BETWEEN WORK-LIFE BALANCE AND EMPLOYEE PERFORMANCERobinson Omamo
This study focuses on one flexible working practice, homeworking, and examines its benefits at the individual level. I question the employee's perception of homeworking as a benefit. For example, in the case of an organization where homeworking has a long history and has become a common and extended practice among employees over time, I argue that employees may not perceive homeworking as a discretionary benefit, but as an entitlement. Since the research questions of this study are of an exploratory nature, I applied qualitative analysis to primary interview data obtained in Samba Financial Group. The interview data allowed examination of the ways in which research participants perceived and experienced past employee-organization exchanges and, thus, address the research questions regarding the perceptions of the content and quality of the employee organization relationship (EOR). I supported the qualitative results with quantitative analysis of survey data the research team collected from the same organization and other internal organizational data. The results support past research that shows working from home brings benefits such as helping employees with balancing their home and work commitments with becoming more productive as they have fewer distractions than when working at the office This study seeks to contribute to the on-going debate about the consequences of homeworking focusing on the employee-organization relationship and drawing from the social exchange theory and the inducements-contributions model.
The document discusses work-life balance and its importance for employee engagement and productivity. It provides an overview of research showing that supporting work-life balance leads to increased employee engagement when the workplace culture genuinely values it. However, the benefits of work-life balance, like improved retention and discretionary effort, only occur when the entire workplace, including senior managers and colleagues, supports employees in achieving a better balance.
The Field of Human Resource Management is developing very fast and every department of Human activity is realizing it’s important in the smooth functioning of the organization. Innovative techniques are developed to improve the culture at workplace so that the employees are motivated to give in their best to the organization as also to attain job satisfaction. Hence, it important implements the latest human resource practices in the organization.
The Latest Techniques in the field of Human Resource Development are Employees for Lease, Moon Lighting by Employees, Dual Career Group, Work Life Balance (flexi time & flexi work), Training & Development, Management Participation in Employees’ organization, Employee’s Proxy, Human Resources Accounting, Organizational Politics, Exit Policy & Practice, etc.
This project is about WORK LIFE BALANCE. A latest technique in the field of a human resource. To see how the organization is adopting the new trends in the HR field.
EMPLOYEE ENGAGEMENT & RETENTION: A REVIEW OF LITERATUREIJBBR
The other objective is to analyze the critical factor which can affect the level of retention & engagement of
employees with the help of literature review. For the current article the researchers reviewed 30 relevant
research papers/ literature comprising employee retention& engagement concepts and practices amply.
The findings of the study like good training & development, compensation structures, autonomy, quality of
work life, work polices and arrangements will lead the managers and management to a new dimension with
holistic approach in the field of employee retention & engagement.
This document is an annotated bibliography for a research paper on the causes and effects of employee dissatisfaction from the perspectives of human resources and organizational leadership. It summarizes four research articles that are relevant to understanding employee dissatisfaction from these two disciplinary viewpoints. Two articles examine causes of dissatisfaction related to human resources practices like compensation and performance management. The other two articles analyze the effects of dissatisfaction on organizational outcomes like profitability and job satisfaction. The sources use quantitative and qualitative methods to empirically test theories linking human resources, leadership, and employee attitudes.
The aim of this study is to investigate reward system and employee performance in three selected
companies such as Nestle Plc, Mumudia Integrated services and Bucebal ventures limited in Port Harcourt,
Rivers State. The study also shows how employees improve its performances in a reward system. Questionnaire
was used as instrument and 60 questionnaires were issued and while 50 questionnaires were retrieved to check
the respondent’s opinion.
Looked at the theoretical aspects of Work Life Balance and studied the concerned PSU's HR practices. A detailed survey of 100-150 employees was undertaken to understand the organisation's WLB and suggestions were made on improving the balance
Work life balance is now playing an important role in deciding the job related performance of employees in any industry. Work swelling obligations in the workplace is very difficult for the employees to maintain a fair level of work life balance. Such circumstances impact on workers physiologically and psychologically. The hectic life of retention and excelling in jobs today put tremendous pressure on employees’ life and leads to a work life imbalance which is a problem that poses a big risk to workers well being, their performance as well as the organizational performance. This paper aims to study the level of work life balance among employees of Bajaj alliance life insurance company limited and explore how the work related activities and family related activities effect on the employees. K. G. Pavithra | Dr. D. Varalakshmi "A Study on Work Life Balance" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-4 | Issue-6 , October 2020, URL: https://www.ijtsrd.com/papers/ijtsrd33549.pdf Paper Url: https://www.ijtsrd.com/management/hrm-and-retail-business/33549/a-study-on-work-life-balance/k-g-pavithra
A Study on Employee Motivation at Solara Active Pharma Science Limited Sipcot...ijtsrd
Motivation is based on growth needs. It effect on the minds of individuals and the benefits it generates over a period of time. Motivation represents those forces which act within people giving them specific goal oriented behaviour motivation can be said to be the consequence of an interaction between the individual and the situation. The objective of the study is to find the level of employee motivation and to find the relationship between employee motivation and employee performance at Solara active pharma science limited. The descriptive type of research is used in this study. The rules and policies should be design by the organization and the employee to work well and appreciate them on their tasks fulfilment and achievements. This will surely lead to organizational growth. It improves both their effectiveness and efficiency for the achievement of the organizational goals. The primary and secondary data are used for this study. The tool used is correlation. The population size is 120 and the sample size is 60. V. Vijayakousalya | A. Tony Churchill | M. Rishab Anand "A Study on Employee Motivation at Solara Active Pharma Science Limited Sipcot Cuddalore" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-3 | Issue-6 , October 2019, URL: https://www.ijtsrd.com/papers/ijtsrd29187.pdf Paper URL: https://www.ijtsrd.com/management/hrm-and-retail-business/29187/a-study-on-employee-motivation-at-solara-active-pharma-science-limited-sipcot-cuddalore/v-vijayakousalya
Quality of work life and Human resource Management in Business Process Manage...ijtsrd
Quality of work life plays an important role in the present global business environment to improve the organizational performance and excellence in terms of achieving profitability and productivity to reach the organizational goals. The work life is based on the Person's mentality and the psychological factors. Authors, people of organization, psychologists and also the management consultants agreed to give a 100% perfect definition based on their experience and observations. The happiness and behavior of the employees is measured by their way of life. The employees life style is determined with individual characteristics and individual characteristics of need pattern, tolerance of every issue in organization, work principles, values, abilities and skills of the employees. People behavior and work life balance usually varies from person to person. Reaching higher position will satisfy the mental urges. Engaging with the given work will also be helpful for balancing the personal life satisfaction. Organizational trainings and career development will be helpful to precise the quality of work life Appreciations, and Motivation, are the most important needs. It is important factor of work life status improvement. More recognition in job needs to be appreciated. Employees must be rewarded for his extra work Development and work skills. At the same time lethargic and lazy employees must be penalized. This will be helpful in motivating employees. Ms. Challa Madhavi | Dr. Nalini Bikkana"Quality of work life and Human resource Management in Business Process Management (BPM) Companies in India" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-1 | Issue-2 , February 2017, URL: http://www.ijtsrd.com/papers/ijtsrd8288.pdf http://www.ijtsrd.com/management/business-ethics/8288/quality-of-work-life-and-human-resource-management-in-business-process-management-bpm-companies-in-india/ms-challa-madhavi
This document examines work-life balance among recent MBA graduates based on a survey conducted by GMAC. It finds that the majority of employed MBA alumni report achieving some work-life balance. However, certain groups report lower levels of balance, including women, those in management positions, and those whose employers do not offer work-life programs. The document analyzes correlations between various work-life balance questions and creates a composite work-life balance scale to compare different demographic and employment groups. It finds some groups are more at risk for work-life imbalance.
This document is a project report submitted by Sneha Venkatraman to Mumbai University in 2004 on the topic of Quality of Work Life (QWL). It includes an acknowledgements section thanking those who helped with the project, as well as sections on the contents, intent, and preface of the report. The report appears to provide an overview of QWL, including definitions of key concepts, the rationale for QWL programs, and the role of human resource departments in improving QWL. It also references theories on job enrichment and core job dimensions. The document lays the foundation for further exploration of QWL practices through case studies.
THE AFFECT OF WORK ENVIRONMENT, JOB SATISFACTION, ORGANIZATION COMMITMENT ON ...pitaloka .
This study is analyzing the work environment, job satisfaction, and commitment in enhancing the organizational citizenship behavior of the internal auditor in Indonesia telecommunication industry. A conducive working environment will have a positive impact on job satisfaction and organizational commitment. Employees will feel comfortable and confident with the organization safe with their job. If employees satisfied with their work, they want to support the goals, objectives and maintain their membership in the organization. The work environment is antecedent of job satisfaction and commitment variables. Job satisfaction and commitment have a positive impact on organizational citizenship behavior. Employees who are satisfied with the job and organization are tends to perform extra roles for the organization’s benefit. High organizational commitment encourages employees exhibit a strong OCB such as high labor initiative, concerned about a co-worker in the organization interests, and prioritize the organization concerned. Work environment, job satisfaction, and organizational commitment are important in developing the behavior of OCB.
Work life balance through flexi work arrangements empirical study on bank emp...iaemedu
This document discusses work-life balance among bank employees in India. It finds that most bank employees, especially married women, struggle to balance work and family responsibilities. Implementing flexible work arrangements, like flexible hours and compressed work weeks, could help employees better manage their work and personal lives. The study also found flexible work arrangements were correlated with increased employee performance. The document recommends flexible work arrangements to improve work-life balance and motivation among bank employees.
M M Bagali, PhD, Research paper, MBA Faculty, HRM, HR, HRD, PhD in HR and Man...dr m m bagali, phd in hr
This document summarizes a research paper that analyzes work-life balance among working mothers in India. It discusses how women now hold a variety of jobs across sectors. The paper aims to compare work-life balance for working mothers in public and private sectors through a survey. It measures six factors influencing work-life balance, including personal, balancing, organizational support, motivational, career advancement, and psychological factors. The results found differences in work-life balance based on these factors and age levels. The study aims to define HR interventions to improve work-life balance for working mothers.
Nigel Carruthers from the Local Government Association presented on barriers to employee engagement in local government. He discussed how funding cuts and workforce reductions have negatively impacted employee morale and trust in leadership. Survey data showed declines in job satisfaction, confidence in senior managers, and perceptions of fair pay. Carruthers also shared lessons from engagement initiatives, emphasizing the importance of leadership, communication, and ensuring employees feel supported and value in their work. Reducing tensions from "doing more with less" will be important to strengthening employee engagement in local government.
Job Satisfaction Perception of Management Loyalty and Turnover Intent A Confi...Atif Ahmed
The main objective behind doing this study is to explain the motivational factors which can affect job satisfaction of a person within the organization. For this purpose, we have designed an easy and understandable research instrument (Likert scale Questionnaire) and
filled from the people working in different firms mainly SBT JAPAN and AXact. The variables used in this research are Job Satisfaction as dependent variable and Loyalty, Perception of Management, and Turnover Intent as independent variables.
The Consequence of work environment on Employees ProductivityIOSRJBM
This research aims to analyze working environment of a foreign private banks operating in Kurdistan Region of Iraq and examines the relationship between the workplace physical conditions and employee’s productivity. The research uses qualitative approach, the data was collected from a questionnaire distributed to 50 employees working in four foreign banks in the Kurdistan Region of Iraq.The result will show that There is a relationship between office environment and productivity of employees. Behavioral components of office environment have a greater effect on productivity, than the physical components alone. And Satisfaction of Employees towards overall Workplace Environment leads to productivity.
QUALITY OF WORK LIFE OF EMPLOYEES (RESEARCH PROPOSAL)DENNY VARGHESE
This document summarizes a study on the quality of work life of employees. It examines the research question of how quality of work life relates to employee satisfaction and which factors most affect an employee's quality of work life. The literature review discusses previous research on how factors like job security, career growth, and participative decision making can impact quality of work life. The research methodology used a descriptive design with non-probability sampling and data collection through questionnaires and interviews. Results from the literature found that job satisfaction, involvement, and security significantly relate to quality of work life, and that improving work life leads to greater productivity and innovation. Limitations included issues with the questionnaire and how work life factors can vary between regions.
The study examined work life balance and employee performance in Nestle Nigeria Plc using an inferential statistics on a sample 312 respondents. Data collected were analysed using regression technique of the Ordinary Least Square OLS . Results revealed that all the four coefficients of the model task characteristics, knowledge characteristics, social characteristics and work context significantly influence employee performance in Nestle Nigeria Plc. In descending order, the individual coefficients of the model as revealed in the table showed that task characteristics, knowledge characteristics, social characteristics and work context have variously influenced the employee performance with 51.5 , 35.8 , 32.3 and 27.6 respectively. Based on the findings of this study, it was recommended that there is need for organizations to design programmes that will enhance task characteristics because it have been discovered to significantly improve employee morale, reduce absenteeism, and retain organizational knowledge. Organizations should also come up with programmes that will improve employees Knowledge characteristics, Social characteristics, and work context which have been found not to be significant and therefore suggest that attention should be given to these areas to improve affective commitment in organisations. More job autonomy should be given to low hierarchy group to help improve their job commitment. This was found to be one of the reasons they lack commitment. Management of organizations should conduct training programmes in relation to work life balance through which organization can improve the work life balance of their staff in the area of time management and personal effectiveness, effective work load management, personal and professional development training courses and life management training courses. Dibua, Emmanuel Chijioke | Nosike, Chukwunonso Joseph | Oburoh, Pamela Oritse-tsegbemi "Work-Life Balance and Employee Performance" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-5 | Issue-5 , August 2021, URL: https://www.ijtsrd.com/papers/ijtsrd46367.pdf Paper URL: https://www.ijtsrd.com/management/hrm-and-retail-business/46367/worklife-balance-and-employee-performance/dibua-emmanuel-chijioke
This document discusses work-life integration and outlines steps for implementing a successful work-life strategy. It defines work-life integration as managing work responsibilities alongside personal and family needs. The document notes that an individual's life stages impact the areas requiring integration, such as balancing career and social activities in one's 20s or family and job responsibilities in one's 30s. It also outlines the roles that organizations, supervisors, and employees play in a work-life strategy and provides a four step process for establishing, assessing, designing, implementing, and evaluating work-life programs.
The role organizational rewards on employees motivationAwais Sargana
The document discusses organizational rewards and their impact on employee motivation. It provides background on motivation theories and defines intrinsic and extrinsic motivation. The research aims to evaluate the role of organizational rewards, like monetary and non-monetary benefits, on employee motivation levels. An exploratory study will examine banking sector employees using questionnaires, interviews and observations to understand how rewards influence motivation. The findings could help organizations improve employee motivation and identify ways to enhance services.
Influence of Work-life balance in employee’s performanceMasum Hussain
Work–life balance is a concept including proper prioritizing between "work" (career and ambition) and "lifestyle" (health, pleasure, leisure, family and spiritual development/meditation. This is related to the idea of lifestyles choice. The work–leisure dichotomy was invented in the mid-1801s. Paul Krassner remarked that anthropologists use a definition of happiness that is to have as little separation as possible "between your work and your play". The expression "work–life balance" was first used in the United Kingdom in the late 1970s to describe the balance between an individual's work and personal life. In the United States this phrase was first used in 1986 The business case for work-life balance practices, as espoused by many organizations, rests on attracting better applicants and reducing work-life conflict among existing employees in order to enhance organizational performance. This review of the literature provides some evidence for the claim regarding recruitment, but there is insufficient evidence to support the notion that work-life practices enhance performance by means of reduced work-life conflict. We suggest that the business case may therefore need to be modified to reflect the number of additional routes by which work-life balance practices can influence organizational performance, including enhanced social exchange processes, increased cost savings, improved productivity, and reduced turnover. The impact of these processes may, however, be moderated by a number of factors, including national context, job level, and managerial support.
This document summarizes research on the relationship between employee satisfaction and organizational performance. It discusses that while most research has focused on individual employee satisfaction and performance, theorists have suggested employee satisfaction should relate to organizational performance levels. The document reviews two studies that found positive relationships between aggregated employee satisfaction at the business unit or organizational level and various performance outcomes such as productivity, profitability, and customer satisfaction. However, both studies had limitations in generalizability across industries. Overall, the research suggests higher aggregated employee satisfaction within an organization or business unit may positively relate to organizational performance.
The Effect of Reward System, Job Motivation, and Job Satisfaction on Employee...AJHSSR Journal
ABSTRACT : This study aims to determine the effect of the reward system, work motivation and job
satisfaction on employee retention at Omsa Medic Jimbaran. The location of this research is Omsa Medic
Jimbaran. The population uses Omsa Medic Jimbaran employees and the sample used is 87 respondents. The
data collection method used a questionnaire. The data analysis technique used is the validity test, reliability,
classical assumptions, multiple linear regression, F test and t test and the coefficient of determination. Based on
the research results, it can be seen that the reward system has a significant positive effect on employee retention,
work motivation has a significant positive effect on employee retention, job satisfaction has a significant
positive effect on employee retention. The suggestion in this study is that Omsa Medic Jimbaran is expected to
provide appropriate rewards for improving employee performance, providing motivation to employees,
providing fostering good relations between employees and always being fair to all employees or not
discriminating.
KEYWORDS: reward system, job motivation, job satisfaction, employee retention
Questionnaire on work life balance for working parentsSheetal Jain
This document contains an 11 question survey about work-life balance for working parents. It collects information such as age, education level, family type, number of children, satisfaction with work hours, ability to balance work and life, time spent on domestic activities, frequency of long hours or overtime work, how often work is thought about outside of work, how often quality time with family/friends is missed due to work pressures, what work-life balance initiatives the organization offers, whether the respondent suffers from stress-related illnesses, how different factors affect balancing work and family commitments, ranking factors by importance to balance work and life, and what motivates the respondent to work.
This document appears to be a questionnaire about work-life balance for women working in the garment industry. It collects demographic information and asks about factors that affect work-life balance like work hours and leave availability. It also inquires about personal life factors like family responsibilities and children. Questions determine if work impacts roles at home or causes stress. Finally, it asks for suggestions on how the organization could better support work-life balance.
Looked at the theoretical aspects of Work Life Balance and studied the concerned PSU's HR practices. A detailed survey of 100-150 employees was undertaken to understand the organisation's WLB and suggestions were made on improving the balance
Work life balance is now playing an important role in deciding the job related performance of employees in any industry. Work swelling obligations in the workplace is very difficult for the employees to maintain a fair level of work life balance. Such circumstances impact on workers physiologically and psychologically. The hectic life of retention and excelling in jobs today put tremendous pressure on employees’ life and leads to a work life imbalance which is a problem that poses a big risk to workers well being, their performance as well as the organizational performance. This paper aims to study the level of work life balance among employees of Bajaj alliance life insurance company limited and explore how the work related activities and family related activities effect on the employees. K. G. Pavithra | Dr. D. Varalakshmi "A Study on Work Life Balance" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-4 | Issue-6 , October 2020, URL: https://www.ijtsrd.com/papers/ijtsrd33549.pdf Paper Url: https://www.ijtsrd.com/management/hrm-and-retail-business/33549/a-study-on-work-life-balance/k-g-pavithra
A Study on Employee Motivation at Solara Active Pharma Science Limited Sipcot...ijtsrd
Motivation is based on growth needs. It effect on the minds of individuals and the benefits it generates over a period of time. Motivation represents those forces which act within people giving them specific goal oriented behaviour motivation can be said to be the consequence of an interaction between the individual and the situation. The objective of the study is to find the level of employee motivation and to find the relationship between employee motivation and employee performance at Solara active pharma science limited. The descriptive type of research is used in this study. The rules and policies should be design by the organization and the employee to work well and appreciate them on their tasks fulfilment and achievements. This will surely lead to organizational growth. It improves both their effectiveness and efficiency for the achievement of the organizational goals. The primary and secondary data are used for this study. The tool used is correlation. The population size is 120 and the sample size is 60. V. Vijayakousalya | A. Tony Churchill | M. Rishab Anand "A Study on Employee Motivation at Solara Active Pharma Science Limited Sipcot Cuddalore" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-3 | Issue-6 , October 2019, URL: https://www.ijtsrd.com/papers/ijtsrd29187.pdf Paper URL: https://www.ijtsrd.com/management/hrm-and-retail-business/29187/a-study-on-employee-motivation-at-solara-active-pharma-science-limited-sipcot-cuddalore/v-vijayakousalya
Quality of work life and Human resource Management in Business Process Manage...ijtsrd
Quality of work life plays an important role in the present global business environment to improve the organizational performance and excellence in terms of achieving profitability and productivity to reach the organizational goals. The work life is based on the Person's mentality and the psychological factors. Authors, people of organization, psychologists and also the management consultants agreed to give a 100% perfect definition based on their experience and observations. The happiness and behavior of the employees is measured by their way of life. The employees life style is determined with individual characteristics and individual characteristics of need pattern, tolerance of every issue in organization, work principles, values, abilities and skills of the employees. People behavior and work life balance usually varies from person to person. Reaching higher position will satisfy the mental urges. Engaging with the given work will also be helpful for balancing the personal life satisfaction. Organizational trainings and career development will be helpful to precise the quality of work life Appreciations, and Motivation, are the most important needs. It is important factor of work life status improvement. More recognition in job needs to be appreciated. Employees must be rewarded for his extra work Development and work skills. At the same time lethargic and lazy employees must be penalized. This will be helpful in motivating employees. Ms. Challa Madhavi | Dr. Nalini Bikkana"Quality of work life and Human resource Management in Business Process Management (BPM) Companies in India" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-1 | Issue-2 , February 2017, URL: http://www.ijtsrd.com/papers/ijtsrd8288.pdf http://www.ijtsrd.com/management/business-ethics/8288/quality-of-work-life-and-human-resource-management-in-business-process-management-bpm-companies-in-india/ms-challa-madhavi
This document examines work-life balance among recent MBA graduates based on a survey conducted by GMAC. It finds that the majority of employed MBA alumni report achieving some work-life balance. However, certain groups report lower levels of balance, including women, those in management positions, and those whose employers do not offer work-life programs. The document analyzes correlations between various work-life balance questions and creates a composite work-life balance scale to compare different demographic and employment groups. It finds some groups are more at risk for work-life imbalance.
This document is a project report submitted by Sneha Venkatraman to Mumbai University in 2004 on the topic of Quality of Work Life (QWL). It includes an acknowledgements section thanking those who helped with the project, as well as sections on the contents, intent, and preface of the report. The report appears to provide an overview of QWL, including definitions of key concepts, the rationale for QWL programs, and the role of human resource departments in improving QWL. It also references theories on job enrichment and core job dimensions. The document lays the foundation for further exploration of QWL practices through case studies.
THE AFFECT OF WORK ENVIRONMENT, JOB SATISFACTION, ORGANIZATION COMMITMENT ON ...pitaloka .
This study is analyzing the work environment, job satisfaction, and commitment in enhancing the organizational citizenship behavior of the internal auditor in Indonesia telecommunication industry. A conducive working environment will have a positive impact on job satisfaction and organizational commitment. Employees will feel comfortable and confident with the organization safe with their job. If employees satisfied with their work, they want to support the goals, objectives and maintain their membership in the organization. The work environment is antecedent of job satisfaction and commitment variables. Job satisfaction and commitment have a positive impact on organizational citizenship behavior. Employees who are satisfied with the job and organization are tends to perform extra roles for the organization’s benefit. High organizational commitment encourages employees exhibit a strong OCB such as high labor initiative, concerned about a co-worker in the organization interests, and prioritize the organization concerned. Work environment, job satisfaction, and organizational commitment are important in developing the behavior of OCB.
Work life balance through flexi work arrangements empirical study on bank emp...iaemedu
This document discusses work-life balance among bank employees in India. It finds that most bank employees, especially married women, struggle to balance work and family responsibilities. Implementing flexible work arrangements, like flexible hours and compressed work weeks, could help employees better manage their work and personal lives. The study also found flexible work arrangements were correlated with increased employee performance. The document recommends flexible work arrangements to improve work-life balance and motivation among bank employees.
M M Bagali, PhD, Research paper, MBA Faculty, HRM, HR, HRD, PhD in HR and Man...dr m m bagali, phd in hr
This document summarizes a research paper that analyzes work-life balance among working mothers in India. It discusses how women now hold a variety of jobs across sectors. The paper aims to compare work-life balance for working mothers in public and private sectors through a survey. It measures six factors influencing work-life balance, including personal, balancing, organizational support, motivational, career advancement, and psychological factors. The results found differences in work-life balance based on these factors and age levels. The study aims to define HR interventions to improve work-life balance for working mothers.
Nigel Carruthers from the Local Government Association presented on barriers to employee engagement in local government. He discussed how funding cuts and workforce reductions have negatively impacted employee morale and trust in leadership. Survey data showed declines in job satisfaction, confidence in senior managers, and perceptions of fair pay. Carruthers also shared lessons from engagement initiatives, emphasizing the importance of leadership, communication, and ensuring employees feel supported and value in their work. Reducing tensions from "doing more with less" will be important to strengthening employee engagement in local government.
Job Satisfaction Perception of Management Loyalty and Turnover Intent A Confi...Atif Ahmed
The main objective behind doing this study is to explain the motivational factors which can affect job satisfaction of a person within the organization. For this purpose, we have designed an easy and understandable research instrument (Likert scale Questionnaire) and
filled from the people working in different firms mainly SBT JAPAN and AXact. The variables used in this research are Job Satisfaction as dependent variable and Loyalty, Perception of Management, and Turnover Intent as independent variables.
The Consequence of work environment on Employees ProductivityIOSRJBM
This research aims to analyze working environment of a foreign private banks operating in Kurdistan Region of Iraq and examines the relationship between the workplace physical conditions and employee’s productivity. The research uses qualitative approach, the data was collected from a questionnaire distributed to 50 employees working in four foreign banks in the Kurdistan Region of Iraq.The result will show that There is a relationship between office environment and productivity of employees. Behavioral components of office environment have a greater effect on productivity, than the physical components alone. And Satisfaction of Employees towards overall Workplace Environment leads to productivity.
QUALITY OF WORK LIFE OF EMPLOYEES (RESEARCH PROPOSAL)DENNY VARGHESE
This document summarizes a study on the quality of work life of employees. It examines the research question of how quality of work life relates to employee satisfaction and which factors most affect an employee's quality of work life. The literature review discusses previous research on how factors like job security, career growth, and participative decision making can impact quality of work life. The research methodology used a descriptive design with non-probability sampling and data collection through questionnaires and interviews. Results from the literature found that job satisfaction, involvement, and security significantly relate to quality of work life, and that improving work life leads to greater productivity and innovation. Limitations included issues with the questionnaire and how work life factors can vary between regions.
The study examined work life balance and employee performance in Nestle Nigeria Plc using an inferential statistics on a sample 312 respondents. Data collected were analysed using regression technique of the Ordinary Least Square OLS . Results revealed that all the four coefficients of the model task characteristics, knowledge characteristics, social characteristics and work context significantly influence employee performance in Nestle Nigeria Plc. In descending order, the individual coefficients of the model as revealed in the table showed that task characteristics, knowledge characteristics, social characteristics and work context have variously influenced the employee performance with 51.5 , 35.8 , 32.3 and 27.6 respectively. Based on the findings of this study, it was recommended that there is need for organizations to design programmes that will enhance task characteristics because it have been discovered to significantly improve employee morale, reduce absenteeism, and retain organizational knowledge. Organizations should also come up with programmes that will improve employees Knowledge characteristics, Social characteristics, and work context which have been found not to be significant and therefore suggest that attention should be given to these areas to improve affective commitment in organisations. More job autonomy should be given to low hierarchy group to help improve their job commitment. This was found to be one of the reasons they lack commitment. Management of organizations should conduct training programmes in relation to work life balance through which organization can improve the work life balance of their staff in the area of time management and personal effectiveness, effective work load management, personal and professional development training courses and life management training courses. Dibua, Emmanuel Chijioke | Nosike, Chukwunonso Joseph | Oburoh, Pamela Oritse-tsegbemi "Work-Life Balance and Employee Performance" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-5 | Issue-5 , August 2021, URL: https://www.ijtsrd.com/papers/ijtsrd46367.pdf Paper URL: https://www.ijtsrd.com/management/hrm-and-retail-business/46367/worklife-balance-and-employee-performance/dibua-emmanuel-chijioke
This document discusses work-life integration and outlines steps for implementing a successful work-life strategy. It defines work-life integration as managing work responsibilities alongside personal and family needs. The document notes that an individual's life stages impact the areas requiring integration, such as balancing career and social activities in one's 20s or family and job responsibilities in one's 30s. It also outlines the roles that organizations, supervisors, and employees play in a work-life strategy and provides a four step process for establishing, assessing, designing, implementing, and evaluating work-life programs.
The role organizational rewards on employees motivationAwais Sargana
The document discusses organizational rewards and their impact on employee motivation. It provides background on motivation theories and defines intrinsic and extrinsic motivation. The research aims to evaluate the role of organizational rewards, like monetary and non-monetary benefits, on employee motivation levels. An exploratory study will examine banking sector employees using questionnaires, interviews and observations to understand how rewards influence motivation. The findings could help organizations improve employee motivation and identify ways to enhance services.
Influence of Work-life balance in employee’s performanceMasum Hussain
Work–life balance is a concept including proper prioritizing between "work" (career and ambition) and "lifestyle" (health, pleasure, leisure, family and spiritual development/meditation. This is related to the idea of lifestyles choice. The work–leisure dichotomy was invented in the mid-1801s. Paul Krassner remarked that anthropologists use a definition of happiness that is to have as little separation as possible "between your work and your play". The expression "work–life balance" was first used in the United Kingdom in the late 1970s to describe the balance between an individual's work and personal life. In the United States this phrase was first used in 1986 The business case for work-life balance practices, as espoused by many organizations, rests on attracting better applicants and reducing work-life conflict among existing employees in order to enhance organizational performance. This review of the literature provides some evidence for the claim regarding recruitment, but there is insufficient evidence to support the notion that work-life practices enhance performance by means of reduced work-life conflict. We suggest that the business case may therefore need to be modified to reflect the number of additional routes by which work-life balance practices can influence organizational performance, including enhanced social exchange processes, increased cost savings, improved productivity, and reduced turnover. The impact of these processes may, however, be moderated by a number of factors, including national context, job level, and managerial support.
This document summarizes research on the relationship between employee satisfaction and organizational performance. It discusses that while most research has focused on individual employee satisfaction and performance, theorists have suggested employee satisfaction should relate to organizational performance levels. The document reviews two studies that found positive relationships between aggregated employee satisfaction at the business unit or organizational level and various performance outcomes such as productivity, profitability, and customer satisfaction. However, both studies had limitations in generalizability across industries. Overall, the research suggests higher aggregated employee satisfaction within an organization or business unit may positively relate to organizational performance.
The Effect of Reward System, Job Motivation, and Job Satisfaction on Employee...AJHSSR Journal
ABSTRACT : This study aims to determine the effect of the reward system, work motivation and job
satisfaction on employee retention at Omsa Medic Jimbaran. The location of this research is Omsa Medic
Jimbaran. The population uses Omsa Medic Jimbaran employees and the sample used is 87 respondents. The
data collection method used a questionnaire. The data analysis technique used is the validity test, reliability,
classical assumptions, multiple linear regression, F test and t test and the coefficient of determination. Based on
the research results, it can be seen that the reward system has a significant positive effect on employee retention,
work motivation has a significant positive effect on employee retention, job satisfaction has a significant
positive effect on employee retention. The suggestion in this study is that Omsa Medic Jimbaran is expected to
provide appropriate rewards for improving employee performance, providing motivation to employees,
providing fostering good relations between employees and always being fair to all employees or not
discriminating.
KEYWORDS: reward system, job motivation, job satisfaction, employee retention
Questionnaire on work life balance for working parentsSheetal Jain
This document contains an 11 question survey about work-life balance for working parents. It collects information such as age, education level, family type, number of children, satisfaction with work hours, ability to balance work and life, time spent on domestic activities, frequency of long hours or overtime work, how often work is thought about outside of work, how often quality time with family/friends is missed due to work pressures, what work-life balance initiatives the organization offers, whether the respondent suffers from stress-related illnesses, how different factors affect balancing work and family commitments, ranking factors by importance to balance work and life, and what motivates the respondent to work.
This document appears to be a questionnaire about work-life balance for women working in the garment industry. It collects demographic information and asks about factors that affect work-life balance like work hours and leave availability. It also inquires about personal life factors like family responsibilities and children. Questions determine if work impacts roles at home or causes stress. Finally, it asks for suggestions on how the organization could better support work-life balance.
Quality of work life is a multi-faceted concept that aims to improve employee satisfaction and organizational effectiveness by making work less routine and more rewarding. When quality of work life is high, employees experience more autonomy, recognition, and satisfaction in their work. However, mass production has made many jobs monotonous, reducing meaning and resulting in issues like absenteeism and low performance. Improving factors like working conditions, job content, wages and benefits can enhance quality of work life.
The document discusses quality of work life (Q.W.L), which refers to improving employee satisfaction and organizational effectiveness through conscious efforts to improve working conditions, work content, safety, security, wages and benefits. Historically, Q.W.L emerged as an area of focus after the Industrial Revolution reduced the importance of the human factor in mechanized production environments. Key aspects of Q.W.L include job enrichment, democratic management practices, employee dignity, and safe working conditions. High Q.W.L is associated with increased productivity, positive attitudes, and organizational effectiveness.
The document discusses quality of work life (QWL), which refers to the relationship between employees and their total working environment. QWL aims to create a positive attitude and increase productivity by responding to employee needs. Major issues that affect QWL include pay/benefits, job security, occupational stress, and resource availability. Strategies to improve QWL involve self-managed work teams, participative management, improving worker-supervisor relationships, recognition programs, and organizational health programs. The HR department plays a role in helping organizations address QWL issues.
The document provides an overview of Samsung Group's history from its founding in 1938 to recent developments in 2010. Some key points:
- Samsung was founded in 1938 and initially exported dried fish and produce, later expanding into manufacturing.
- It established many subsidiaries across industries like electronics, shipbuilding, and finance throughout the 1960s-1990s during its rapid expansion.
- Major developments include establishing Samsung Electronics in 1969, developing DRAM chips in 1983, and strategic acquisitions and partnerships over the decades.
- Recent moves include investments in manufacturing facilities, partnerships on new technologies, and expanding into new markets globally.
Factors contributing quality of work life of employees in select magnesite co...IAEME Publication
This document summarizes a research study on factors contributing to quality of work life among employees in select magnesite companies in Salem district, India. The study aimed to understand employee perceptions of various factors and their relationship to demographic characteristics. A survey was conducted of 497 employees across three companies. The findings showed that gender, age, education level, salary, job role, and company affected perceptions of factors like compensation, job satisfaction, growth opportunities, and stress. The study suggested improvements like consistent promotions, better living standards, stress reduction programs, and developing employee creativity.
This document discusses employee retention strategies and theories. It begins by defining employee retention and noting that the goal for employers is typically to decrease turnover in order to reduce costs. It then discusses several theories related to retention, including:
- Valence theory, which relates to aligning employee needs with rewards.
- Expectancy theory, which involves training employees and implementing an effective rewards system.
- Maslow's hierarchy of needs as it applies to identifying effective retention strategies by addressing employees' various needs.
- Herzberg's two-factor theory which separates motivators from hygiene factors that impact satisfaction.
- Equity theory which recognizes employees assess their rewards relative to external positions.
The document outlines
The document is a project report submitted by Gaurav Kumar for the partial fulfillment of a Bachelor of Commerce degree. It discusses a study on the quality of work life at Parovi System Pvt. Ltd. The report includes an introduction, literature review, research methodology, data analysis and interpretation, findings and conclusion. It analyzes data collected through questionnaires to assess factors like job satisfaction, well-being, work stress, work-life balance, and work environment among employees of Parovi System Pvt. Ltd.
Retention of employees @ pharmaceutical industry project report mba marktingBabasab Patil
The document discusses retention of employees in the pharmaceutical industry. It begins with an introduction to Lake Chemicals, a pharmaceutical company located in Bangalore, India. It then provides background on Lake Chemicals, including its vision, facilities, products, and organizational profile. Next, it discusses the objectives, methodology, findings, and suggestions of a research project on employee satisfaction and retention at Lake Chemicals. It concludes that employee performance is positively correlated with organizational performance at Lake Chemicals.
The document discusses Le Meridien, an international hotel brand owned by Starwood Hotels & Resorts. It provides details on Le Meridien's history, mission, locations, facilities, awards and future plans. Specifically, it notes that Le Meridien was established in 1972, currently has over 120 hotels in 50 countries, and plans to invest $200 million to renovate 13 hotels and resorts in the Middle East and Africa region over the next 3 years.
This document discusses various reasons why employees leave their jobs and strategies to improve employee retention. It begins by outlining top reasons for employee turnover according to different studies, such as lack of growth opportunities, low pay, and poor company culture. It then discusses micro-level reasons like compensation, stress, and competing job opportunities. The document provides detailed lists of actions organizations can take to address different reasons for attrition, such as improving communication, flexibility, recognition programs, and career development opportunities. Overall, the key message is that retention requires understanding why employees leave and implementing strategies to improve motivation, satisfaction, and engagement.
Comparative analysis of different hotels itc, marriott, hyatt n le meridienAnuj Diwakar
This document provides an overview of four major hotel chains - Taj Hotels, ITC Hotels, Marriott, and Le Méridien. It discusses the founding and growth of each chain. Taj Hotels was founded in 1903 and now has 57 hotels across India. ITC Hotels was launched in 1975 and has over 100 hotels in more than 90 destinations. Marriott was founded in 1927 and now has over 3,150 properties worldwide. Le Méridien was established in 1972 and is now in over 50 countries. The document also outlines potential areas of research analysis for the hospitality sector, including global business management, marketing, quantitative techniques, accounting, information technology, economics, and research methodology.
This document contains a 30-question employee retention questionnaire that asks about an employee's satisfaction with their current job, what motivates and demotivates them, how their work could be improved, how they like to be recognized, what career goals and challenges they have, and why they may consider seeking other employment. The questionnaire aims to understand how to better support employees and keep them engaged in their roles.
Tata steel - EMPLOYEES SATISFACTION AND QUALITY OF WORK LIFEsnehilYadav
This document summarizes a student project on employee satisfaction and quality of work life at Tata Steel. The project includes sections on company profile, vision/mission, research methodology, data analysis/interpretations, and conclusions. A survey was conducted of 50 Tata Steel employees across various departments to understand satisfaction with facilities, safety, training, salary, and work-life balance. Charts show most employees are satisfied overall, though some areas like training could be improved.
This document provides an overview of employee retention strategies in the BPO industry. It discusses the importance of retaining key employees, as losing employees can result in costs that are 5 times an employee's salary. Effective retention strategies aim to create an environment where current employees want to stay. Some strategies discussed include engaging employees, making knowledge accessible, optimizing workforce performance, involving employees in their jobs, empowering employees, and ensuring competitive compensation and benefits. Retaining talent is critical for organizations to succeed, especially in the competitive BPO industry landscape.
This project proposal outlines a study on stress levels among working women at Sumandeep Vidyapeeth in Vadodara, India. The study aims to identify the types and levels of stress faced by working women, understand the causes of stress in their daily work lives, examine the impact of stress on job performance, and understand women's expectations from their families and organizations regarding stress management. Primary data will be collected through surveys distributed to working women at Sumandeep Vidyapeeth. Secondary data sources include previous research papers, books, and journals. The data collected will be analyzed using statistical tools and presented in tables, charts and diagrams. The study intends to identify effective individual- and organization-level strategies to reduce stress among working
The document discusses employee retention in the private sector. It outlines several key factors that are important for retaining employees, including compensation and benefits, a supportive work environment, opportunities for growth and career development, and maintaining good relationships. Retaining talented employees is beneficial for companies as it reduces costs associated with turnover.
References:
Mathis, Robert L. Jackson, John H (2010). Human Resource Management 13th Edition. South-Western Cengage Learning. ISBN 9780538453158
Employee Retention. Retrieved from: http://www.whatishumanresource.com/employee-retention
International Journal of Business and Management Invention (IJBMI)inventionjournals
This document summarizes a study conducted at an Indian international airport to improve employee retention through increased employee engagement. The study found that implementing action plans focused on non-financial engagement drivers like communication, rewards & recognition, supervisor support, teamwork, role clarity and work environment significantly increased employee engagement levels. It also found that higher engagement levels significantly improved employee retention rates at the airport. The study suggests organizations can boost retention without large financial expenditures by focusing on certain non-financial engagement factors.
This document summarizes a study on the determinants of employee retention at Pakistan International Airlines (PIA). The study identified six variables that influence employee turnover intentions: career progression chances, incentive plans, work setting, supervisory support, work-life balance, and organizational prestige. A survey was conducted of PIA employees to analyze the relationship between these variables and turnover intentions. The analysis found the strongest association between career progression chances and lower turnover intentions. Associations were also found between positive experiences of incentive plans, work setting, supervisory support, work-life balance, and organizational prestige, and lower turnover intentions.
This study examined factors that influence employee retention and turnover at an organization. Through surveys and interviews with 78 employees, the researchers found:
1) Location, compensation, job responsibilities, and company reputation were the most common reasons employees chose to work at the company, while compensation, lack of challenge/opportunity, and limited career advancement were the most common potential reasons for leaving.
2) Employees were generally satisfied with their jobs and unlikely to seek other employment in the next 1-2 years, though 15% indicated they were likely or highly likely to leave.
3) Feedback was identified as the area with the lowest satisfaction level according to the Job Characteristics Model, suggesting it is an area the company could improve
Supervisors play a key role in employee retention through ensuring job satisfaction across compensation, opportunities, recognition, and work environment (CORE) elements. While turnover is often viewed as an HR issue, research shows an employee's relationship with their supervisor most impacts retention, as supervisors control CORE factors. To improve retention, organizations need performance management systems that reward supervisors for reducing turnover. Supervisors must understand the steps they can take to fulfill their responsibility in boosting employee job satisfaction and retention.
The document discusses employee retention and engagement. It defines employee engagement as the level of commitment and involvement an employee has towards their organization and its values. Measuring current engagement levels through surveys is important, as is identifying problem areas, creating action plans to address issues, and taking action to improve engagement. Engaged employees are more productive, committed, and less likely to leave. Consultant reports show engagement links to higher performance, productivity, customer satisfaction and financial outcomes. Various techniques can improve engagement, like action teams, storytelling and appreciative inquiry. Regular measurement is important to track engagement over time.
Job satisfaction in banking a study of private and public sector banksIAEME Publication
This study examines job satisfaction among employees in public and private sector banks in India. The document provides background on definitions of job satisfaction and factors that influence it. It outlines the study's objectives to measure and compare job satisfaction levels and contributing factors between public and private bank employees. The methodology section notes that surveys were conducted with 400 employees total across 6 banks to collect data on job satisfaction and its relationship to other variables. Prior literature found job satisfaction correlated with organizational commitment, justice perceptions, benefits offered, workforce size, and more.
Job satisfaction in banking a study of private and public sector banksiaemedu
This study examines job satisfaction among employees in public and private sector banks in India. The document provides background on definitions of job satisfaction and factors that influence it. It outlines the study's objectives to measure and compare job satisfaction levels and contributing factors between public and private bank employees. The methodology section notes that surveys were conducted with 400 employees total across 6 banks to collect data on job satisfaction and its relationship to other variables. Prior literature found job satisfaction correlated with organizational commitment, justice perceptions, and other workplace factors.
As part of Mercer's commitment to providing clients with research-based solutions, Mercer’s employee research group conducts a series of national studies around the globe, entitled What’s Working™.
These studies allow us to analyze national trends regarding employee perceptions and to identify the key drivers of employee engagement – by country and on a global basis.
Mercer: What's Working Research on Employee EngagementElizabeth Lupfer
As part of Mercer's commitment to providing clients with research-based solutions, Mercer’s employee research group conducts a series of national studies around the globe, entitled What’s Working™.
These studies allow us to analyze national trends regarding employee perceptions and to identify the key drivers of employee engagement – by country and on a global basis.
Determinants of employee retention in pakistan international airlinesAlexander Decker
This document discusses determinants of employee retention at Pakistan International Airlines (PIA). It identifies six variables that influence employee turnover intentions: career progression chances, incentive plans, work setting, supervisory support, work-life balance, and organizational prestige. The study found the greatest association between career progression chances and lower turnover intention. Associations were also found between the other five variables and lower turnover intentions. The document provides context on the importance of employee retention and an overview of its determinants like career development opportunities and support from supervisors.
This document discusses factors that influence employee retention in organizations. It identifies the main determinants of employee retention as career development opportunities, supervisor support, work environment, rewards, and work-life policies. Career development helps both organizations and individuals by providing opportunities for growth. Supervisor support is also important for retention as employees are less likely to leave if they have a good relationship with their supervisor. The work environment, including physical and psychosocial factors, impacts employee satisfaction and commitment. Rewards such as pay and bonuses fulfill employee needs and motivate performance. Flexible work-life policies allow a better work-life balance and increase organizational commitment. The document examines each of these factors in more detail and how optimizing them can help organizations retain valuable
International Journal of Business and Management Invention (IJBMI)inventionjournals
International Journal of Business and Management Invention (IJBMI) is an international journal intended for professionals and researchers in all fields of Business and Management. IJBMI publishes research articles and reviews within the whole field Business and Management, new teaching methods, assessment, validation and the impact of new technologies and it will continue to provide information on the latest trends and developments in this ever-expanding subject. The publications of papers are selected through double peer reviewed to ensure originality, relevance, and readability. The articles published in our journal can be accessed online.
Antecedent And Consequence Of Internal Auditors Job Satisfaction And Organiza...pitaloka .
The purpose of this study is to analyze how the work environment as antecedent of job satisfaction and organizational commitment, and how job satisfaction, organizational commitment have an impact on organizational citizenship behavior. About 162 survey questionnaires were distributed by using in person and email. The data were processed using Path Analysis. The results showed that the work environment is antecedent of job satisfaction and organizational commitment. Job satisfaction and organizational commitment significantly affect organizational citizenship behavior. A conducive work environment lead to job satisfaction organization commitment. Job satisfaction and organizational commitment encourage employee to show organizational citizenship behavior in achieving organization goals.
This document summarizes a research study on the antecedents and consequences of job satisfaction and organizational commitment among internal auditors in the telecommunications industry in Indonesia. Specifically, it analyzes how the work environment influences job satisfaction and organizational commitment, and how job satisfaction and organizational commitment then impact organizational citizenship behavior. The study aims to answer four research questions regarding the relationships between these variables. It distributed 162 survey questionnaires to internal auditors and used path analysis to analyze the data. The results showed that a conducive work environment leads to greater job satisfaction and organizational commitment, which then encourage employees to exhibit organizational citizenship behavior to help achieve organizational goals.
Running head IMPROVING EMPLOYEE RETENTION RATE IN THE AUTOMOTI.docxjoellemurphey
Running head: IMPROVING EMPLOYEE RETENTION RATE IN THE AUTOMOTIVE SECTOR
IMPROVING EMPLOYEE RETENTION IN THE AUTOMOTIVE SECTOR
IMPROVING EMPLOYEE RETENTION RATE IN THE AUTOMOTIVE SECTOR
Table of Contents
Page Number
Executive summary………………………………………………………………………………. 2
Chapter 1 Problem Definition, Background to the Study…………………………………………4
Chapter 2 Literature Review……………………………………………………………………12
Chapter 3 Research Methodology……………………………………………………………....19
Chapter 4 Data Analysis Future…………………………………………………………………22
Chapter 5 Summary, Conclusions, and Recommendations Future ……………………………..28
Terminology and Definitions Page
References Pages……………………………………………………………………………..31-35
Appendix A Permission to Conduct Study
Appendix B Consent Form (Anonymous Survey, Informal
Interview or Formal Interview)
Appendix C Survey/Interview Questions
Executive Summary
The purpose of this study and research will be is to show the flaws in the current logistics process and to develop a positive reinforcement for employees in the automotive sector. In doing so, the employees will develop a comfortable attitude in adjusting to the changes in the layout of how the company’s foundation is built and how that foundation’s usefulness is a major contributing factor to the overall success of the business, especially considering the fact that the automotive sector has at least one hundred thousand employees. Creating this survey offered the opportunity to find out what the root cause is of why employees are not reporting to work either on time, or at all. This methodology will be used to elaborate the data compiled in the company’s daily, weekly, monthly, and yearly reports. These same reports describe and display the hourly needs of employees, lost hour cases, vacation, personal time off, rehabilitation and training in the facility.
The company believes that with the proper resources in the production environment, and along with reliability, simplicity, and fundamental training skills there can definitely be a major change in the way employee retention can be improved. The company also agrees that they have a mutual obligation to sustain a foundation by incorporating a trustworthy dedicated program while leading the necessary awareness of training. The major conclusions drawn were that the observations and experiences of the data displayed will provide one the company with the knowledge to seek ways to reduce and eventually eliminate lost hours worked that occur in the workplace. The goal is to change the perception of the employees so they may by getting them to assist using suggestion programs in the hopes of future success.
Currently, the most important recommendationsare is that the automakers continue with the internal process implemented at this time. Further Additional research indicated that based on ...
The main purpose of this study is to explain and
Test the effects of Job satisfaction, Job performance towards
Organizational commitment. Job satisfaction & employee job
Performance is a pleasurable and positive result from the
experience of one employee job and their job experiences.
Highly satisfied person, the higher level of job satisfaction and
committed towards the works and performance. It may be
assumed that high level of satisfied employees towards work
more committed to the organization and it’s also enhance the
performance of the employees based on this attitude. Data used
in this study is based on primary data which were collected
through closed questionnaire with 1-5 Likert scale. The result
of this study showed that there is positive relationship between
job satisfaction and job performance but not significant effect
to job satisfaction and job performance of an employee’s .The
result showed that every positive efforts towards
organizational has a positive effects on organization
commitment and towards job satisfaction & job performance
in an organization.
Demographic Factors Impacting Employee Turnover In The Private Banking Secto...inventionjournals
International Journal of Business and Management Invention (IJBMI) is an international journal intended for professionals and researchers in all fields of Business and Management. IJBMI publishes research articles and reviews within the whole field Business and Management, new teaching methods, assessment, validation and the impact of new technologies and it will continue to provide information on the latest trends and developments in this ever-expanding subject. The publications of papers are selected through double peer reviewed to ensure originality, relevance, and readability. The articles published in our journal can be accessed online.
Effect of job design on employee satisfaction (a study of fertilizer companie...Alexander Decker
This document summarizes a research study that examined the effect of job design on employee satisfaction in fertilizer companies listed on the Lahore Stock Exchange. The study collected primary data through questionnaires distributed to 50 employees across two fertilizer companies. Job design variables like autonomy, task variety, task significance, task identity, and feedback were measured on a 5-point Likert scale. Employee satisfaction was measured on a 6-point Likert scale. Mean values, correlation analysis, and linear regression were used to analyze the relationship between job design and employee satisfaction. The results showed a strong positive correlation between job design and employee satisfaction, indicating that as job design improves, employee satisfaction increases.
A Study Of The Effect Of Organization, Employees Opinion, Experience And Comm...IOSR Journals
Employees form the basis and foundation for the growth of the organization just like a seed giving
rise to a huge tree bearing fruits and vegetables. The employees promote the growth of an organization to
produce useful products beneficial to mankind and the country. Employee satisfaction is defined as “a function
of perceived performance and expectations”. The reasons such as high stress, lack of communication within the
company, recognition, good working conditions or limited growth opportunities force the employees to resign.
My study is focussed on determining the effect of some of the above stated reasons on the employees in order to
achieve maximum career success. To assess the degree of Employee Satisfaction, Questionnaires were
administered to the employees in the real estate company taking a random of seventy employees for the study
and the research methodology to be used for analysis of the study was descriptive and inferential statistics. The
validity of the questionnaire was tested, using the Cronbach Reliability Calculator software. Further, the
influences of demographics such as gender, age, educational qualification, designation and years of experience on their opinions were examined by Chi-Square Test and the effect of the Constructs on Employee Satisfaction were determined by Regression Analysis.
Employee Enagagement : An Inevitable Factor To Organizational Success in The ...JIANGUANGLUNG DANGMEI
Abstract
In the changing business environment due to competition and managing changes, organizations face difficulties
to maintain organizational success. However, the employee engagement is a concept which if
implemented properly can make a lot of difference in the organization. Employee engagement is defined as the positive
attitude of an employee towards the organization and its value which exert to greater discretionary effort to ensure
organizational success and sustainability. It is a simple fact that the engagement of employees towards their work and
organization can make a huge difference for the growth and survival of the organization. Almost all of the companies
now explore the possibilities for adopting employee engagement as a strategy for organizational growth and success
as employee engagement is highly associated with organizational performances. It is essential to understand employee
engagement as engaged employees who are fully involved and committed to their works are willing to go the extra
mile for their organization to ensure its success. This paper attempts to throw light on the nature of employee engagement
to ensure organizational success in the contemporary business.
Similar to impact of quality of work life on retention of employees report (20)
Employee Enagagement : An Inevitable Factor To Organizational Success in The ...
impact of quality of work life on retention of employees report
1. 1
INFLUENCE OF QUALITY OF WORK LIFE ON EMPLOYEES RETENTION
MASTER OF MANAGEMENT IN HOSPITLITY AND TOURISM
ABSTRACT
Human resources are the life-blood of any organization. They are the most vital and dynamic
resources of any organization, without an effective team of human resource the organization
can’t attain their goals. There are different types of challenges are facing by the organizations in
the case of human resource The biggest challenge that organizations are facing today is not only
managing these resources but also retaining them. Securing and retaining skilled employees
plays an important role for any organization, because employees’ knowledge and skills are
important to companies’ ability to be economically competitive. Besides, continuously satisfying
the employees is another challenge that the employers are facing today. Employee retention is a
process in which the employees are encouraged to remain with the organization for the
maximum period of time or until the completion of the project. Employee retention is beneficial
for the organization as well as the employee. For any organization employees are very important
and they are treated as the asset of the organization. I selected this topic “the factors affecting
employee’s retention”, to know what type of factors are influencing the employees to stay back
in the organization, and to analyze the strategies that can be adopted by the organization maintain
the retention of the employees in the organization.
INTRODUCTION
In recent years, the number of visitors to India has increased rapidly. This means that the tourist
demands for hotels and services have also increased. One of the important features of the
hospitality industry is the growth level of the sector which is highly notable one. According to
the world trade union this is the only industry which is growing fast.
More than 81.5% of employees work in the same workplace for less than 5 years, and half of the
employees leave the workplaces within one year, indicating that hospitality industry workers
choose to quit their jobs due to low salary levels and high levels of work pressure. Past studies
relating to turnover intention have shown that organizational commitment and job satisfaction
are regarded as two important variables that affect the turnover intention of employees (Clegg,
1983). In fact, the findings of the major studies on the relationship between organizational
commitment, job satisfaction and turnover intention have confirmed that the two variables have
significantly negative effects on turnover intention. This suggests that employees with high job
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satisfaction levels have a higher level of work efficiency, organizational commitment, and
willingness to sacrifice for the organization, making it more difficult for them to leave their jobs
(Cranny, 1992).
(Feuer, 1989) Defined QWL as a process by which an organization responds to employee needs
by developing mechanisms to allow them to share fully in making the decisions that design their
lives at work and Quality of work life is specifically related to the level of happiness a person
derives for his career.
Factors affecting employee turnover today have become increasingly complex. The quality of
work life of the employees is an important factor which determines the employees stay back in
an organization (Lambert, 2001). The factors like superior and family support co workers
relation the features of the working environment etc are highly affecting the job satisfaction of
the employees.
Employees in the hospitality industry facing lot of problems, most of the studies were revealed
the factors such as work environment and coworker relationships as the most influential factors
affecting job satisfaction. Moreover, other studies have confirmed that salary level has a
significantly positive effect on organizational commitment, as well as on turnover intention.
Salary is a main motive of the human beings to work in an organization bit the present situation
saying that salary is the only reason behind the retention of the employees. It is apparent that the
effect of work environment, salary level, and coworker relationships are important to turnover
intention.
Regarding coworker relationships, this study intends to find out whether the work environment
affects employee job satisfaction, and in turn, turnover intention. Moreover, because the salary
level of the hotel and F&B industry is the lowest among all industries, another question to be
answered by this paper is whether the salary level affects organizational commitment, which
leads to a high turnover rate. This study uses hotel employees in Le Meridian Kochi as the
research subjects, and discusses the causal structural relationship of their turnover intentions.
COMPANY PROFILE
One of Kochi’s most exclusive addresses since its grand launch in April 2001, Le Meridien
Kochi is adorned in a contemporary style with modern amenities. With its 151 guest rooms and
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13 banquet halls, we inspire a new perspective of discovery for both business and leisure
travellers. Le Meridien Kochi boasts of the most picturesque locale overlooking the serene
backwaters and manicured gardens. The hotel is located at 34 KMs away from the Cochin
International Airport and 5 KMs from the Ernakulum Railway Station. The International
Convention Centre combines spaces that expand ideas with an endless choice of creative
experiences. Explore 60,000 sq.ft of air conditioned indoor space to discover the vivid
opportunities to organise events
The Le Méridien brand was established in 1972 by Air France "to provide on a home away from
home for its customers." The first Le Méridien property was a 1,000-room hotel in Paris — Le
Méridien Etoile. Within two years of operation, the group had 10 hotels in Europe and Africa.
Within the first six years, the number of hotels had risen to 21 hotels in Europe, Africa, the
French West Indies, Canada, South America, the Middle East and Mauritius. By 1991, the total
number of Le Méridien properties had risen to 58.
In May 2001, Nomura Group announced the acquisition of Le Méridien Hotels & Resorts from
Compass Group plc for £1.9 billion and Le Méridien was merged with Principal Hotels, which
was acquired in February 2001. In December 2003, Lehman Brothers Holdings acquired the
senior debt of Le Méridien.
On November 24, 2005, the Le Méridien brand and management fee business was acquired by
Starwood Hotels & Resorts. The leased and owned real estate assets were acquired in a separate
deal by a joint venture formed by Lehman Brothers and Starwood Capital.
LITERATURE REVIEW
Quality of work focuses on the quality of relationship between employees and total work
environment. The fundamental rationale is to develop work environment that are the best thing
for people as well for the economic health of the organization. Quality at work trims down
attrition intentions of the prospective employees and then helps out in reducing absenteeism and
improving job satisfaction (Clarke, 2001). Previous researches suggested several factors which
play an important role in employee retention (Cappelli, 2000). The factors which are considered
and have direct affect are; career opportunities, work environment, work life balance,
Organizational justice, and existing leave policy and organization image. Employee are stay and
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loyal with such organization where employee have value, sense of pride and work to their full
potential (Cole, 2000). The reasons to stay employee in organization are organization reward
system, growth and development, pay package and work life balance.
Employees retaining is the most important target for the organization because hiring of qualified
candidate is essential for organization but their retention is more important than hiring, because a
huge amount is spending on the orientation and training of the new indicated employees (Cotton,
1986). Many researchers found that the cost of replacing of old employees with new is estimated
up to twice the employee annual salary. When Employee leaves the job, organization lost not
only employee, but also lost the customers & client who ware loyal with the employee,
knowledge of production, current projects, competitor and past history of the organization.
Organizations make enormous efforts to attract employees and sustain them in the organization.
In today’s business scenario only high salary and designation is not significant for employees to
retain them in the organization, but others factors also play important role in their retention. The
intent of this research is to how the organizations retain the talented employees in the
organization focusing on the factors which means career development, leave policy, leadership
style, work environment, remuneration & rewards, Organization Justice, and performance
appraisal. (Van Knippenberg, 2000), suggested that employee become more loyal and stay in the
organization when they identify themselves within a group and contribute to the performance as
a group. When the employees came in to a group there will be a common goal and co ordination
to achieve the same. Today’s reasons for the retention of the employees are lack of coworkers
relation defects in the organization policies, effects of the supervisor support dissatisfaction in
work environment etc are the leading reasons for the retention of the employees.
(Fitz-enz, 1990) recognized that only one factor is not responsible in management of employee’s
retention, but there is several factors influenced in employee’s retention which need to manage
congruently i.e. compensation & rewards, job security, training & developments, supervisor
support culture, work environment and organization justice etc.
Earlier studies on employee turnover focused mainly on understanding causal mechanisms but
several studies carried out on employee retention, the strategic human resource researchers are
still investigating the things happening in between HR practices and firm’s performance
(Bluedorn, 1982), mostly related to voluntary turnover as a critical component (Shaw, 2005) as
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employee retention plays a vital role in bridging the gap between the work progress and the
growth behavior in Organizations. This is because it ensures stability and connects the
experiences of individuals in Organizations on a continuous basis to the critical measures of
success factors in the Organization. The decision of leaving the Organization is not easy for an
individual employee as well as significant energy is spent on finding new jobs, adjusting to new
situations, giving up known routines and interpersonal connection and is so stressful (Boswell,
2005). Therefore if timely and proper measures are taken by the Organizations, some of the
voluntary turnover in the Organization can be prevented. The aim of this research is to find out
whether the factors like work environment, co workers relation, supervisor and family support
are influencing the retention of the employees in Le meridian hotel cochin also helpful to know
the determent that why employees leave the organization.
METHEDOLOGY
The topic of the research was “A study on the influence of quality of work life on employee’s
retention”. The study conducted among 33 respondents gave a clear idea about the type of
relationship between the dependent and independent variables i.e. retention of the employees and
factors like co workers relation, superior subordinate relation, and work environment
respectively. The research instrument of the study was the questionnaire filled up by employees
of different departments and designation of Le meridian Cochin. The questionnaire contains
many questions that can get answers about the impact of quality of work life on employee’s
retention. The questionnaires were collected from the respondents during the two month
internship period. There were 33 respondents and questionnaires were collected from them all
and were evaluated on a 5 point scale, rating as strongly agrees to strongly disagree.
The sample for this study was chosen through convenience sampling. The sample is selected
irrespective of the gender, age, department, designation, qualification etc. The sample size of the
study is 33. SPSS was used as statistical software and the statistical tools used in this were,
correlation, ANOVAs, Regression, and Cross tab. The general objective of the study was to find
the influence of quality of work life on employee’s retention. Through this study the organization
can be able to know about whether the retention of employees are being the reason of different
factors like work environment, co workers relation, and the supervisor support. By the result of
this research they can understand the satisfactory level of being a member of the organization;
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they feel that they are working with an excellent team in the organization, they are loyal to the
organization or not, their attachment etc. The main objectives of the study were; to find the
influence of work environment on employee’s retention, co workers relation on employee’s
retention, superior and family support on employee’s retention.
DATA ANALYSIS AND DISCUSSION
Table 1: PROFILE OF RESPONDENCE
Sample characteristics of
respondent
Characteristics Frequency Percentage
Gender Male 21 61.8
Female 12 35.3
Age
20-30 3 8.8
30-40 13 38.2
40-50 13 38.2
50-60 4 11.8
Level of Employment
Managerial 6 17.6
Non Managerial 27 79.4
Years of Employment
Less than 1 year 4 11.8
1-2 8 23.5
2-3 9 26.5
3-4 10 29.4
4-5 2 5.9
Sample Characteristics
The above table shows the detail of the sample selected. Here in the above table 61.8 percent of
the respondents are male and the rest 35.3 percent are females. Over 8.8 percent of them are of
the age category of 20-30, 38.2% are belongs to 30-40 category, under 40-50 category again
38.2% are coming, rest of the 11.8% respondents are belongs to 50-60. In my respondents 17.6%
are holding the managerial positions and the rest 79.4% of them do not hold any managerial
positions. The levels of experience among the employees are 11.8 % with less than 1 year, 23.5%
with 1-2 year experience, and 26.5% with 2-3 years of experience. The employees with 3-4 years
of experience are 29.4% and the rest of 5.9% belongs to 4-5 years of experience.
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Information from the respondents was entered into the SPSS. Data were analyzed with the help
of Descriptive Statistics, Correlation, ANOVA, Regression etc. Following are the analysis and
interpretation of the data collected from the 33 respondents.
To know the impact of work environment on employees retention.
Correlations
Retention
Work
environment
Retention Pearson Correlation 1 .395
*
Sig. (2-tailed) .023
N 33 33
Work environment Pearson Correlation .395
*
1
Sig. (2-tailed) .023
N 33 33
From the above table we can understand that, there is a positive correlation between the work
environment and the retention, which is significant at 0.05 levels. This means that when the work
environment improves the retention also increases and vice versa. Therefore the companies
should take efforts to see that the work environment should be satisfied by the employees in the
organization.
ANOVA
Retention Work environment
Sum of Squares df Mean Square F Sig.
Between Groups 1.251 2 .625 2.831 .075
Within Groups 6.628 30 .221
Total 7.879 32
From the above ANOVA table we can understand that retention of the employees is different
based on their intensity of work environment. The descriptive table below gives the mean values
of retention based on work environment.
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Retention Descriptive
Mean
neither agree nor disagree 4.0000
Agree 4.5217
strongly agree 4.8889
Total 4.6061
The descriptive table above once again makes it very clear that their retention increases
with their level of satisfaction of work environment which was also clear from the correlation
table above. The company must also take some actions that result in matching organizational
values and employees which will later result in retention of employees.
Coefficients
Model
Un standardized
Coefficients
Standardized
Coefficients
Sig.B R Square Beta
Work environment .391 .156 .395 .023
a. Dependent Variable: Retention
Regression analysis is done to check the significance found in correlation. It is significant in
regression analysis also. Here the P-value is .023, which is significant at 0.05 levels. Here R
square value is .156, which means 15.6% of retention is due to work environment. The beta
value here is 0.395 which means that one unit change in work environment leads to 0.395 unit
change in the rate of retention. The positive beta value also indicates that there is a positive
relation between retention and work environment.
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To evaluate the impact of co-workers relation on employees retention.
Correlation table between co workers relation and retention
retention
Coworkers
relation
Retention Pearson Correlation 1 .759
**
Sig. (2-tailed) .000
N 33 33
Coworkers relation Pearson Correlation .759
**
1
Sig. (2-tailed) .000
N 33 33
From the above table we can understand that, there is a positive correlation between the co
workers relation and retention, which is significant at 0.01 levels. This means the co workers
relation is affecting in the retention of the employees. Therefore the companies should take
efforts to maintain a good co workers relation in the organization.
ANOVA
retention
Sum of Squares df Mean Square F Sig.
Between Groups 4.534 1 4.534 42.029 .000
Within Groups 3.344 31 .108
Total 7.879 32
From the above ANOVA table we can understand that retention of the employees is significantly
influenced by the intensity of the co workers relation. Which means that, the differences in co
workers relation significantly influences the retention. The descriptive table below gives the
mean values of retention based on co workers relation.
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Retention Descriptive
Mean
Agree 4.2000
strongly agree 4.9444
Total 4.6061
The descriptive table above once more makes it very clear that their retention increases with their
level of co workers relation which was also clear from the correlation table above. The company
must also take some actions that will keep co workers relation factors high otherwise which will
result in retention of employees.
Coefficients
Model
Un standardized
Coefficients
Standardized
Coefficients
Sig.B R Square Beta
Co workers relation . .744 .576 .759 .000
Regression analysis is done to check whether, the significance found in correlation is significant
in regression analysis also. Here the P-value is .000, which is significant at 0.01 levels. Here R
square value is 0.576, which means 57.6% of retention is due to co workers relation. There is a
positive relation between retention and co workers relation. The beta value here is 0.759 which
means that one unit change in co workers relation leads to 0.759unit change in retention.
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To know the influence of supervisor support and the family
support on employee retention
Correlations
retention
Supervisor
support
retention Pearson
Correlation
1 .312
Sig. (2-tailed) .077
N 33 33
Supervisor
support
Pearson
Correlation
.312 1
Sig. (2-tailed) .077
N 33 33
From the above table it is clear that there is no significant relation in between the supervisor
support and the retention of the employees. From the above table showing the values which is
clearing that there is relation between two factors but it can’t be proved. For the further studies I
have done the ANOV and cross tab of these two variables.
ANOVA
Retention
Sum of Squares df Mean Square F Sig.
Between Groups .766 1 .766 3.339 .077
Within Groups 7.113 31 .229
Total 7.879 32
From the above ANOVA table we can understand that retention of the employees is not
significantly influenced by the intensity of the supervisor support. This result means that there is
relation but it is not significantly influencing the two variables.
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Retention Descriptive
Mean
Agree 4.4286
strongly agree 4.7368
Total 4.6061
The descriptive table above once again makes it very clear that their retention increases with
their level of satisfaction of superior support which was also clear from the correlation table
above. The company must also take some actions that result in matching organizational values
and employees which will later result in retention of employees
FINDINGS OF THE STUDY
The project on “Study on the influence of quality of work life on employee’s retention in Le
meridian hotel Cochin” has delivered us the findings and conclusion based on the topic. Through
analyzing different factors that influence the retention of employees, it is understood that all the
factors like superior support, co workers relation, work environment etc are influencing the
retention of the employees, but the employees are saying that the superior family supports are not
a factor which is not being influencing the retention. There is a positive relationship found
between the dependent and independent variables when did the correlation. It is also clear that,
when the work environment in the le meridian hotel increase the retention rate of the employees
is also changes and vice versa. And when take into consideration of the second objective the co
workers relation from the calculation it is also clear that the relation between the employees are
less as compared to the other hotel industry. From the response of the employees they
mentioning that effective co workers relation can maintain the retention rate and can build up
good relation and through that, the organization can offer job satisfaction among the employees.
The questionnaire that used to collect data from the employees includes questions that measuring
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the level of different factors that affecting the retention of the employees. Through the analysis
and interpretation the role of quality of work life on the retention of the employees is clear and
the range of influence that through various factors are also revealed. The result helps the
organization to determine which the factors are that is increases the rate of retention of the
employees, and the organization can control the factors and can implement new policies and
procedures to reduce the rate of retention of the employees in the organization. This study giving
the organization a chance to analyze, which are the factors that influencing the retention of the
employees and also they can take appropriate attention to prevent such situations in the
organizations.
The major findings on the objectives of the study are; the retention of the employees is different
based on the intensity of the work environment of the organization, it was also found that, the co
workers relation intensity is also high, so the retention is significantly influenced by the co
workers relation of the employees. It was clear that, the superior family support to the employees
is high but it is not contributing significance to the retention of the employees.
. Managers also need to give training to employees who rated as the organization value and that
of the organization matches as average, to make them clear about and understand the value of the
organization. Perhaps it may the problem of employees because they are new to the organization.
Proper planning and coordination can maintain the employees’ stay back in the organization. The
organizations attitudes towards the employees is also a factor which determines the retention of
the workers so the organizations should take attention regarding wealth of the employees, and a
solution for the leaving the organization.
LIMITATIONS OF THE STUDY
One of the limitations I found in this study is that, the study is based on the responses of the
respondents which may bias. The total number of the respondents that is used for the study is
very less; it should have been more in numbers. Perhaps there would have been a change in the
result when the no increases. So when further study is done, no of the respondents must be
considered. And another factor to be taken care is the equality of gender in selecting the
respondents. In this study most of the respondents were male; only 8 female employees were
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there. There were some employees who were not ready to fill the questionnaire. It may because
of the some kind misunderstanding of them. Le Meridian as a reputed brand, some of the
employees were not ready to give the information and also the most of the employees were
satisfied and they tell me no need of filling of such data because they are showing commitment
and job satisfaction and also they happy with the work environment and factors like co workers
relation, superior subordinate relation and all.
CONCLUTION
The main thrust of this study is based on the quality of work life on retention of the employees.
The study analyzed various factors that come under the quality of work life like happy being a
member, working with an excellent team, co workers are very helpful to the work life and the
superior family support is essential etc. Through this analysis the specific objectives were proved
to be significant. Through this paper we can come to the conclusion that, the quality of work life
is highly influencing the retention of the employees in the le meridian hotel Cochin.
So the study suggests that, since the quality of work life influencing the retention, the managers
must take steps to prevent the left out of employees from the organization. And also they must
take necessary actions to improve the factors come under the quality of work life. The
improvement of the factors in work life will increase the rate of retention in the organization.
The results of this study suggest that coworker relationships and work environment have
significantly positive effects on retention of the employees when the facilities and co works
relation is increasing the employees retention is also increase. If hotels can provide a better work
environment and facilitate harmonious coworker relationships among employees, job satisfaction
can be effectively improved. Moreover, job satisfaction and salary level have no direct effect on
retention, however, job satisfaction and salary level can indirectly affect the employee turnover
rate through organizational commitment. The results also suggest that higher salary levels, higher
levels of job satisfaction, and higher levels of organizational commitment will lead to lower
turnover intention. When discussing factors affecting employee turnover intention, the study
showed that coworker relationships, salary level, and organizational commitment in addition to
work environment are important factors that influence employee retention. Because job
satisfaction and salary level indirectly affect retention through organizational commitment,
employees will begin to identify with the company, its goals and business strategies, and their
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jobs if the company can effectively enhance their organizational commitment. Therefore, the
effect of organizational commitment is very important to hotel employees.
Questionnaire
1. Age: 20-30 30-40 40-50 50-60
2. Gender: Male Female
3. Level of Employment: Managerial Non managerial
4. Years of work experience: below 1 1-2 2-3
3-4 4-5 above 5
Mark the options from highest agreement (5) to lowest agreement (1)
5= Strongly Agree 3 = Neither agree Nor Dis-agree 1 = Strongly Dis-agree
I often get opportunities to communicate with my
superiors.
I have freedom to communicate with my superiors.
I have my supervisors’ support in work.
Superior willing to tolerate arguments and give fair hearing
Listens to you when you share things that are bothering
you
My family is willing to share my stress
They are very eager to know about my work
Suggestions and support from the family.
Please rate your level of agreement with the following statements regarding your colleagues
in the department where you work:
The people in my work group use time and resources
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effectively.
The people in my department cooperate to get the job done.
I feel that my own ideas are genuinely considered in the
department.
The people in my department share job knowledge with
each other.
The people in my department are honest, open and
transparent in their dealings.
The people in my department treat each other with respect.
The people in my department resolve conflict quickly when
it arises.
Please rate your level of agreement with the following statements regarding aspects of your
organisations working environment:
My organisation is a good place to work.
In general, employees in my organisation effectively
manage conflicts of interest.
Employees in my organisation feel they are valued for their
contribution.
My organisation places a high priority on the learning and
development of employees.
When someone praises the accomplishments of my
organisation, it feels like a personal compliment to me.
Please rate your level of agreement with the following statements regarding aspect of your
retention from the current organization
I often seriously consider leaving my current job.
I intend to quit my current job.
I have started to look for other jobs.
This organization giving only stressing duties more than
my working capabilities
Other organizations providing more freedom to workers
Organization is not considering employees wealth
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