EMPLOYEE JOB SATISFACTION AS LEAD TO SIGNIFICANT

IJARCMF: International Journal of Advanced Research in Commerce Management and Finance Volume: 1: Issue: 1: Page No: 67 to 79

October Article ID: IJARCMF0006

67 Article History: Received on Sept: 20 Revised on Sept: 27 Published on Oct: 3

EMPLOYEE JOB SATISFACTION AS LEAD TO SIGNIFICANT

LABOUR WELFARE MEASURES

Mrs. T. Srimathi, Assistant Professor, Department of Business Administration, SRM

Institute of Science and Technology, Chennai

Dr. R. Bharathi, Assistant Professor, Department of Business Administration, SRM

Institute of Science and Technology, Chennai

Abstract

A labour welfare measure entails the development of work systems that improve

organizational employees' work life experiences, thereby increasing their commitment

and motivating them to achieve organizational goals. Most commonly, this has been

accomplished through the design of jobs that give workers more direct control over

their immediate work environment. The purpose of this study is to analyse the most

important factor of welfare measures on employee job satisfaction in an organization.

The collected review of the literature examined organizational effectiveness welfare

measure has been identified such as Labour welfare dimensions namely Canteen

Facilities, Credit Facilities, Infrastructure Facilities, Medical Facilities, and Safety

Facilities are the leading factor impacting an employee’s job satisfaction in various

organizations. This study conducted in handloom workers in Virudhunagar District.

The sample for this study included 187 employees. This study used a descriptive

research design. The data were analyzed using the techniques are descriptive

statistics, chi-square test, multiple comparison test and correlation. The findings of

this study revealed a significant relationship between welfare measures and job

satisfaction of employees in an organization.

Keywords: Job satisfaction, Labour welfare, Employees safety facilities

Introduction

A country's economic development is dependent on the production of

commodities and services. Land, labour, capital, organization or management, and

entrepreneurship are the five factors of production that result in production. Labour is




the most active factor of production among these five. Labour productivity has piqued

the interest of industrial psychologists and researchers in the fields of economics and

management. Labour productivity is determined by its efficiency. The quality of

labour is primarily determined by its health and nutrition, literacy, and social values

and customs. Poor diets, unsanitary conditions, insufficient disease prevention

measures, and a lack of medicines and medical care all have a negative impact on their

effectiveness. The happiness and efficiency of workers are a reflection of an industry's

prosperity. Productivity is the end result of an industry's prosperity. Neglecting the

labour class means ignoring productivity. So labour welfare measures become critical

for a variety of reasons: including low wages, irregular working hours, the inability of

trade unions to undertake welfare work, the creation of a stable labour force for the

creation of a genuine welfare state, the creation of good psychological feelings, and

the formation of good moral habits. Under such conditions labour welfare can be only

relief to labouring class.

The concept of 'labour welfare' is inherently flexible and elastic, varying

greatly with time, region, industry, social values and customs, degree of

industrialization, people's overall socioeconomic development, and political

ideologies prevalent at the time. It is also shaped by the workers' age, gender, socio-

cultural background, marital and economic status, and educational level in various

industries. As a result, the concept cannot be precisely defined.




There is also a wide range of views on the motivations and merits of labor

welfare. It is more or less synonymous with labor conditions and as a whole, including

labor legislation and social insurance, in its broadest sense. Another point of

contention is whether welfare for the working class is voluntary or statutory. In Indian

industry, welfare entails the provision of medical and educational services, as well as

a pleasant working environment. The need for such services and facilities stems from

industry's social responsibility, a desire to uphold democratic values, and a concern

for employees. Better work conditions, such as proper lighting, heat control,

cleanliness, low noise level, toilet and drinking-water facilities, canteen and rest

rooms, health and safety measures, reasonable hours of work and holidays, and

welfare services, such as housing, education, recreation, transportation, and

counselling, are all examples of labour welfare.

Employee Welfare Schemes

Organizations provide welfare services to their employees in order to keep

them motivated. Employee welfare schemes are divided into two types: statutory and

non-statutory welfare schemes. Statutory schemes are those that an organization is

required to provide in order to comply with laws governing employee health and

safety. These include provisions in industrial acts such as the Factories Act of 1948,

the Dock Workers Act of 1986 (safety, health, and welfare), and the Mines Act of

1962. Non-statutory schemes differ from one organization to the next and from one

industry to the next.




The following provisions are included in statutory welfare schemes: drinking

water, sitting facilities, first aid appliances, latrines and urinals, canteen facilities,

spittoons, lighting, washing places, changing rooms, and rest rooms; and many non-

statutory welfare schemes may include Personal Health Care (regular medical check-

ups, flexi-time, Employee Assistance Programs, Harassment). When compared to his

counterpart in most European countries, the Indian worker is unhealthy and confined

by illness. This clearly has an impact on the production potential. As a result, he is in

desperate need of low-cost nutritious food and adequate medical care in the event of

hospitalization. As a result, the country's labour welfare has a lot to do with it. It must

help them by providing maternity benefits, old-age benefits such as provident funds,

pensions, and gratuities, and so on.

Job satisfaction

Job satisfaction is a general attitude that an employee maintains as a result of

many specific attitudes in the following areas:1. Job, 2. Personal characteristics, 3.

Relationships outside of the workplace There are various factors that influence job

satisfaction, and the most important ones are discussed below. Personal factors

include a worker's gender, education, age, marital status, and personal characteristics,

as well as their family background, socioeconomic background, and so on. Factors

inherent in the job, These factors have recently been studied and found to be important

in employee selection. Instead of being guided by their coworkers and supervisors,

skilled workers prefer to demonstrate their own proclivity to select jobs that suit them.

These factors include the work itself, as well as the influence of the internal and




external environment on the job, which is beyond the management's control. Satisfied

employees are those who are extremely loyal to their company and will stick with it

even in the worst-case scenario. They work not out of compulsion, but because they

want to take their organization to the next level. Employees must be passionate about

their work, and passion can only be generated when employees are satisfied with their

job and the organization as a whole. This study concentrated on employee welfare

measures and how to improve employee job satisfaction.

Research Methodology

The main objective of this study is to identify the most predicting variables of

labour welfare measures on employee’s job satisfaction in organisation. A review of

the literature revealed there is limited research that examined organizational

effectiveness among the employees. A welfare measures such as Canteen facility,

Transport facility, infrastructure, financial assistance, safety facility and medical

facility have been identified as a leading factor impacting an employee’s job

satisfaction in various organizations. This study conducted in butterfly Gandhimathi

Appliances, Chennai. The sample for this study included 187 employees. This study

used a descriptive research design and simple random sampling methods have used to

collect data. The data were analysed using the techniques are descriptive statistics,

chi-square test, multiple comparison test and correlation. Descriptive statistics is used

to describe the sample, to show the numbers and percentage of the items falling in




categories, chi-square, rank and Correlation analysis is to measure the degree of

relationship between the independent and dependent variables.

Analysis and Interpretation

Table No.01 Analysis of variance between age and medical facility

Age Mean Standard

Deviation

ANOVA Result

F-value P-value

Below 30 years 2.81 1.302

0.149 0.930

30-35 years 2.79 1.298

36-40 years 2.62 1.416

Above 40 years 2.89 1.364

Total 2.76 1.319

Source: Primary data computed.

H0: There are no significant differences of opinions towards medical allowances based

on employees’ age group.

Interpretation

To test the above stated hypothesis ANOVA (one way) is applied. It shows that

there is no significant difference of opinion towards medical allowances depending on

employees’ age. Hence, the P-value is not significant. So, the above stated hypothesis

is accepted. It is found that employees do not have difference of opinion towards

medical allowances based on their age.




Table No.02 Analysis of variance between age and transport facility

Age Mean Std.

Deviation

ANOVA Result

F-value P-value

Below 30 years 2.19 1.223

13.529 0.001

30-35 years 2.00 1.181

36-40 years 1.85 1.190


Total 2.25 1.359


H0: There are no significant differences of opinion towards transport facility based on

employees’ age group

Interpretation


there is a significant difference of opinion towards transport facility depending on

employees’ age. Hence, the P-value is significant. So, the above stated hypothesis is

rejected. It is found that employees have difference of opinion towards transport

facility based on their age.

Table No.03 Analysis of variance between age and credit facility

Age Mean Std.

Deviation

ANOVA Result

F-value P-value

Below 30 years 2.52 0.996 1.699 0.172




30-35 years 2.18 1.058

36-40 years 2.73 1.251


Total 2.49 1.124


H0: There is no significant difference of opinion towards credit facility based on

employees’ age.

Interpretation


there is no significant difference of opinion towards credit facility based on

employees’ age. Hence, the P-value is not significant. So, the above stated hypothesis

is accepted. It is found that employees do not have difference of opinion towards

retirement benefits based on their age.

Table: 04 Labour welfare and job satisfaction

Labour welfare Job satisfaction

r-value p-value

Canteen Facilities 0.225 0.001*

Credit Facilities 0.327 0.001*

Infrastructure Facilities 0.442 0.001*

Medical Facilities 0.359 0.001*

Safety Facilities 0.533 0.001*

Source: Primary data computed, *significant at one percent level




Table-4 explains the relationship between Labour welfare dimensions and job

satisfaction.

Ho: There is no relationship between Labour welfare dimensions and job

satisfaction.

Pearson correlation is used to test the above-mentioned hypothesis. Safety

Facilities have the highest r-value (0.533) with job satisfaction in the Labour Welfare

Dimensions, followed by Infrastructure Facilities (0.442), Medical Facilities (0.359),

Credit Facilities (0.327), and Canteen Facilities (0.225). The secure r-values range

from 0.533 to 0.225.

At the one percent level, however, the r-values are found to be positive and

significant. It demonstrates that the dimension of labor welfare is positively and

significantly related to job satisfaction. As a result, the stated hypothesis is rejected.

Safety Facilities have a higher level of correlation value than the other Labour welfare

dimension in this case. As a result, it has been discovered that Safety Facilities has a

strong relationship with job satisfaction.

Table - 05 The Effects of Labour welfare on job satisfaction

R-Value R-Square Value Adjusted R- Square Value F-Value P-Value

0.745 0.557 0.553 85.913 0.001

Labour Welfare B Std.

Error Beta t- Value P-Value




Constant 1.832 0.950 _ 1.911 0.053

Canteen Facilities -0.025 0.042 -0.022 -0.635 0.529 (NS)

Credit Facilities 0.047 0.035 0.053 1.388 0.168 (NS)

Infrastructure

Facilities -0.013 0.043 -0.015 -0.333 0.743 (NS)

Medical Facilities 0.054 0.047 0.056 1.384 0.169 (NS)

Safety Facilities 0.142 0.036 0.197 3.813 0.001*

Source: Primary data computed *significant at one percent level, Ns-Non - significant

Table -5 explains the effect of Labour welfare on job satisfaction.

Ho: Labour welfare dimension are not influenced the job satisfaction.

Multiple linear regression was used to investigate the above-mentioned

hypothesis.

Labour welfare dimensions such as Canteen Facilities, Credit Facilities,

Infrastructure Facilities, Medical Facilities, and Safety Facilities are treated as

independent variables in this study, while job satisfaction is treated as a dependent

variable. The analysis has also been completed. The p-value is (0.001), which is

significant at the one percent level, according to the model summary. It demonstrates

that independent variables like Canteen Facilities, Credit Facilities, Infrastructure

Facilities, Medical Facilities, and Safety Facilities have a significant impact on job

satisfaction. As a result, the stated hypothesis is rejected. Furthermore, the r-square

value is discovered to be 0.558. It is deduced that the Labour welfare dimensions have




a 55.8 percent influence on job satisfaction. The equation expresses the standardized

co-efficient beta value, which indicates the relative importance of determinants of job

satisfaction.

Job satisfaction = 1.832+0.142(Safety Facilities)

According to this equation, the Safety Facilities have a positive impact on job

satisfaction. It demonstrates that in order to increase job satisfaction by one unit, the

Safety Facilities must be increased by 0.142. It is clear that the labor welfare

dimension has a significant impact on job satisfaction. Safety Facilities, on the other

hand, is a predictor of job satisfaction.

CONCLUSION

Labour welfare provides a wide range of strategies and denotes a state of well-

being, happiness, satisfaction, protection, and expansion of human resources, as well

as aiding in worker motivation. The primary goal of labour welfare is to enrich the

lives of workers and keep them joyful and engaged in activities that contribute to the

growth of the organization.

This paper concluded that the company provided various facilities to its

employees while also adhering to state and Indian government rules and regulations.

The management was required to provide good facilities to all employees in such a

way that employees were satisfied with the welfare facilities. It boosts productivity

while also improving quality and quantity. As a result, there is a need to make some




provisions for improving the welfare facility so that workers are happy and their

performance levels will rise. It leads to an increase in the positive effects of the

organization's profitability and products. The labour welfare facilities provided by the

company are commendable, but there is still room for improvement so that efficiency,

effectiveness, and productivity can be improved in order to achieve organizational

goals.

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EMPLOYEE JOB SATISFACTION AS LEAD TO SIGNIFICANT