impact of incentives and work life balance on job satisaction

8/19/2019 impact of incentives and work life balance on job satisaction

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“Impact of Incentives and Work life balance on Job

Satisfaction”

DISSERTATION ROJE!T REORT

S"bmitted To

RAJA#IRI $%SINESS S!&OO'

In partial fulfillment of the requirement for the award of

OST #RAD%ATE DI'O(A IN (ANA#E(ENT )#D(*

+,-. / +,-0

By

Ajish Raju

Roll. No.P14163

Rajairi Business !"hool

Rajairi #alley

$o"hi % 6&' (3)

DE!'ARATION


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I* A1is2 Ra1" here+y de"lare that this report titled ,Impact of Incentives and Work life

balance on Job Satisfaction- is a +onafide re"ord of the issertation wor/ done +y me as part

of partial fulfillment of the award of the deree* Post 0raduate iploma in anaement proram

from Rajairi Business !"hool* $o"hi.

I also de"lare that this report has not +een su+mitted to any other uni2ersity +oard for the award

of any dereediploma.

Pla"e $o"hi Ajish Raju

ate

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A!3NOW'ED#E(ENT

5he satisfa"tion that implies the su""ess of any tas/ would +e impossi+le without the mention of

the people who made it possi+le* whose uidan"e and en"ouraement are 2alua+le to me.

irst of all I than/ the #od Almi42t5 for his immense ra"e and +lessins at ea"h and e2ery

stae of my dissertation.

5hen I would li/e to e7press my ratitude to Dr6$ino5 Josep2* Prin"ipal*Rajairi Business

!"hool* for rantin me the opportunity to do the study.

I am than/ful to my a"ulty 0uide* rof6 S2ell5 Jose fa"ulty* Rajairi Business !"hool* $o"hi*

for i2in me his 2alua+le uidan"e to e7e"ute the study as per the institution requirements and

for all the support he a2e throuhout my dissertation. I would also li/e to than/ Dr6 Imran

32an and rof6 Sa1i #eor4e7 8ury em+ers who e7tended their helpin hands at 2arious staes

of my study.

I would also li/e to than/ my parents for their in2alua+le support and uidan"e* without whi"h

this report would not ha2e +een possi+le.

I would li/e to than/ all the respondents who "ooperated whole heartedly and patiently in

pro2idin me with the data +y fillin the questionnaire.

I am also than/ful to all other fa"ulty and friends who had e7tended their support and

"ontri+utions* whi"h helped me in impro2in my dissertation.

5han/in 9ou*

Ajish Raju

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TA$'E O8 !ONTENTS

DESCRIPTION

PAGE

NO.

ABSTRACT..................................................................................

..

CHAPTER 1 INTRODUCTION………………………………………..-6- Relevance966666666666666666666666666666666666666666666666666666666666666666666666666666666666666666

-6+ $ack4ro"nd99999999999999999999996

-6: Ob1ectives 666666666666666666666666666666666666666666666666666666666666666666666666666666666666666666

-6. Researc2 ;"estion999999999999999999966

CHAPTER 2 LITERATURE REVIEW………………………………

+6- T2eor599999999999999999999999996

+6+ Researc2 (odel999999999999999999996666

+6: &5pot2esis999999999999999999999996

CHAPTER 3:RESEARCH METHODOLOGY…………………………

:6- Researc2 Desi4n 9669996669666666666666666666666666666666666666666666666666666666666

:6+


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5


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'IST O8 TA$'ES

Serialno6

Title of t2e table a4eNo6

5a+le 3.1 Result of relia+ility -.

5a+le 4.1 :orrelation +etween * N and ;B with 8o+ !atisfa"tion -=

5a+le 4.' Reression model for inan"ial in"enti2es and 8o+

satisfa"tion

->

Abstract

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Impa"t of in"enti2es and wor/ life +alan"e on employee


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;hat ma/es wor/ers happy? An important "omponent of the jo+ satisfa"tion

literature fo"uses on rewards. !tudies in manaement and psy"holoy e7aminin

the lin/ +etween jo+ satisfa"tion and rewards tend to either utili=e the 2alen"e%

e7pe"tan"y%instrumentality framewor/ proposed +y #room @1)64 and modified

+y Porter and awler @1)6& or su+s"ri+e to the dis"repan"y theory proposed +y

o"/e @1)C6.

5he former in2ol2es identifyin what wor/ers 2alue and their "onfiden"e in doin

their jo+ suffi"iently well to re"ei2e rewards* as well as their e7pe"tation of ettin

the rewards they desire.

;or/ life +alan"e pra"ti"es are orani=ational "hanes desined to redu"e wor/

family "onfli"t. 5hese wor/ life +alan"e pra"ti"es ena+le employees to +e effe"ti2e

in +oth wor/ and personal roles. 5he more "ontrol an employee has on their li2es

the more a+le they are to +alan"e wor/ and family.

@Iqan la=ar* '(1( :on"lude that* a su""essful +alan"e +etween wor/ and non wor/

roles are +enefi"ial for +oth employee and employer. And this +alan"e in wor/ and

life domains enhan"es quality of personal relationship and orani=ational

out"omes.

-6+ $ack4ro"nd

In"enti2e is the "on"ept whi"h has +e"ome a /ey aspe"t for attra"tin* en"ourain

and retainin the effi"ient employees in the orani=ation. A""ordin to Bennett and

inty@'((D* in"enti2es are 2iewed from two +road perspe"ti2es. 5hey are

finan"ial in"enti2es and Non>finan"ial in"enti2es. 5he study of $reitner and

$ini"/er@'((1 re2ealed that finan"ial in"enti2es has a short term result in

en"ourain and stimulatin wor/ers for hiher performan"e. But oren+os"h* e

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Reu2er E !anders @'((6 e7plained in their study finan"ial reward oes a lon way

in determinin their effe"ti2eness and "ommitment towards their oals and

o+je"ti2es. ;hen hih performan"es are re"orded for employees* it must +e

supported with a +asis for re"onition and promotions.

In the re"ent trends* many "ompanies ha2e +een usin some /ind of in"enti2e

system to moti2ate and reward their employees. :ompanies are usin up lots of

money in their in"enti2e system +e"ause of its popularity. A study* for e7ample did

their resear"h on "ompanies of inland* and a+out 6DF "ompanies ha2e de2eloped

new reward system in the last three years @!alimG/i* !weins* Heis/anen E

aamanen '(()* p.6. 5he rapid rowth and de2elopment in the world has "reated

new a"ti2ities and new doors for all +usiness orani=ation. 5he lo+ali=ation trend

has put the orani=ation hard to retain their "ompetiti2e ad2antae.

rani=ational "hanes due to downsi=in* merers a"quisitions and radi"al

"hanes in te"hnoloy ha2e "haned the wor/ setups. 5he employees in present are

more in2ol2ed in their jo+s than in the last de"ade. 5he lon wor/in hours* wor/

pressure* hih demandin jo+s* use of sophisti"ated te"hnoloy made it diffi"ult for

employees to /eep a +alan"e +etween their jo+ and wor/ "ommitments. :hanin

so"ietal trends* su"h as an in"rease in the num+er of women enterin the wor/for"e

"om+ined with an e"onomy that requires dual in"omes support an a2erae standard

of li2in* "ontri+ute to wor/ life "onfli"ts.

Personal life and wor/ life are two sides of the same "oin. A""ordin to 2arious

sur2eys on wor/ life +alan"e* 6DF of the people are findin it diffi"ult to find a

+alan"e +etween their personal and professional life. 5raditionally "reatin and

manain a +alan"e +etween the wor/>life was "onsidered to +e a womanJs issue.

But in"reasin ;or/ pressures and 0lo+ali=ation ha2e made it an issue with +oth

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the ender* all professionals wor/in a"ross all le2els and all industries throuhout

the world. A"hie2in Kwor/>life +alan"eK is not as simple as it sounds.

5he "ru"ial fun"tion of Human Resour"e manaement is to implement pra"ti"es

that enhan"e the satisfa"tion of employees with their jo+s. :onsequently*

enhan"in jo+ satisfa"tion is "onsidered to +e a win>win proposition. Indeed* jo+

satisfa"tion has +een the fo"us of thousands of studies in manaement sin"e

Hoppo"/finan"ial rewards

for their ser2i"es and effort. In the a+sen"e of equita+le pay* trainin and

de2elopment opportunities and re"onition* employees do et dissatisfied and do

not perform the standards. 5he +enefits that employees foresee for them and their

families moti2ates them to i2e their +est.

5here has +een a lon dis"ussion a+out the su""ess of in"enti2es on the moti2ation

of employees in the literature* whi"h "laim that it has a positi2e effe"t on it. But at

the same time* there are also many others* whi"h also arue that it has low or

neati2e effe"t. Hen"e* it is really important for the "ompanies to /now at what

e7tent these in"enti2es affe"t the jo+ satisfa"tion le2els of employees. 5herefore* it

is important to /now whi"h in"enti2es do they a""ept and whi"h do not ser2es its

purpose.

A""ordin to resear"h "ondu"ted +y the :orporate L7e"uti2e Board amon D(*(((

lo+al wor/ers* ;or/ life +alan"e ran/s as the se"ond important wor/pla"e

attri+ute +ehind "ompensation. Lmployees tend to wor/ '1 per"ent harder who feel

that they ha2e +etter wor/ life +alan"e.

-6: Ob1ectives

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5o analy=e the attitudes of employees towards finan"ial in"enti2es

5o analy=e the attitudes of employees towards Non>finan"ial in"enti2es

5o analy=e the attitudes of employees towards wor/ life +alan"e.

5o analy=e the relationship +etween finan"ial in"enti2es and jo+ satisfa"tion

5o analy=e the relationship +etween Non>finan"ial in"enti2es and jo+

satisfa"tion

5o analy=e the relationship +etween wor/ life +alan"e and jo+ satisfa"tion

5o analy=e the effe"ti2eness of ea"h

-6. Researc2 ;"estion

5o e7amine the impa"t that in"enti2es and wor/ life +alan"e lea2es on jo+

satisfa"tion le2els.

+6- T2eor5

5here are many studies in the literature that e7amine the effe"ts of in"enti2es and

wor/ life +alan"e on se2eral 2aria+les. !"heepers @'(() also e7amined the e7tent

to whi"h in"enti2es system affe"ted the moti2ation of employees at I5 firms.

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A""ordin to the result of the study* an entrepreneurial reward system tends to

fo"us on formal a"/nowledement* so"ial in"enti2es and orani=ational freedom of

employees to en"ourae "orporate entrepreneurship. Poulia/as @'((& tested the

non>monotoni" effe"t of monetary in"enti2es on jo+ satisfa"tion.

In the study* 1))&>'((D of the British Household Panel !ur2ey was used to

in2estiate the "eteris pari+us asso"iation +etween the intensity of +onusprofit>

sharin payments and the utility deri2ed from wor/. 5he set of jo+ "hara"teristi"s

identified as "ontri+utin to jo+ satisfa"tion tends to in"lude pay* hours of wor/*

promotion opportunities* jo+ se"urity @Brown et al. '((&M Byren '((4M :apelli

and !herer 1)&&M :lar/* $ristensen* and ;esterard>Nielsen '(()M :lar/ and

swald 1))6M Heywood and ;ei '((6M ":ausland* Poulia/as* and 5heodossiou

'((DM Poulia/as and 5heodossiou '(1(M whether the jo+ in2ol2es diffi"ult*

monotonous* ha=ardous* or dirty wor/ @!/alli* 5heodossiou*and #asileiou '((&M

whether the jo+ is interestin* prestiious* or "hallenin @e 8one and !"haufeli

1))&M $at= 1)C&M and whether the jo+ in2ol2es little wor/er autonomy or freedom*

offers opportunities for learnin or s/ill a"quisition* or allows one to feel a sense of

a""omplishin somethin worthwhile @Bo"/erman and Ilma/unnas '(()M :lar/

1))&M in= '((3. Not une7pe"tedly* in studies "ondu"ted in de2eloped mar/et

e"onomies* affirmati2e responses for pay* promotion* se"urity* "hallenin*

interestin* prestiious* and the li/e are asso"iated with jo+ satisfa"tion @neati2e

responses asso"iated with dissatisfa"tionM for hours* diffi"ult* monotonous*

ha=ardous* and "losely monitored* the opposite holds.

:on2ersely* Adeyeye @'(() studies arued that manaers are more moti2ated +y

non>finan"ial in"enti2es and the employees are more moti2ated +y finan"ial

in"enti2es.

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any "hanes in the industries and wor/pla"es ha2e "haned and affe"ted the

wor/ and personal li2es. 5hese "hanes ha2e risen in re"ent years as a result of

lare num+ers of wor/in people and the entry of more women in the la+or for"e.

0ood ;B is a 2ital reason for the oranisation


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for orani=ation to sur2i2e and +e produ"ti2e* the employees must +e attra"ted*

rewarded and retained @Buress !imon* E Ratto arisa* '((3M :hen E Ho* '((1M

Bartlett* '((1

Non>finan"ial in"enti2es and jo+ satisfa"tion

$aya @'((C determined the major fa"tors that are responsi+le for influen"in

employees< satisfa"tion. 5he findins of the study re2ealed that frine +enefits su"h

as paid holidays* si"/ lea2e and housin loans are the major determinants meanin

that non>finan"ial in"enti2es were more effe"ti2e than finan"ial in"enti2es in terms

of the attitudes of employees. Non>monetary in"enti2es are rewards that an

indi2idual e7perien"es and are dire"tly related to the jo+ itself @alola* et al* '(14M

$ini"/i and ;illiams* '((3. Psy"holoi"al rewards are responsi+ility*

a"hie2ement* autonomy* personal rowth* "hallene* "omplete wor/ and feed+a"/

"omponents of the jo+. Physi"al rewards are trainin* welfare ser2i"es* fle7time*

promotions* interpersonal relationships* "ondu"i2e en2ironments* jo+ enri"hment*

et". !tudies also indi"ated that non>monetary in"enti2es are also important fa"tors

that help in influen"in the satisfa"tion and retention le2el of an employee.

0reen+er and Baron @'((3 and riedman @'((D are also of the opinion that

orani=ations with adequate pro2isions of the non>monetary 2aria+les "reate a

"enter of responsi2eness and attention whi"h helps in retainin "ompetent*

/nowledea+le* e7perien"ed and trained personnel.

!e2eral studies @Rothwell E $a=anas* '((4M !alau* alola and A/in+ode* '(14

indi"ated that employees are often moti2ated and satisfied with jo+s only when it

i2es them the freedom and opportunity to ma/e use of their s/ills and a+ilities

without any ar+itrary "oer"ion. Numerous studies li/e :oo/ E :rossman* '((4M

:aruth E Humphreys* '((&M "onald Ruth* Harrison !tephen* :he"/land $ath*

:amp+ell !tephen E Roland artin @'((C stated that employees et moti2ated to

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wor/ when they et frequent promotions and jo+ se"urity in their wor/ pla"eM

while some also arued that fa"tors su"h as promotion* trainin and "areer

de2elopment* as well as appre"iation and impro2ed wor/ en2ironment i2e

employees reater opportunities and that these will either dire"tly or indire"tly

influen"e their satisfa"tion on the jo+.

;or/ life> +alan"e and 8o+ satisfa"tion

0ro2e and :roo/er* @1))D ha2e mentioned that fle7i+le wor/ hour and "hild"are

poli"es "ould in"rease employees satisfa"tion and "ommitment to the oranisation.

It is not ne"essary that family and so"ial "ommitments asso"iated with the wor/ers

are all the same. In other words* no two wor/ers are ali/e as far as their so"ial and

family "ommitments are "on"erned. or e7ample* the family and so"iety

"ommitments of a sinle person may +e less "ompared to a married person. !o it

may not +e possi+le for a married person to e7tend hisher wor/in hours li/e a

+a"helor and still +e a+le to a"hie2e ;B.

;ell manaed firms ha2e reali=ed the importan"e of ;B in in"reasin the

produ"ti2ity of an employee. 5hey ha2e reali=ed that only an employee with a

pea"eful mind will +e a+le to "on"entrate on hisher wor/ and to in"rease hisher

produ"ti2ity.

;or/ life +alan"e is not only a+out families and "hild"are* +ut also a+out wor/in

less. It is a+out wor/in ,smart- @Almidani* '((&. p.13. Asadullah and ernande=

@'((& e7amined the role of wor/>life +alan"e pra"ti"es and jo+s satisfa"tion in

0ender 0ap in the O$ and they found that ;B pra"ti"e has a positi2e

relationship with jo+ satisfa"tion as the females reported hiher le2el of jo+

satisfa"tion than men. Also* their results pro2e that ha2in ood ;B pra"ti"e

in"rease jo+ satisfa"tion.

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Related T2eoretical %nderpinnin4sHer=+erfa"tor theory e7plained how +est employees< needs "an +e met and

satisfied. 5he study arued that the fa"tors leadin to jo+ satisfa"tion are separate

and distin"t from those that lead to jo+ dissatisfa"tionM hen"e* the term two>fa"tor

theory whi"h simply refers to moti2ators whi"h are related to jo+ "ontent. Her=+er

re2ealed that the jo+ "ontent or the moti2ators fo"us on tas/ sinifi"an"e* tas/

identity and the notion a wor/er has on hisher jo+. It in"ludes the followin the

wor/ itself* respe"t* ad2an"ement* a sense of a"hie2ement and responsi+ilities. n

the other hand* Her=+er re"oni=ed the se"ond fa"tor as the hyiene fa"tors whi"h

are related to the jo+ "onte7t. 5he jo+ "onte7t refers to the en2ironment in whi"h

the jo+ is performed. It also in"ludes :ompany poli"y and pro"edure* super2ision

and administration* pay* wor/in "onditions and relationship with superior and "o>

wor/ers

+6+ Researc2 (odel

+6: &5pot2esis

H1 5here e7ist a positi2e relation +etween finan"ial in"enti2es and jo+ satisfa"tion

le2els

H' 5here e7ist a positi2e relation non> finan"ial in"enti2es and jo+ satisfa"tion

le2els.

11

inan"ial in"enti2es

8o+ !atisfa"tion Non>finan"ial in"enti2es

;or/ ife +alan"e


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H3 5here e7ists a positi2e relation +etween ;or/ life +alan"e and jo+ satisfa"tion

le2els.

:6- Researc2 Desi4n

5his "hapter e7plains the different resear"h options that were used in this study

su"h as the desin of the resear"h* sample "hara"teristi"s* the 2aria+les of

hypotheses whi"h will +e tested* data "olle"tion and analysis. In addition this study

intends to in2estiate the relationship +etween inan"ial in"enti2es @pay* +onuses*

profit sharin* Non>finan"ial in"enti2es @de2elop s/ills and a+ilities* so"ial

se"urity and health +enefits and "areer opportunities* wor/ life +alan"e and 8o+

satisfa"tion le2els @pay* wor/in "ondition* super2isor* steady employment* "o

wor/ers* feelin of a""omplishment and praise

urthermore* the study intends to e7plain to what e7tent in"enti2es and wor/ life

+alan"e ha2e an impa"t on 8o+ satisfa"tion le2els. 8o+ satisfa"tion will +e

"onsidered as a dependent 2aria+le +e"ause it depends on multiple fa"tors su"h as

employee


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2aria+les. 5herefore the questionnaire method was "onsidered to +e one

appropriate method for this study.

5he data was "olle"ted from full time employees in the "ompanies +ased in

Infopar/* $o"hi. A total num+er of 1') employees % from middle and +ottom

manaement were randomly sele"ted usin self>administered questionnaires. 5he

questionnaire was atta"hed with a letter e7plainin the purpose* anonymity and the

"onfidentiality of all the information filled* and stated that the results would +e

stri"tly used for the study purposes. 5he parti"ipatin employees were instru"ted to

indi"ate the le2el to whi"h they areed with ea"h of the statement in the sur2ey.

5he 1') "olle"ted questionnaires pro"eeded to the data analysis stae and were

analy=ed usin the !P!! @!tatisti"al Pa"/ae for the !o"ial !"ien"es proram. 5he

study was fo"used on essential points related to finan"ial in"enti2es* non>finan"ial

in"enti2es* wor/ life +alan"e and jo+ satisfa"tion

:6+ St"d5 (eas"res and variables

5he questionnaire used in the study in"ludes 1) items whi"h measures the four

2aria+les in"luded in the study. 5he s"ale used is of i/ert


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Non>finan"ial in"enti2es 5his 2aria+le was measured usin 3 items s"ale

de2eloped +y Ali Lr+a E 5uay Arat @'(1' usin i/ert A""ordin to Armstron @'(1' finan"ial rewards "omprise

all rewards that ha2e a monetary 2alue and add up to total remuneration. 5hese

rewards in"lude +ase pay* merit pay* s/ills +ased pay* in"enti2es* and ser2i"e

related pay* +onuses* finan"ial re"onition s"hemes and +enefits su"h as pensions*

si"/ pay and health insuran"e

perational definition> inan"ial in"enti2es li/e +onus* allowan"es* pay hi/e and

dis"ounts offered to "onsumers* employees and orani=ations to en"ourae

+eha2ior or a"tions whi"h otherwise would not ta/e pla"e.

Non>finan"ial in"enti2es

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5heoreti"al definition> A non "ash award i2en in re"onition of a hih le2el of

a""omplishment or performan"e su"h as "ustomer "are or support to "olleaues*

whi"h is not dependent on a"hie2ement of a pre>determined taret-.@Rose 1))&

perational definition> Non>finan"ial in"enti2e is a method of identifyin either

indi2idual employees or teams for parti"ular praise or a"/nowledement.

;or/>life +alan"e

5heoreti"al definition> :lar/ @'((( defines wor/>family +alan"e as ,satisfa"tion

and ood fun"tionin at wor/ and at home* with a minimum of role "onfli"t-

perational definition> 5he a"t of a"hie2in a +alan"e +etween the two "ompetin

demands of wor/ and personal life

8o+ satisfa"tion

5heoreti"al definition> A pleasura+le or positi2e emotional state resultin from the

appraisal of oneJs jo+ or jo+ e7perien"es- @o"/e*1)C6

perational definition> 8o+ satisfa"tion means a positi2e or pleasant emotional

state that prin"ipals and edu"ators e7perien"e when their wor/ is in harmony with

their needs and 2alues

:6: Reliabilit5 and validit5 of scale

Relia+ility inan"ial

in"enti2es

Non>finan"ial

in"enti2es

;or/ life

+alan"e

8o+

satisfa"tion

:ron+a"h


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8o+ satisfa"tion @(.&)&. Hen"e* the s"ales used in this study are relia+le with

a""epta+le le2el of internal "onsisten"y.

.6- Anal5sis and Interpretation

5his "hapter e7plains the results whi"h were "on"luded from the sur2ey usin

!P!! @!tatisti"al Pa"/ae for the !o"ial !"ien"es. 5he sur2ey is intended to help

in atherin information a+out employees< feed+a"/ towards the orani=ation in

terms of ;B* finan"ial in"enti2es* non finan"ial in"enti2es and jo+ satisfa"tion.

5he results were used to e7amine and to pro2ide analysis of the relia+ility*

"orrelation and reressions of the "olle"ted data.

.6+!orrelation Anal5sis

5he tools used for the analysis are $arl Pearson


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5a+le 4.1 "orrelation +etween * N and ;B with 8o+ !atisfa"tion

!orrelation Anal5sis and Interpretation

Ob1ective

5o analy=e the relationship +etween finan"ial in"enti2es and jo+ satisfa"tion

5o analy=e the relationship +etween Non>finan"ial in"enti2es and jo+satisfa"tion

5o analy=e the relationship +etween wor/ life +alan"e and jo+ satisfa"tion

Hypothesis 1 5here e7ist a positi2e relation +etween finan"ial in"enti2es and jo+

satisfa"tion le2els

5he :oorelation ta+le indi"ates the strenth of the relationship +etween two

2aria+les. Here* the 2alue for "orrelation +etween finan"ial in"enti2es and 8o+

satisfa"tion is .C)C* whi"h states that the a+o2e hypothesis holds true.

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Hypothesis ' 5here e7ist a positi2e relation +etween non> finan"ial in"enti2es and

jo+ satisfa"tion le2els.

5he 2alue for :orrelation +etween Non>finan"ial in"enti2es and 8o+ satisfa"tion is .

CCD* whi"h states that the a+o2e hypothesis is "orre"t.

Hypothesis 3 5here e7ists a positi2e relation +etween ;or/ life +alan"e and jo+

satisfa"tion le2els.

5he 2alue for "orrelation +etween ;or/ life +alan"e and 8o+ satisfa"tion is .&'&*

whi"h states that the hypothesis holds true in this "ase. 5he 2alue whi"h is "loser to 1

is hihly "orrelated* whi"h indi"ates that wor/ life +alan"e is hihly "orrelated with

jo+ satisfa"tion le2els than finan"ial in"enti2es and non>finan"ial in"enti2es.

.6: Re4ression Anal5sis

Reression analysis was underta/en hierar"hi"ally to test for sinifi"ant intera"tion

effe"ts o2er and a+o2e the simple effe"ts of the independent 2aria+les. R* the multiple

"orrelation "oeffi"ients* is the "orrelation +etween the o+ser2ed and predi"ted 2alues

of the dependent 2aria+le. 5he 2alues of R for models produ"ed +y the reression

pro"edure rane from ( to 1. arer 2alues of R indi"ate stroner relationships. R

squared is the proportion of 2ariation in the dependent 2aria+le e7plained +y the

reression model. 5he 2alues of R squared rane from ( to 1. !mall 2alues indi"ate

that the model does not fit the data well. 5he sample R squared tends to optimisti"ally

estimate how well the models fit the population. Adjusted R squared attempts to

"orre"t R squared to more "losely refle"t the oodness of fit of the model in the

population.

Re4ression anal5sis5o find the deree to whi"h finan"ial in"enti2es influen"es jo+ satisfa"tion le2els

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5a+le 4.3 Reression model for inan"ial* Non>finan"ial in"enti2es and wor/ life

+alan"e with 8o+ satisfa"tion

rom the a+o2e ta+le we "an arri2e at the followin equation

9Q.111.C4&SM where

T9< stands for the dependent 2aria+le 8o+ satisfa"tion and TS< stands for the

independent 2aria+le inan"ial in"enti2es.

9Q.111.)(&SM where


independent 2aria+le Non>finan"ial in"enti2es.

9Q.1111.(().SM where

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independent 2aria+le wor/ life +alan"e.

5he model summary ta+le indi"ates R and R square 2alue. 5he R 2alue represents

the simple "orrelation and is (.&&4 @the KR K :olumn* whi"h indi"ates a hih

deree of "orrelation. 5he R' 2alue @the KR S@"areK "olumn indi"ates how mu"h

of the total 2ariation in the dependent 2aria+le* 8o+ !atisfa"tion "an +e e7plained

+y the independent 2aria+le>inan"ial in"enti2es. In this "ase* C&.1 F "an +e

e7plained* whi"h is 2ery lare.

5he AN#A ta+le indi"ates that p U (.(((D* whi"h is less than (.(D* and indi"ates

that* o2erall* the reression model statisti"ally sinifi"antly predi"ts the out"ome

2aria+le @8o+ satisfa"tion @i.e.* it is a ood fit for the data.

!in"e o+ser2ed 2alue of #I are 3.'14* '.D'4 and '.6D)* there is no

multi"ollinearity symptoms +etween the independent 2aria+les.

5he "oeffi"ient ta+le indi"ates that Beta 2alue of finan"ial in"enti2es @.'36* Non>

finan"ial in"enti2es @.'&D and wor/ life +alan"e @.44&. Hiher the +eta 2alue*

hiher will +e the impa"t of independent 2aria+les on dependent 2aria+le "ompared

to other independent 2aria+les whi"h is measured in terms of standard de2iation

units.

6- 8indin4s

Referin to 5a+le 4.'* the :orrelation 2alue o+ser2ed is .C)C whi"h indi"ates that

there is a sinifi"ant relation +etween finan"ial in"enti2es and 8o+ satisfa"tion.

!imilarly for !e"ond hypothesis* the :orrelation 2alue o+ser2ed is .CCD whi"h

indi"ates that there is a sinifi"ant relation +etween Non>finan"ial in"enti2es and

8o+ satisfa"tion.

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astly for 5hird hypothesis* the :orrelation 2alue o+ser2ed is .&'& whi"h indi"ates

that there is a sinifi"ant relation +etween ;or/ life +alan"e and 8o+ satisfa"tion.

Referrin to 5a+le 4.3* the o+ser2ed R square 2alue is .C&1@C&.1F whi"h indi"ates

the 2ariation in the jo+ satisfa"tion le2els that "an +e e7plained +y finan"ial

in"enti2es* Non>finan"ial in"enti2es and ;or/>life +alan"e.

It "an +e o+ser2ed from the +eta 2alue of all the three 2aria+les* ;or/ life +alan"e

@.44& lea2es hiher impa"t on 8o+ satisfa"tion le2els followed +y non>finan"ial

@.'&D and non>finan"ial in"enti2es @.'36.

6+ Recommendations

!in"e the study was "ondu"ted amon the random employees of Info Par/* :o"hin.

rani=ations pertainin to that area need to fo"us more on their wor/ life

arranements su"h as fle7i time hours* 8o+ share arranements* aternity lea2e

arranements* :ompassionate lea2e arranement* Lmeren"y "are of dependents

et"

any resear"hes has +een "ondu"ted on in"enti2es and wor/ life +alan"e affe"tin

jo+ satisfa"tion whereas while i2en an alternati2e to "hoose amon the three

2aria+les* many employees ha2e more positi2ely responded to wor/ life +alan"e

rather than in"enti2es. ne "an further e7tend the resear"h +y in"ludin 2aria+les

pertainin to satisfa"tion of employees from their jo+.

21


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06- !oncl"sion

5he study fo"used on findin out to what e7tent in"enti2es and wor/ life +alan"e

affe"ts the jo+ satisfa"tion le2els of employees. 5he resear"her +ased on the

responses "olle"ted and the analysis done was a+le to rea"h an out"ome* whi"h

showed that sinifi"ant relationship e7ists amon finan"ial in"enti2es* non>

finan"ial in"enti2es and wor/ life +alan"e on jo+ satisfa"tion le2els. Hen"e it

2alidates the hypothesis as true. Analysis part was done usin self administered

questionnaires amon the employees at info Par/* :o"hin. 5he results are in line

with the pre2ious studies with a sliht differen"e in impa"t of independent

2aria+les on jo+ satisfa"tion. Based on the reression analysis* it was o+ser2ed that wor/ life +alan"e @.44&

lea2es hiher impa"t on jo+ satisfa"tion le2els "ompared to non>finan"ial

in"enti2es @.'&D and non>finan"ial in"enti2e @.'36. 5here are also some limitation

22


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in the study related to eoraphi"al lo"ation as employees of a parti"ular reion are

only in"luded for this study. Besides that* the presen"e of uno+ser2ed jo+

"hara"teristi"s* su"h as jo+ disamenities* may "ause further +iases. 5a/in a larer

"onte7t as a +ase and "ondu"tin the sur2ey to a +roader population will in"rease

the enerali=a+ility of the findins o+tained from this study. Howe2er* this was

impossi+le in our study due to time and "ost and rearded as a limitation

23


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B"l"()&a'

Hill, J., Hawkins, J., Ferris, M., & Weitzman, M. 2001!. Fin"in# an e$tra "a% a

week '(e )*siti+e ee-t * /* e$iilit% *n w*rk an" amil% lie alan-e.

Family Relations, 501!, 4958.

*-ke, . 1976!, '(e natre an" -ases * /* satisa-ti*n, in nnette,

M.. "s!,Handbook of Industrial and Organisational Psychology , an"

M-:all%, ;(i-a#*, alan-e in t(e :ew

Millennim W(ere re WeD W(ere * We :ee" t* G*DE. ;:


30/31

?san J. inz an" nastasia ?em%kina.2012!. W(at Makes W*rkers Ha))%Dnti-i)ate"ewar"s an" J* ?atisa-ti*n. Industrial relation, 514!,811=844.

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Documents

impact of incentives and work life balance on job satisaction