In modern era, it has been observed that stress management has become the generous concepts in the skilled surroundings. It is also seen that working proficiency has degraded to some extent as professionals are unable to maintain a balance between lifestyle and career. This difference has made organizations to formulate such policies that lead to better job security, which results in job involvement moreover employee satisfaction. This degree of satisfaction has been referred to as QUALITY OF WORK LIFE. Quality of work life is a process in an organization that enables the members at all levels to contribute aggressively and successfully in shaping organizational environment, methods and outcomes. This study focuses on the subjective matter of QWL i.e. the key elements like salary/wages, job security, job involvement, employee satisfaction etc.

1. International Journal of Advanced Scientific Research & Development (IJASRD)
ISSN: 2394 – 8906
www.ijasrd.org, Pp: 64 – 68
Two Day National Seminar on “Make in India: How Get the Manufacturing Going” 64 | P a g e
R.V.S. College of Arts & Science, Karaikal
A Study on Quality of Work Life in Kiran Global Chems Private
Limited at Karaikal
S. Jeya Ganesh1
, Dr. N. Abdul Jaleel2
ABSTRACT: In modern era, it has been observed that stress management has become the
generous concepts in the skilled surroundings. It is also seen that working proficiency has
degraded to some extent as professionals are unable to maintain a balance between lifestyle
and career. This difference has made organizations to formulate such policies that lead to better
job security, which results in job involvement moreover employee satisfaction. This degree of
satisfaction has been referred to as QUALITY OF WORK LIFE. Quality of work life is a
process in an organization that enables the members at all levels to contribute aggressively and
successfully in shaping organizational environment, methods and outcomes. This study focuses
on the subjective matter of QWL i.e. the key elements like salary/wages, job security, job
involvement, employee satisfaction etc.
KEYWORD: Quality of work – life, employee satisfaction, job security, participative management and salary.
One of the major problems facing many industrial countries is the quality of work life.
The issue is not just one of achieving greater from human satisfaction. It is also fundamental
to the long-range efficiency adaptability and effectiveness of organization and national
performance. Organization and nation that are effective in dealing with this fundamental issue
will be more successful in making the transformation into the postindustrial era. Many
countries in Europe and Asia have developed specific national programs of experimentation
and research.
The term quality of work life means different things to different person. To some it
means industrial democracy or co-determination with increased employee participation in
formal organizational decision-making. To other particularly managers and administrators the
term suggests effort to increase production through improvement in the psychosocial rather
than the technical and structural systems some particularly unions and work groups. View at
as more equitable sharing of the income and more human and healthy working condition other
sees it as breaking down the traditional high degree of specialization typical in many work
situation and substituting enlarge and enriched job’s or automation and rewarding job. High
quality of work life is sought through an employee relations philosophy that encourages the
use of quality of work life efforts, which are systematic attempts by an organization to give
worker greater opportunities to effort their jobs and their contribution to the organization
overall effectiveness.
The American Society of Training and development (1979) established a task force on
quality of work life as a “Process of quick organization, which enables its members at all levels
to actively participate in sharing the organization Environment Method and out comes”.
Lau (2000) studied on Quality of work life and performance to provide ad hoc analysis
of two key elements of the service profit chain and find out the relation between in growth and
QWL. This research evaluated the performances, in terms of growth and profitability, based on
a sample of QWL and S&P 500 companies. 29 QWL companies remained for the purpose of
1
Ph.D., Research Scholar, Khadir Mohideen College, Adirampattinam.
2
Associate Professor, Khadir Mohideen College, Adirampattinam.

2. International Journal of Advanced Scientific Research & Development (IJASRD)
ISSN: 2394 – 8906
www.ijasrd.org, Pp: 64 – 68
Two Day National Seminar on “Make in India: How Get the Manufacturing Going” 65 | P a g e
R.V.S. College of Arts & Science, Karaikal
this study. The control group consisted of 208 service companies selected from the list of S&P
500. The results showed QWL companies have a higher growth rate, measured by the five-year
trends of sales growth and asset growth than that of the S&P 500 companies. The results also
indicated that QWL companies indeed enjoyed higher growth rates than those of S&P 500
companies, and their differences are statistically significant. On average, QWL Service
companies have an average sales growth rate while the control group companies have below
average.
Alireza, B. et. al., (2011) researched on the Relationship between Quality of Work Life
and Demographic Characteristics of Information Technology Staffs Relationship b/w QWL
and demographic characteristics of IT staff with objective Measure the relation b/w QWL and
demographics. The dimensions of QWL used as fair compensation, safe and healthy
environment, growth and security, social relevance, life span, social integration, development
of human capacities and age, gender, work experience income has taken as demographic
factors. Data gathered from the 5 IT companies over 292 employees and ANOVA one way
used for the data analysis. Result showed there is no significant relation found between gender
and QWL but positive significant relationship between IT staff and QWL, work experience and
QWL and income and QWL.
Mohammadia, H. et. at., (2013) conducted a research on relationship between quality
of work life and job satisfaction, it is an empirical investigation. Questionnaire in Likert scales
format and distributed among 86 full time employees of two governmental agencies in Iran,
Supreme Audit Court and Interior Ministry and t-test used to examined the hypothesis. The
results indicated that different working components have significantly influenced on job
satisfaction.
1.1 Scope of the study:
Quality of work life is the most important area of all the working employees, in the
present day scenario all the employees are working hard for their day to day life. Most of the
employees are spoiling their work – life and family – life in behind of continuous work or
problem on out of the work.
1.2 Objectives of the study:
 To find out the quality of work life existing in the organization.
 To assess the order of preference of the factor of quality of work life.
 To give remedial measures to improve the quality of work life.
Methods
Research methodology is way to systematically solve the research problem. It is a plan
of action for a research project and explains in detail how data are collected and analyzed. This
research study is a descriptive study.
2.1 Participants of the study:
Population is the entire group of people, events or things that the researcher describes
to investigate. Simple Random Sampling Method was adopted to select the sample. Sample is

3. International Journal of Advanced Scientific Research & Development (IJASRD)
ISSN: 2394 – 8906
www.ijasrd.org, Pp: 64 – 68
Two Day National Seminar on “Make in India: How Get the Manufacturing Going” 66 | P a g e
R.V.S. College of Arts & Science, Karaikal
a subset of population out of 259 employees, 84 male and 16 female participants were selected
as sample size of the study.
2.2 Research Design:
A research design is descriptive research and the arrangement of condition for
collection and analysis of data in a manner that aims to combine relevance to the research
purpose with economy is procedure.
2.3 Measures:
Five point Likert scale is used to collect the data from the respondents. The primary
data collected from the respondents were coded and tabulated to suit the requirements of
the study. Statistical Package for Social Sciences (SPSS) was used for data analyzing. The
following statistical tools have been employed to analyze and interpret the primary data.
 Chi-square Test for Independence and
 Bivariate Correlation.
Results
From the chi-square test cross-tabulation of sex and income (see table 1) found that, out
of 100 participants 84 per cent of the participants are male and 16 per cent of the participants
are female. From the 84 per cent of male participants, 31 per cent of participants’ income level
between 8000 and 10,000, 24 per cent of participants income level between 10,000 and 12,000,
16 per cent of participants income level between 12,000 and 14,000 and 13 per cent of
participants income level is 14,000 and above. From the 16 per cent of female participants, 5
per cent of participants’ income level between 8000 and 10,000 3 per cent of participants
income level between 10,000 and 12,000, 5 per cent of participants income level between
12,000 and 14,000 and 3 per cent of participants income level is 14,000 and above.
The value of Pearson Chi – Square is 1.643 and associated significance value is 0.650
(which is greater than 0.05). Therefore, the null hypothesis is failed to reject and we say there
is no association between the respondents’ sex and their income level in the organization (see
table 2).
From the correlation table (see table 2), it has been examined that, the result of non –
parametric correlation reveal that:
(i) There is a negative correlation between provided salary and wage is reasonable and
the job is fully satisfied and stable. The correlation coefficient is -0.014 and p – value is greater
than 0.05.
(ii) There is a positive correlation between the job fully satisfied and stable and the job
entrusted is full of challenges. The correlation coefficient is 0.032 and p > 0.05.
(iii) There is a positive correlation between job entrusted is full of challenges and
provided salary and wage is reasonable. The correlation coefficient is 0.238 and p < 0.05)
(iv) There is a positive correlation between job entrusted is full of challenges and the
job fully satisfied and stable. The correlation coefficient is 0.032 and p > 0.05.
(v) There is a negative correlation between the respondents always involved in their job
and provided salary and wage is reasonable. The correlation coefficient is -0.117 and p > 0.05.

4. International Journal of Advanced Scientific Research & Development (IJASRD)
ISSN: 2394 – 8906
www.ijasrd.org, Pp: 64 – 68
Two Day National Seminar on “Make in India: How Get the Manufacturing Going” 67 | P a g e
R.V.S. College of Arts & Science, Karaikal
(vi) There is a negative correlation between the respondents always involved in their
job and the job entrusted is full of challenges. The correlation coefficient is -0.035 and p >
0.05.
Discussion
From the statistical analysis, it was analyzed that the association between sex with
income wise classification among the employees and the relationship between the
organizations provide reasonable salary, present job is fully secured and stable, job entrusted
is full of challenges and the employee involvement in job. We conduct our study in which 100
employees in Kiran Global Chems Private Limited, Karaikal. Our objective focus on two main
aspects. On one hand, to analyze whether the association that this relationship adopt. And on
the other, to analyze whether this relationship differ upon the variables.
In relation to the first objective we have found that our hypothesis is fulfilled, there is
an association between the sex and income level of the employees. As far as, the result point
out that the male and female employees are getting equal income for their existing work. The
quality of work life for the male and female employee is good in Kiran Global Chems Private
Limited. In our second objective, we found some difference on employee quality of work life.
Maximum number of employees are says that the organization providing a reasonable salary
for their existing work and present job is fully secured and stable, so they do their job with full
involvement. Few employees are says that the job is entrusted is full of challenges but the
organization never paid the reasonable remuneration for their work.
It is in this context that a study of the exiting quality of work life in the organization
assumes considerable significances. The present study has examined the perceived quality of
work life are perceived across different work parameters pay and stability of employment
growth opportunities nature of job environmental factor and participation. The perceived
quality of work life has also been examined vice in the age level educational qualification
experience and income. Keeping all the points is good it is valid for all work parameter’s
studies and those points in the mind it may be concluded that through the overall quality of
work life is good Improvement in certain area suggested already may be done to facilities better
quality of work life.
Reference
R.S.M. Lau, (2000) "Quality of work life and performance – An ad hoc investigation of two key
elements in the service profit chain model", International Journal of Service Industry
Management, Vol. 11 Iss: 5, pp.422 – 437.
Alireza, Bolhari et al (2011), The Relationship between Quality of Work Life and Demographic
Characteristics of Information Technology Staffs, International Conference on Computer
Communication and Management, vol5, IACSIT Press, Singapore
Mohammadia, H., et, al., (2013), A study on relationship between quality of work life and job
satisfaction an empirical investigation, management science letter, 2.
Sekaran, Uma, “Research Methods for Business”, New Delhi, Wiley India Pvt. Ltd, 4th
Edition.
Subba, P Rao, Personnel and Human Resource Management, 4th
Revised and Enlarged Edition,
Himalaya Publication House Private Limited, Mumbai, 2009, p.403.

5. International Journal of Advanced Scientific Research & Development (IJASRD)
ISSN: 2394 – 8906
www.ijasrd.org, Pp: 64 – 68
Two Day National Seminar on “Make in India: How Get the Manufacturing Going” 68 | P a g e
R.V.S. College of Arts & Science, Karaikal
Table 1
Cross-tabulation of Sex and Income level of the participants
Income
Total8000 to
10000
10000 to
12000
12000 to
14000
14000 and
above
Sex
Male 31 24 16 13 84
Female 5 3 5 3 16
Total 36 27 21 16 100
Table 2
Table shows the chi–square test
Value df Asymp. Sig. (2-sided)
Pearson Chi-Square 1.643a 3 0.650
Likelihood Ratio 1.590 3 0.662
Linear-by-Linear Association .671 1 0.413
N of Valid Cases 100
a. 3 cells (37.5%) have expected count less than 5. The minimum expected count is 2.56.
Table 3
Correlation
Providing a
reasonable
salary /
wages
Present
job is fully
secured
and stable
Present job
entrusted is
full of
challenges
Job
involvement
Providing a
reasonable
salary /
wages
Pearson Correlation 1 -0.014 0.238* -0.117
Sig. (2-tailed) 0.889 0.017 0.247
N 100 100 100 100
Present job
is fully
secured and
stable
Pearson Correlation -0.014 1 0.032 -0.017
Sig. (2-tailed) 0.889 0.755 0.867
N 100 100 100 100
Present job
entrusted is
full of
challenges
Pearson Correlation 0.238*
0.032 1 -0.035*
Sig. (2-tailed) 0.017 0.755 0.726
N 100 100 100 100
Job
involvement
Pearson Correlation -0.117 -0.017 -0.035 1
Sig. (2-tailed) 0.247 0.867 0.726
N 100 100 100 100
*. Correlation is significant at the 0.05 level (2-tailed).