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IMPACT OF QUALITY OF WORK LIFE TOWARDS
ORGANIZATIONAL COMMITMENTS AMONG STAFF NURSES
A thesis submitted to Vinayaka Missions University for the award of the degree of
DOCTOR OF PHILOSOPHY IN MANAGEMENT
By
S. SUBHASHINI
Under the Guidance of
Dr.C.S.RAMANIGOPAL
VINAYAKA MISSIONS UNIVERSITY
SALEM, TAMILNADU, INDIA
MARCH 2015
2
DECLARATION
3
Salem
16/March/2015
DECLARATION
I hereby declare that the thesis entitled “IMPACT OF QUALITY OF
WORK LIFE TOWARDS ORGANIZATIONAL COMMITMENTS AMONG
STAFF NURSES” submitted by me to Vinayaka Missions University for the
Degree of Doctor of Philosophy in Management is the record of work carried
out by me under the guidance of Dr.C.S.Ramanigopal and that this has not
previously formed the basis for the award of any degree, diploma, associate-
ship, fellow-ship or other titles in this University or any other University or
similar instituition of higher learning.
(S.SUBHASHINI)
4
CERTIFICATE
5
Dr.C.S.Ramanigopal Salem
Prof & Head of the Department 16/March/2015 Department of Management Studies VMKV Engineering College Salem
CERTIFICATE
This is to certify that the thesis entitled “IMPACT OF QUALITY OF
WORK LIFE TOWARDS ORGANIZATIONAL COMMITMENTS AMONG
STAFF NURSES” submitted by Ms.S.SUBHASHINI, to Vinayaka Missions
University for the Degree of Doctor of Philosophy in Management is the record
of Research Work carried out by her under my guidance and supervision and
that this work has not formed the basis for the award of any degree,
diploma,associate-ship, fellow-ship, or other similar titles in this University or
any other University or similar instituition of higher learning and it represents
wholly her independent work.
(C.S.RAMANIGOPAL)
6
ACKNOWLEDGEMENT
7
ACKNOWLEDGEMENT
Many people have contributed towards making this thesis a success.
Some have cotributed to this work by their valuable suggestion, guidance and
advice; others were the pillars of support from which I drew my strength during
this period. The text below is my humble and heartfelt expression of gratitude
to all those who have helped me in my research task.
I have a great pleasure in expressing my deep sense of gratitude to my
highly spirited and learned research guide Dr.C.S.Ramanigopal, Research
Supervisor and Head / Department of Management Studies, VMKV
Engineering College, Salem 636 308 for his potential guidance and constant
encouragement in completing this research work successfully. I thank to
Dr.C.Nandhakumar, Associate Professor of Statistics , Salem Sowdeswari
College, Salem 636 010 for helping me in statistical part to complete this
thesis in a successful manner.
I am also thankful to Prof. Dr. K. Rejendran , Dean (Research)
Vinayaka Missions University, Salem for his valuable suggestion in
completing this research in time. I would thank the Management, Board and
Committee Members, Faculty and Staff of Vinayaka Missions University for
helping me in various ways possible.
Its my duty to thank the Librarians of PSG Institute of Management,
Coimbatore, Periyar University, Salem, Indian Institute of Management,
Bangalore for providing me the relevant reference materials to complete this
research work. At the end, I would like to thank my family members and
friends for their great support and encouragement throughout my research.
16/March/2015 S.SUBHASHINI
8
CONTENTS
9
CONTENTS
CHAPTER No.
PARTICULARS PAGE
No. List of Tables 10-15
List of Charts and Figures 16-17
I Introduction 18-61
II Review of Literature 62-81
III Research Methods and Materials 82-95
IV Results and Discussions 96-254
V Summary of Findings, Conclusion and Suggestions
255-269
Bibliography 270-281
Publications 282-283
Appendix 284-289
10
LIST OF TABLES
11
LIST OF TABLES
TABLE No.
PARTICULARS PAGE
No. 1.1 Population, Beds and Doctors Ratio, District-
Wise(2012-2013)(Director of Medical and Rural Health Services)
36
1.2 Population, Beds and Doctors Ratio, District- Wise (2012-2013)(Director of Public Health and Preventive Medicine)
37
3.1 List of Hospitals 91
4.1 Frequency and % according to the profile of respondents
98
4.2 Satisfaction towards Salary and Pay Benefit 104
4.3 Friedman Test- Factors influence Satisfaction towards Salary and Pay Benefit
105
4.4 Area wise satisfaction towards Salary and Pay Benefit 106
4.5 Age wise satisfaction towards Salary and Pay Benefit
108
4.6 Gender wise satisfaction towards Salary and Pay Benefit
111
4.7 Marital status wise satisfaction towards Salary and Pay Benefit
113
4.8 Education wise satisfaction towards Salary and Pay Benefit
116
4.9 Experience (Yrs) wise satisfaction towards Salary and Pay Benefit
119
4.10 Monthly Salary wise satisfaction towards Salary and Pay Benefit
123
4.11 Number of Dependents wise satisfaction towards Salary and Pay benefits
125
4.12 Opinion about salary advances given by the hospital during unavoidable emergency situations
128
4.13 Opinion about salary advances given by the hospital during unavoidable emergency situations- Chi square Test
129
12
4.14 Job nature causing stress on physical/Mental health
131
4.15 Opinion about Job nature causing much stress on physical/Mental health- Chi square Test
132
4.16 Opinion about Reason for stress
134
4.17 Opinion about Reason for stress- Chi square Test
135
4.18 Satisfaction towards Safety and Health aspects
135
4.19 Friedman Test- Factors influence Satisfaction towards Safety and Health aspects
136
4.20 Area wise satisfaction towards Safety and Health aspects
137
4.21 Age wise satisfaction towards Safety and Health aspects
139
4.22 Gender wise satisfaction towards Safety and Health aspects
142
4.23 Marital status wise satisfaction towards Safety and Health aspects
144
4.24 Education wise satisfaction towards Safety and Health aspects
146
4.25 Experience (Yrs) wise satisfaction towards Safety and Health aspects
149
4.26 Monthly Salary wise satisfaction towards Safety and Health aspects
150
4.27 Number of Dependents wise satisfaction towards Salary and Pay
153
4.28 Opinion about Encouragement of Management & supervisor to participate in Decision making
157
4.29 Opinion about Encouragement of Management & supervisor to participate in Decision making- Chi square Test
158
4.30 Frequency of Staff Development training Programs arranged by the hospital
160
4.31 Opinion about Frequency of Staff Development training Programs arranged by the hospital- Chi square Test
161
4.32 Satisfaction towards Job Security & Training aspects 161
4.33 Friedman Test- Factors influence Satisfaction towards Job Security & Training aspects
162
13
4.34 Area wise satisfaction towards Job Security & Training aspects
163
4.35 Age wise satisfaction towards Job Security & Training aspects
165
4.36 Gender wise satisfaction towards Job Security & Training aspects
167
4.37 Marital status wise satisfaction towards Job Security & Training aspects
169
4.38 Education wise satisfaction towards Job Security & Training aspects
170
4.39 Experience (Yrs) wise satisfaction towards Job Security & Training aspects
173
4.40 Monthly Salary wise satisfaction towards Job Security & Training aspects
175
4.41 Number of Dependents wise satisfaction towards Salary and Pay
178
4.42 Supervisor’s reaction when struggle to do some of the work
180
4.43 Opinion about supervisor’s reaction when struggle or do not know to do some of the work - Chi square Test
181
4.44 Satisfaction towards Relationship with Superiors & subordinates
182
4.45 Friedman Test- Factors influence Satisfaction towards Relationship with Superiors & subordinates
183
4.46 Area wise satisfaction towards Relationship with Superiors & subordinates
184
4.47 Age wise satisfaction towards Relationship with Superiors & subordinates
186
4.48 Gender wise satisfaction towards Relationship with Superiors & subordinates
188
4.49 Marital status wise satisfaction towards Relationship with Superiors & subordinates
191
4.50 Education wise satisfaction towards Relationship with Superiors & subordinates
193
4.51 Experience (Yrs) wise satisfaction towards Relationship with Superiors & subordinates
194
4.52 Monthly Salary wise satisfaction towards Relationship with Superiors & subordinates
198
4.53 Number of Dependents wise satisfaction towards Salary and Pay
200
4.54 Facing Physical / Mental Harassment from Superiors or Co-Staff
203
4.55 Opinion about Facing Physical / Mental Harassment from Superiors or Co-Staff- Chi square Test
204
14
4.56 Opinion about Behavior of Supervisor / Co-staff towards
206
4.57 Opinion about Behavior of Supervisor / Co-staff towards- Chi square Test
207
4.58 Opinion about working in night shifts is affecting family affairs
208
4.59 Opinion about Working in night shifts is affecting family affairs - Chi square Test
209
4.60 Opinion about present Quality of the Food & Canteen facility
211
4.61 Opinion about Present Quality of the Food & Canteen facility - Chi square Test
212
4.62 Opinion about Hospital management arranges for any
refreshments in between working hours
213
4.63 Opinion about Hospital management arranges for any refreshments in between working hours - Chi square Test
214
4.64 Opinion about preferring the hospital to arrange for Yoga or Meditation sessions to ease out stress
215
4.65 Opinion about Preferring the hospital to arrange for any Yoga or Meditation sessions to ease out stress - Chi square Test
216
4.66 Opinion of the respondents towards the reason for working in the hospitals
217
4.67 Age wise organizational commitment 219
4.68 Gender wise organizational commitment 222
4.69 Marital status wise organizational commitment 224
4.70 Education wise organizational commitment 225
4.71 Experience (Yrs) wise organizational commitment
228
4.72 Monthly Salary wise organizational commitment 231
4.73 Number of Dependents wise organizational commitment
233
4.74 Impact of Quality of Work Life on Organizational commitment (Multiple Regression Analysis)
236
15
4.75 Relationship between Quality of Work Life and Organizational Commitment (Correlation Matrix)
238
4.76 Summary of Result – Correlation Analysis 238
4.77 Area wise overall satisfaction 239
4.78 Age wise overall satisfaction 241
4.79 Gender wise overall satisfaction 243
4.80 Marital status wise overall satisfaction 244
4.81 Education wise overall satisfaction 246
4.82 Experience (Yrs) wise overall satisfaction 249
4.83 Monthly Salary wise overall satisfaction 251
4.84 Number of Dependents wise overall satisfaction
253
16
LIST OF CHARTS
AND FIGURES
17
LIST OF CHARTS AND FIGURES
CHAPTER /
FIGURE No.
PARTICULARS PAGE
No.
1.1 Market Capitalization, Number of employees and
overall R& D expenditure
24
1.2 Share of Health Care Expenditure 25
1.3 Factors enabling growth of Health Care Industry 25
1.4 SWOT analysis of Indian healthcare Industry 27
1.5 A Three Component Model of Organizational
Commitment
52
4.1 Gender wise classification of the respondents 99
4.2 Age wise classification of the respondents 99
4.3 Educational status wise classification of the
respondents
101
4.4 Experience wise classification of the respondents 101
4.5 Monthly salary wise classification of the respondents 102
4.6 Number of dependents wise classification of the
respondents
102
18
CHAPTER – I
19
CHAPTER – 1
INTRODUCTION
The attention to human resources has increased gradually to the point
that today, manpower are called as customers of organizations. In modern
era, the necessity to answer employee’s basic needs in each organization is in
the first priority, because reaching to the organization’s objectives is
dependent to the fulfillment of logical and legitimate needs and objectives of
human resources. One of the most important needs of employees in an
organization is to establish a trust relationship between manager and them.
Higher level of trust in organization will lower the costs of evaluation and other
control mechanism, and employees will control themselves and will have inner
motivations to work. With respect to the fact that building trust will lead to
organizational effectiveness and reduction of control and evaluation costs, the
necessity arises to detect factors that lead to building trust.
As work is an integral part of our everyday life, it should yield job
satisfaction and a peace of mind. The fulfillment of having done a task should
be made as it is expected, without any flaw and having spent the time
fruitfully, constructively and purposefully. Even if it is a small step towards
ones lifetime goal, at the end of the day it gives satisfaction and eagerness to
look forward to the next day.
20
In today’s competitive scenario, people are realizing the importance of
relationship and are trying to strike a balance between career and personal
lives. Bradley had argued that constantly increasing work demand creates an
isolation of the personnel from their families. Personnel and family
responsibility are neglected in the process of securing an economic prospect;
hence, it deteriorates the interaction of family life that reduces Quality of Work
Life. And so quality of work life can have a far reaching effect on the
organizational commitment of the employees. Quality of Work Life takes in to
consideration the socio-psychological needs of the employees. It not only
focuses on the social needs of the employees, but also on the growth needs
by providing vertical growth opportunities.
Quality of Work Life illustrates the relationship between employees and
the total working environment. Quality of Work Life is a process by which an
organization responds to employee needs for developing mechanisms to allow
them to share fully in making the decisions that design their lives at work.
Quality of Work Life approach considers people as asset rather than cost. This
approach believes that people can perform to their best if they are given
enough autonomy in managing their work and make decision. And so quality
of work life is viewed as an alternative to the control approach of managing
people.
Quality of Work Life (QWL) is a philosophy, a set of principles, which
holds that people are the most important resource in the organization as they
21
are trustworthy, responsible and capable of making valuable contribution and
they should be treated with dignity and respect. The elements that are
relevant to an individual’s quality of work life include the task, the physical
work environment, social environment within the organization, administrative
system and relationship between life on and off the job. Quality of Work Life
consists of opportunities for active involvement in group working
arrangements or problem solving that are of mutual benefit to employees or
employers, based on labor- management co-operation. People also conceive
Quality of Work Life as a set of methods, such as autonomous work groups,
job enrichment, high-involvement aimed at boosting the satisfaction and
productivity of workers. It requires employee commitment to the organization
and an environment in which Commitment can flourish. The factors that
influence and decide the Quality of Work Life are attitude, environment, nature
of job, opportunities, people, stress level, career prospects, challenges,
growth and development and risk and reward. The organizations today are
concerned not only with employee services but also the employee
commitment and harnessing of their potentiality for maximum growth. Thus
reaching to a strong organizational trust is related to establishing a mental
relationship in employees and their commitment to organization
consequentially.
Commitment is an attitude about employee’s loyalty towards
organization and it is a continuous process that shows itself by individual’s
22
participation in organizational decisions, paying attention to members, and
organization’s welfare and success. Quality of work life and organizational
commitment has provided empirical support to the contention that enhanced
Quality of Work Life leads to increased employee satisfaction, increased
mutual trust, reduced stress, improved health, increased job security and
commitment.
AN ARIEL VIEW OF HEALTHCARE INDUSTRY AND NURSING SERVICES
Indian Healthcare industry is one of the largest industries with a large
customer base. The liberalization and the entry of global pharmaceutical
companies have contributed to the growth of the Indian healthcare industry.
The major factors responsible for the growth of this sector are lifestyle related
health issues, improving healthcare insurance penetration, government
initiatives and increasing disposable income.
1.1 GLOBAL HEALTH CARE INDUSTRY – A SNAPSHOT
The global medical industry is one of the world's fastest growing
industries, absorbing over 10% of gross domestic product of most developed
nations. It constitutes of broad services offered by various hospitals,
physicians, nursing homes, diagnostic laboratories, pharmacies and ably
supported by drugs, pharmaceuticals, chemicals, medical equipment,
manufacturers and suppliers.
23
The medical and health care industry provides enormous employment
opportunities. Apart from using the services of medical professionals, this
industry also utilizes the expert services of public policy workers, medical
writers, clinical research lab workers, IT professionals, sales/marketing
professionals and health insurance providers.
Size of the Industry
The United States of America has one of the largest medical and
healthcare industries in the world, followed by Switzerland and Germany. The
USA's medical industry comprises of more than 750,000 physicians and 5,200
hospitals. USA witnesses approximately 3.8 million in-patient visits and 20
million outpatients visit on a daily basis. Furthermore, the United States of
America has the largest workforce i.e. one in every 11 US residents employed
in the health care business.
The Global prescription drug market was $550 billion in the year 2006.
Also, the total health care expenditures across the world were $4.5 trillion last
year. Of which, US solely account for $ 2.2 trillion, $ 2 trillion in OECD
countries and remaining $ 0.3 in other countries of the world.
1.2 HISTORICAL OVERVIEW OF INDIAN HEALTHCARE INDUSTRY
The Indian healthcare dates back to the Vedic system of healthcare
(Ayurveda) in 5000 BC. Ayurveda proliferated the most during the Vedic
period. The Ayurvedic principles of positive health and therapeutic measures
24
relate to physical, mental, social and spiritual welfare of human beings. During
the early Vedic period, Ayurveda was perhaps the only system of overall
healthcare and medicine. It enjoyed the unquestioned patronage and support
of the people and their rulers.
Figure : 1.1 Market Capitalisation, Number of employees and
overall R&D expenditure
Thereafter, the long medieval history was marked by uncertain political
conditions and several invasions. This was when Ayurveda faced utter neglect
and its growth was stunted. The Unani medicine entered India during this time
and gained momentum with the extensive support of Mughal emperors. Later
with the British invasion, Allopathy made an entry into India. It was widely
accepted because of its swift results. Today, with continuous research and
development, allopathy dominates the Indian healthcare market.
25
Figure 1.2 Share of Health Care Expenditure
Figure 1.3 Factors enabling growth of Health Care Industry
26
Indian Healthcare Industry
The composition of the Healthcare industry in India consists of
hospitals, pharmaceuticals, diagnostics, medical equipments and medical
insurance. Hospitals and Pharmaceuticals are the top revenue generating
subsectors in the Indian Healthcare industry, accounting for 71% and 13% of
industry revenues respectively.
The hospital segment holds a major share of the healthcare industry
and is outpacing the overall industry growth. The size of the private hospital
industry in India is estimated to be around US$25billion as per Assocham and
growing at a CAGR of 20%. The demand for hospital services has been
consistently increasing in the country, with every class of the society
demanding better quality and standards of healthcare.
The Indian Health Insurance industry is valued at US$3billion, growing
at a CAGR of 20% that is expected to reach around US$13billion by 2020.
The driving factors for the health insurance sector are raising healthcare
expenditure, increasing disposable income, desire for better quality health
services and medical care. Health insurance accounts for 20% of the total
general insurance industry in India.
27
Figure : 1.4 SWOT analysis of Indian healthcare Industry
Strengths
Highly-skilled clinical staff. History of successful Open day
events Clinic has a strong ethos of openness,
sharing and commitment to increasing patient confidence
Patients wanting to get involved Local charities willing to participate
Weaknesses
Nurses not available to meet patients often enough
Current open days events not increasing voluntary activity
Not enough staff time to plan more events Staff not clear of their role in the patient
relationship Narrow focus on open events not
partnership activities Services too stretched for additional activity
Opportunities
Active volunteer committee willing to plan and organise events
Patients active in the clinic’s Patient Participation Project can be asked for their opinions and suggestions.
Head Nurse is willing flex clinic times to free up clinical staff time
Use patients to contribute to practice delivery
Threats
Confidentiality is at risk Patient coercion to do things they do not
wish to do
28
Indian Healthcare: The Growth Story
The Healthcare Industry is witnessing a sudden paradigm shift in last
five year. All sectors in India are undergoing a change from unorganized to an
organized structure and so is also seen in healthcare. Till few years ago
healthcare delivery was sole responsibility of private practitioners and doctor
owned and run hospitals. Since it was also considered only as a social sector
so almost all the large hospitals were either Government or charitable
hospitals.
A US$ 36 billion industry today and growing at 15% CAGR, the Indian
healthcare industry will be a US$ 280 billion by 2022.
Apollo Hospital started the trend of corporate hospital, others followed.
There has been a large gap after first corporate hospital and the trend of
corporatization in healthcare delivery in India. Today industry is moving rapidly
towards organized sector and more so towards corporatization of healthcare
delivery.
Challenges in the Healthcare Industry
With the rapidly growing population and economic development, the
Indian healthcare industry faces many challenges primarily with regard to
making healthcare affordable and accessible to all citizens.
To ensure sustainable growth and development of this industry, these
challenges need to be met head on. They primarily include:
29
1. Infra-Structural Gap
The hospital bed density (per 1000) in India stands at 1.3 in 2010.
There are 11,993 hospitals with 784,940 beds in the country; out of these
7,347 hospitals are in rural areas with 160,862 beds and 4,146 hospitals are in
urban areas with 618,664 beds (Source : National Health Profile 2011).
This excludes the 148,124 sub-centers, 23,887 primary health centres
and 4,809 community health centres in India as on March 2011. In order to
meet the global average of around three beds per 1000 population, India
needs approximately three million more beds. To achieve quality standards
set forth in the 12th Five Year Plan a minimum norm of 500 beds per 10 lakh
population in an average district would be required.
2. Human Resources in Health sector
The country faces an acute shortage of medical and paramedical
professionals. According to the National Health Profile 2011 there are 97,648
government allopathic doctors and 3,875 dental surgeons serving an average
population of 12,005 and 302,530 respectively.
The number of doctors possessing recognized medical qualifications
(under I.M.C Act) registered with state medical councils/ Medical Council of
India up to 31 December 2011 was 922,177 and the number of dental
surgeons was 117,825. The number of registered nurses (ANMs) and
pharmacists in India were 603,131 (as on 31 December 2010) and 657,230
(as on 31 December 2011) respectively. To reach the ratio of one doctor per
30
1,000 individuals by 2025, the country needs approximately 700,000 more
additional doctors.
According to the 12th Five Year Plan at the start of the 11th Plan, the
number of doctors per lakh of population was only 45, whereas, the desirable
number is 85 per lakh population. Similarly, the number of nurses and
auxiliary nurse and midwifes (ANMs) available was only 75 per lakh
population whereas the desirable number is 255. Rural areas are especially
poorly served.
3. Expenditure
In India, about 70 per cent of the healthcare delivery system is
dominated by the private sector. While government expenditure and plan
outlays have been increasing in absolute numbers over successive five year
plans, the proportion of government expenditure to private expenditure is
rather wide.
According to the National Health Accounts (NHA-2009) the total
expenditure on healthcare, taking public, private and household out-of- pocket
(OOP) expenditure was about 4.1 per cent of the GDP in 2008–09, which is
broadly comparable to other developing countries, at similar levels of per
capita income. Public expenditure on health however was at dismal low of
about 27 per cent of the total in 2008–09 (NHA, 2009). The budgetary support
for the 12th Five Year Plan (2012-17) for the various departments of the
MoHFW has increased by 335 per cent from Rs 89,756 crores in the 11th Five
31
Year Plan to Rs 300,018. Total public funding on core health therefore is
being increased from 1.04 per cent of the GDP in 2011-12 to 1.87 per cent of
the GDP by the end of the 12th Plan.
4. Increasing costs of Healthcare
The increasing cost of healthcare especially tertiary care is a major
problem for a majority of the population. Public healthcare services are limited
and inadequately funded pushing large number of people to incur heavy OOP
on services purchased from the private sector. OOP expenditure arises even
in public sector hospitals, since lack of medicines, means that patients have to
buy them. This results in a very high financial burden on families in case of
severe illness.
Prospects of Indian Healthcare Industry
The future perspective of medical industry seems to be immensely
bright and encouraging for this industry in terms of the expected surge in
global demand and upsurge in investments. Several trends such as
globalization, continuous investments in research and development, newer
techniques of drug development and discovery, product proliferation, mergers
and acquisitions are the key drivers of this industry.
In the future, demand for Healthcare services is expected to grow
exponentially to aid the growing old age Indian population, with rising
incidence of lifestyles diseases, rising incomes and affordability, and
increased penetration of health insurance. Indian Healthcare industry is one of
32
the largest industries large customer base. According to the rating agency,
Fitch, the Indian healthcare sector will to double its size to USD 100 billion by
2015 from the size of USD 50 billion. In the last decade, health awareness
and increasing healthcare costs have increased the demand for health
insurance in the country, especially from the younger population who are more
aware and demand better quality care. An important aspect that has improved
the performance of the private hospitals is the branding and the business
model with chain of hospitals that has rendered a standard healthcare system
across the Indian states. The strong brand sensibility and sensitivity has made
the healthcare insurance a burgeoning and potential future market for India.
Healthcare education and awareness have led people in the country to take
precautionary steps to fight lifestyle and other diseases.
Increasing corporatization of Private Healthcare in the backdrop of a
growing and affluent middle class is an emerging trend that has been pushing
the growth of this industry. Health Insurance and Medical Tourism are the
other significant trends, which are governing the global healthcare and
medical industry. Most of the nations are now emphasizing on the
accreditation of medical professionals so as to ensure legitimacy of the
services provided by them. Robust advancement in the field of information
technology will allow critical medical data to be processed and transferred
quickly over larger distances, thereby saving time of both the patients and
physicians in the speeding delivery of treatment.
33
1.3 HEALTHCARE INDUSTRY IN TAMILNADU
Now-a-day’s healthcare is very important to each and every people
because they have to live without any illness. It is indispensable to prevent the
people from being affected by any disease and to give treatment to patients in
case of emergency. In case of any disease, hospitals are able to diagnose the
disease and give treatment to the patients.
The quality of health care delivered by hospitals is a major area of
concern. Quality inputs can only deliver quality outputs. The first and foremost
task of hospitals is to deliver quality services to patients and also to improve
the quality of services where the situation is found very critical.
The healthcare sector is facing unparalleled challenges in an
increasingly customer oriented environment. A lot of health problems need
intensive medical treatment and personal care. Treatment cannot be given in
a patient’s house or in the clinic. This is possible only in a hospital, for it
consists of large number of professionally and technically skilled people who
apply their knowledge and skill with the help of world-class expertise,
advanced sophisticated equipments and appliances.
The healthcare industry in recent years has restructured its service
delivery system in order to survive in an unforgiving environment resulting
from maturation of the industry, reduced funding and increased competition.
The restructuring has focused on finding effective ways to satisfy the needs
and desires of the patients.
34
Consumer satisfaction is a basic requirement for healthcare provider
because, the satisfaction related to quality of healthcare is provided by
hospitals. Satisfaction is important when patients themselves and institutional
healthcare service buyers make selection decisions.
Tamilnadu Medical Services
Tamilnadu Medical Services Corporation Limited (TNMSC) is a state-
government undertaking of Government of Tamil Nadu located in the Indian
state of Tamil Nadu. The TNMSC was incorporated under the Companies Act,
1956 on 1/7/1994.
The healthcare industry in India is attracting a significant amount of
capital from Private Equity firms, as it is one of the few sectors that continue to
witness steady growth in the current challenging economic environment. New
and emerging business models in healthcare delivery, steady growth in
demand for healthcare services that are largely unmet by the poor quality
public healthcare system, and unique public-private partnership models
adopted by several state governments are attracting Private Equity to the
health care sector on an unprecedented scale.
De-Centralized Healthcare
De-centralized healthcare delivery models are the flavour of the season
among Private Equity investors. Chains of diagnostic centres, chains of single
speciality hospitals, such as eye or dental clinics, chains of pharmacies,
chains of day-care surgery centres are all witnessing significant growth
35
opportunities, which is a key attraction for Private Equity investors. De-
centralized healthcare delivery models have lower initial investment
requirements, shorter payback periods, and a wider geographic reach, all of
which minimizes the inherent business risk.
Growth Drivers
The rapidly growing demand for healthcare services from the large
middle-class population far outstrips the supply from the public healthcare
system, both in terms of quantity and quality of healthcare. This is the main
growth driver for the private sector healthcare industry, which is estimated to
provide more than 60 per cent by value of all in-patient healthcare services.
Rationalization of the cost of certain common procedures is also contributing
to growth in this industry. A similar pattern is witnessed in non-invasive day-
care surgeries, dentistry, ophthalmology, etc. which augurs well for growth in
these sectors.
36
Table :1.1 Population, Beds and Doctors Ratio, District- Wise(2012-2013) (Director of Medical and Rural Health Services)
37
Table :1.2 :Population, Beds and Doctors Ratio, District- Wise 2012-2013 (Director of Public Health and Preventive Medicine)
38
Government's Role
Several unique initiatives by state governments such as those in Tamil
Nadu, Andhra Pradesh and Chhattisgarh, have proved successful in providing
access to good quality healthcare for economically weaker sections of society
through private-public-partnership schemes. This is a good development for
the sector, as it implicitly recognizes the poor quality of the public healthcare
delivery system in India, and instead utilizes the private sector healthcare
facilities, at competitive prices.
1.4 NURSING
Florence Nightingale was an influential figure in the development of
modern nursing. No uniform had been created when she was employed
during the Crimean War. Both nursing role and education were first defined by
Florence Nightingale.
Florence Nightingale laid the foundations of
professional nursing during the Crimean War. Her
notes on Nursing became popular. The Nightingale
model of professional education spread widely in
Europe and North America after 1870.
Nursing is a profession within the health care sector focused on the
care of individuals, families, and communities so they may attain, maintain, or
recover optimal health and quality of life. Nurses may be differentiated from
other health care providers by their approach to patient care, training, and
39
scope of practice. Many nurses provide care within the ordering scope of
physicians, and this traditional role has come to shape the historic public
image of nurses as care providers. However, nurses are permitted by most
jurisdictions to practice independently in a variety of settings depending on
training level. In the post war period, nurse education has undergone a
process of diversification towards advanced and specialized credentials, and
many of the traditional regulations and provider roles are changing.
According to International Council of Nurses, “Nursing encompasses
autonomous and collaborative care of individuals of all ages, families, groups
and communities, sick or well and in all settings. Nursing includes the
promotion of health, prevention of illness, and the care of ill, disabled and
dying people. Advocacy, promotion of a safe environment, research,
participation in shaping health policy and in patient and health systems
management, and education are also key nursing roles”.
Nurses develop a plan of care, working collaboratively with physicians,
therapists, the patient, the patient's family and other team members, that focus
on treating illness to improve quality of life.
In the U.S. (and increasingly the United Kingdom), advanced practice
nurses, such as clinical nurse specialists and nurse practitioners, diagnose
health problems and prescribe medications and other therapies, depending on
individual state regulations. Nurses may help coordinate the patient care
performed by other members of an inter-disciplinary health care team such as
therapists, medical practitioners and dietitians.
40
The American Nurses Association (ANA) defines “Nursing is the
protection, promotion, and optimization of health and abilities, prevention of
illness and injury, alleviation of suffering through the diagnosis and treatment
of human response, and advocacy in the care of individuals, families,
communities and populations”.
Nursing Services
Nursing service is the part of the total health organization which aims at
satisfying the nursing needs of the patients/community. In nursing services,
the nurse works with the members of allied disciples such as dietetics,
medical social service, pharmacy etc. in supplying a comprehensive program
of patient care in the hospital.
WHO expert committee on nursing defines the nursing services as “the
part of the total health organization which aims to satisfy major objective of the
nursing services is to provide prevention of disease and promotion of health”.
Objectives of Nursing Staff in Wards
Maximum comfort and happiness by way of pleasant surroundings.
Qualitative/comprehensive care to the patient.
Care based on the patient’s needs.
Accurate assessment of illness.
Adequate material resources at all times.
Health education to the patient and attendants.
Managerial skills as and when required.
Privacy at all levels.
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Effective Nursing
An effective nursing is always based on nursing process which is an
organized and systematic approach to nursing care that prioritizes patient
assessment and management.
Entire nursing process consists of four phases
Assessment- not only initial but integral ongoing component of the
whole nursing process.
Planning and Implementation- in this the nurse formulates and
implements the care.
Evaluation- decides whether the action taken has met the identified
needs or not. This is the final step of care. Also, review of the whole
care plan. Without this no quality care or comprehensive care is
possible to provide.
Problems in Nursing Services
There major problem in delivering effective nursing service is that the
staff nurse strength is not at par with the patient strength. Due to this the
existing staff nurses are over burdened with their routine activities. Lack of
motivation, inadequate training, and negative attitude on their services, lack of
team spirit and lack of participative decision making are the major problems
nursing staff face in their services.
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AN OVERVIEW OF QUALITY OF WORK LIFE AND ORGANIZATIONAL COMMITMENT
1.5 QUALITY OF WORK LIFE
The concept Quality of work life (QWL) was first coined in 1962. The
concept of QWL attracted a lot in the United States, Japan and other
industrialized countries. Specifically QWL has always been a focal point in
healthcare management besides other safety and health conscious work
environment. The Quality of Work Life has assumed increasingly interest and
importance in all the countries of the World. It is very significant in the context
of commitment to work, motivation and job performance. It is also means to
facilitate the gratification of human needs and goal achievement.
Quality of Work Life is a management activity that promotes such
values as fairness, meaningful work, employee empowerment, and balance
between family and work life. According to Robbins Quality of Work Life is “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.”
Quality of Work Life consists of opportunities for active involvement in
group working arrangements or problem solving that are of mutual benefit to
employees or employers, based on labor- management cooperation. People
also conceive of Quality of Work Life as a comprehensive construct that
includes an individual’s job related well-being and the extent to which work
43
experiences are rewarding, fulfilling and devoid of stress and other negative
personal consequences.
The success of any organization is highly dependent on how it attracts,
recruits, motivates, and retains its employees. Today's organizations need to
be more flexible so that they are equipped to develop their workforce and
enjoy their commitment. Therefore, organizations are required to adopt a
strategy to improve the employees’ quality of work life to satisfy both the
organizational objectives and employee needs. Quality of Work Life is a
process by which an organization attempts to unleash the creative potential of
its personnel by involving them in decisions affecting their work lives. The term
refers to the favorableness or unfavorableness of a total job environment for
people.
The aim of Quality of Work Life is to identify and implement alternative
programs to improve the quality of professional as well as personal life of an
organization’s employees. The Quality of Work Life approach considers
people as an ‘asset’ to the organization rather than as ‘costs’. It believes that
people perform better when they are allowed to participate in managing their
work and make decisions.
Quality of Work Life is a set of methods, such as autonomous work
groups, job enrichment, high-involvement aimed at boosting the satisfaction
and productivity of workers. It requires employee commitment to the
organization and an environment in which this Commitment can flourish. Thus
44
Work is an integral part of our everyday life, as it is our livelihood or career or
business.
The factors that influence and decide the Quality of Work Life are
Attitude, Environment, Nature of job, Opportunities, People, Stress Level,
Career prospects, Challenges, Growth and development and Risk and
Reward. The hospital service organizations have been concerned not only
with employee services but the employee commitment and harnessing of their
potentiality for maximum growth.
Humanized work through Quality of Work Life
Quality of work Life is also referred as humanizing the working life and
emphasizing the human factor. The basic objective of Quality of Work Life is
to develop jobs that are excellent for people as well as for production. One
option to re-design jobs is to have the attributes desired by people, and re-
design organizations to have the environment desired by the people. This
approach seeks to improve Quality of Work Life. There is a need to give
workers more of a challenge, more of a whole task, more opportunity to use
their ideas. Close attention to Quality of Work Life provides a more humanized
work environment.
It attempts to serve the higher-order needs of workers as well as their
more basic needs. It seeks to employ the higher skills of workers and to
provide an environment that encourages them to improve their skills. The idea
is that human resources should be developed and not simply used. Further,
45
the work should not have excessively negative conditions. It should not put
workers under undue stress. It should not damage or degrade their
humanness. It should not be threatening or unduly dangerous. Finally, it
should contribute to, or at least leave unimpaired, workers’ abilities to perform
in other life roles.
The aim of Quality of Work Life is to identify and implement alternative
programs to improve the quality of professional as well as personal life of an
organization’s employees. In order to make the quality of work life a reality for
each employee, an organization has to take into account each employee's
needs and values and the extent to which these needs are being satisfied.
The enterprise will have to become involved in activities that are aimed at
satisfying needs regarded as important by employees. At the same time the
goals of both the enterprise and the employee should be synchronized.
Significance of Quality of Work Life
Quality of work life is becoming a popular concept in recent limes. It has
been evolved as an important aspect in every organization because it affects
organizational efficiency and productivity. It has been defined as the favorable
conditions and environment of a workplace which leads to support and
promote employee satisfaction by providing them with reward, job security and
growth opportunities. Quality of work life is considered as a major predictor of
viability and sustainability of an organization.
46
Luthans (1973) observes that QWL is concerned with overall work
climate. On one hand it is related to the effect on people working in the
organizations which in turn are responsible for making organizations more
effective while on the other hand enable employees participate not only in
solving problems but also in decision making.
It is a multi dimensional term which provides a good work life balance
and gives a qualitative boost to total work environment of any organization.
The Quality of work life offers a value frame and social technology of
organizational change leading to task effectiveness of micro-entities through
utilization and unfolding of human potential. The researchers feel that in
today’s changing business environment quality of work life is one of the most
important issue as it leads to positive results such as reduce absenteeism, low
turnover, reduce stress and increases job security and improve job
satisfaction. Additionally it increases morale of employees, reduce attrition
which is a major problem today. Quality of Work Life creates conducive
working environment which induces employees to utilize their full capacity
which in turn contribute to overall satisfaction and enhancement of individual
as well as increases productivity, profitability and ultimately efficiency and
effectiveness of the organization.
Need for Quality of Work Life
In current scenario every organization wants more output in comparison
of less input, it can be possible when working employee find its working place
47
comfortable as per the job requirement. So it is very important for an
organization to make a quality relationship between it’s employees and
working environment. Now-a-days, there is no balance between the family and
work life due to job pressure and conflicting interests and over-socialization
that lead to too much of interest about the co-workers for satisfaction of their
ego, creating problems in the minds of neighbors.
The work-norms impose on workers too much of burden and control by
their bosses. Mirvis and Lawler found in their study that quality of working life
was related with satisfaction with wages, hours and working conditions,
describing the “essentials of a good quality of work life” as; safe work
environment, equitable wages, equal employment opportunities and
opportunities for advancement.
Measures to improve Quality of Work Life
1) Quality of Work Life through Employee Involvement (EI):
One of the most common methods used to create QWL is employee
involvement. Employee involvement (EI) consists of a variety of systematic
methods that empower employees to participate in the decisions that affect
them and their relationship with the organization. Through EI, employees feel
a sense of responsibility, even ownership´ of decisions in which they
participate.
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2) Quality Circles:
Quality circles are small groups of employees who meet regularly with
their common leader to identify and solve work-related problems. The group is
permitted to select the problems it wants to tackle. Management may suggest
problems of concern, but the group is empowered to decide which ones to
select. Ideally, the selection process is not by democratic vote but is arrived at
by consensus, whereby everyone agrees on the problem to be tackled.
3) Socio-Technical systems:
Socio-technical systems are interventions in the work situation that
restructure the work, the work groups, and the relationship between workers
and the technologies they use to do their jobs.
4) Autonomous work group:
These are teams of workers, without a formal company-appointed
leader, who decide among themselves most decisions traditionally handled by
supervisors. The key feature of these groups is a high degree of self-
determination by employees in the management of their day-to-day work.
Quality of Work Life is more likely to improve as workers demand jobs with
more behavioral elements. These demands will probably emerge from an
increasingly diverse and educated work force that expects more challenges
and more autonomy in its jobs such as worker participation in decisions
traditionally reserved for management.
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Barriers to Quality of Work Life
Resistance to change both by management and employees. There is a
general perception that Quality of Work Life implementation will cost much to
the organization. Resistance to change both by management and employees.
Continuous increase in Quality of Work Life may result in less productivity,
i.e.., after a certain level the productivity will not increase in proportion to the
increase in quality of work life.
Strategies to improve Quality of Work Life
Quality of Work life improvements are defined as any activity which
takes place at every level of an organization which seeks greater
organizational effectiveness through the enhancement of human dignity and
growth. Certain strategies may be adopted to improve the Quality of Work Life
of the employees in an organization. They are
a. Job enrichment and Job redesign
b. Autonomous work redesign
c. Opportunity for growth
d. Administrative or organizational justice
e. Job security
f. Suggestion system
g. Flexibility in work schedules
h. Employee participation
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Thus by implementing some changes, the management can create
sense of involvement, commitment and togetherness among the employees
which paves way for better quality of work life.
1.6 ORGANIZATIONAL COMMITMENT
Organizational commitment refers to the degree to which an employee
identifies with a particular organization and its goals and wishes to maintain
membership in the organization. It is the individual's psychological attachment
to the organization. It may be viewed as an organizational member's
psychological attachment to the organization. Hunt and Morgan defined
Organizational commitment as an employee’s strong belief in and acceptance
of an organization’s goals and values, effort on behalf of the organization to
reach the goals and objectives and strong desire to maintain membership in
the organization. Bateman and Strasser states that organizational
commitment has been operationally defined as “multidimensional in nature,
involving an employee’s loyalty to the organization, willingness to exert effort
on behalf of the organization, degree of goal and value congruency with the
organization, and desire to maintain membership”
Porter et al. discusses three major components of organizational
commitment as being “a strong belief in and acceptance of the organization’s
goals, a willingness to exert considerable effort on behalf of the organization,
and a definite desire to maintain organizational membership”. According to
Luthans organizational commitment is directly related to the desire to maintain
51
membership in the organization, the willingness of employees to exert
considerable effort on behalf of the organization and a strong belief in and
acceptance of an organization’s goals and values.
Based on Allen and Meyer opinion, organizational commitment is a
mental relationship between an employee and organization that decreases the
possibility of his voluntary departure from organization. Organizational
commitment is a state in which employee considers the organization and its
objectives as an indicator and has a desire to remain in organization’s
membership. Porter and his colleagues define commitment as relative level of
defining individual’s identity in relation to organization and his involvement in a
specific organization. Commitment is composed of three components:
1. Having strong tendency to remain in an organization
2. Having tendency towards ample efforts for organization
3. Accepting organization’s objectives and values.
Employee’s organizational commitment has serious and potential
effects on organization’s performance and can be an important predictor of
organizational effectiveness; therefore, ignoring it is damaging to organization
and may impose extra costs. Multiple studies were organized on
organizational commitment, and the most significant ones belong to Meyer
and Allen. They suggested different kinds of commitment as follows
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Affective commitment:
It refers to employee’s emotional concern about organization, their
sense of solidarity with organization, and their active presence in it. Usually,
employees who possess organizational commitment are willing to remain in
organization and this is one of their desires.
Continuous commitment:
This kind of commitment is about costs and benefits which are related
to remaining in or quitting organization. This commitment suggests a kind of
calculation which is referred to as rational commitment and expresses that
quitting an organization will have exorbitant expenditures for employees.
Normative commitment:
It refers to employee’s obligation to remain in organization. Therefore,
employees will remain in organization until they believe that remaining in
organization is appropriate and accurate based on their opinion.
Figure : 1.5 A Three Component Model of Organizational Commitment
53
Shannon argues that, employees who have high emotional commitment
will remain in organization, because they want so; employees who have
continuous commitment, will remain in organization, because they have to do
so; and employees who have high normative commitment, will remain in
organization, because they think they should do the work.
Mowday, Porter & steers have listed three reasons for the importance of
organizational commitment. Firstly, theory related to commitment suggests
that organizational commitment should be a fairly reliable predictor of certain
behavior displayed by employees especially in the form of turnover. Secondly,
the concept of organizational commitment is intuitively appealing to both
managers and behavioral scientists.
Finally, an increased understanding of commitment may help to
understand the nature of more general psychological processes by which
people choose to identify with objects in their environment.
Factors influencing Organizational Commitment:
There are many factors that may influence employees’ commitment to
their organization. The few important ones are
1. Job characteristic: Organizational commitment tends to be high
among the employees whose jobs are highly enriched. Since these job
characteristics are present in abundance in self employed job, he is
therefore not surprised to find that the levels of organizational
54
commitment are quite higher among self-employed people than those
who are employed by organizations.
2. Job rewards: Organizational Commitment is influenced much by the
type of reward that employees receive from the organization.
Research studies have shown that the employee’s commitment to
their organization is enhanced by the use of profit sharing plan like
Employee Stock Option Plan (ESOP).
3. Availability of alternative job opportunities: Expectedly, the greater
possibilities for finding alternative job, tends the employees to be less
committed to the organization and vice versa.
Organizational commitment and factors related to performance:
Eisenberger et al discuss that those employee’s who feel that they are
cared for by their organization and managers also have not only higher levels
of commitment, but that they are more conscious about their responsibilities,
have greater involvement in the organization, and are more innovative.
Evidences have shown that there is a strong relation between high levels of
organizational commitment and desirable job performance. According to
Mowday and his colleagues, commitment is a relative level of employee’s
loyalty to a specific organization and his involvement and participation in it.
This definition includes three factors: strong belief in organization’s objectives
and values, having tendency to make considerable effort for organization,
having a strong desire to continue membership in organization. According to
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Robin’s point of view, organizational commitment is a state in which an
individual considers organization as his indicator and has a desire to remain in
its membership.
In other word, commitment is an attitude towards employee’s loyalty to
organization and it is a continuous process that brings success and welfare for
organization by participation of individuals’ in organizational decision, and their
attention to it.
Mowday, Stirs and Porter have classified these factors into four
categories: personal features, job characteristics, job experiences, and
structural features. Factors such as organizational culture, leadership style,
and human resources management systems can be used directly or indirectly
to improve the level of organizational commitment.
In individual level of analysis, organizational commitment can predict
behaviors like transfer, absence, organizational membership, and employees’
performance.
Factors affecting Organizational Commitment
There are a variety of factors that shape organizational commitment.
Such factors include the following: job-related factors; employment
opportunities; personal characteristics; positive relationships; organizational
structure; and management style.
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1. Job-related factors
Organizational commitment is an important job-related outcome at the
individual level, which may have an impact on outcomes such as turnover,
absenteeism, job effort, job role and performance or vice versa.
The job role that is ambiguous may lead to lack of commitment to the
organization and promotional opportunities can also enhance or diminish
organizational commitment. Other job factors that could have an impact on
commitment are the level of responsibility and autonomy.
Baron and Greenberg state that “the higher the level of responsibility
and autonomy connected with a given job, the lesser repetitive and more
interesting it is, and the higher the level of commitment expressed by the
person who fill it"
2. Employment opportunities
The existence of employment opportunities can affect organizational
commitment. Individuals who have a strong perception that they stand a
chance of finding another job may become less committed to the organization
as they ponder on such desirable alternatives. When there is lack of other
employment opportunities, there is a tendency of high level of organizational
commitment. As a result, membership in the organization is based on
continuance commitment, where employees are continuously calculating the
risks of remaining and leaving the organization.
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3. Personal characteristics
Organizational commitment can also be affected by the employee's
personal characteristics such as age, years of service and gender. Baron and
Greenberg states that "older employees, those with tenure or seniority, and
those who are satisfied with their own levels of work performance tend to
report higher levels of organizational commitment than others". This implies
that older people are seen to be more committed to the organization than
other age groups.
Another personal characteristic that may affect organizational
commitment is associated with gender. However, it is argued that gender
differences in commitment are due to different work characteristics and
experiences that are linked to gender.
4. Work environment
The working environment is also identified as another factor that affects
organizational commitment. One of the common working environmental
conditions that may affect organizational commitment positively is partial
ownership of a company. Ownership of any kind gives employees a sense of
importance and they feel part of the decision-making process. This concept of
ownership which includes participation in decision-making on new
developments and changes in the working practices, creates a sense of
belonging.
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Another factor within the work environment that may affect
organizational commitment is work practices in relation to recruitment and
selection, performance appraisal, promotions and management style.
5. Positive relationships
The organization as a workplace environment is built up of working
relationships; one of which is the supervisory relationship. According to
Randall “the supervisory relationship can affect organizational commitment
either positively or negatively”. A positive supervisory relationship depends on
how work-related practices such as performance management are being
implemented in the organization. When individuals find the supervisory
relationship to be fair in its practices, they tend to be more committed to the
organization. Other work relationships, such as teams or groups, which exist
in the workplace, can affect organizational commitment.
Organizational members can demonstrate commitment when they are
able to find value through work relationships. Brooke, Russell and Price states
that “employee commitment and attachment to the organization can be
increased through efforts made to improve the organizations social
atmosphere and sense of purpose”. In essence, when work relationships
reflect mutual respect to individuals, they are able to commit themselves to the
organization.
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6. Organizational structure
Organizational structure plays an important role in organizational
commitment. Bureaucratic structures tend to have a negative effect on
organizational commitment.
Zeffanne indicates that "the removal of bureaucratic barriers and the
creation of more flexible structure are more likely to contribute to the
enhancement of employee commitment both in terms of their loyalty and
attachment to the organization".
The management can increase the level of commitment by providing
the employees with greater direction and influence.
7. Management style
According to Zeffanne "the answer to the question of employee
commitment, morale, loyalty and attachment may consist not only in providing
motivators, but also to remove the de-motivators such as styles of
management not suited to their context and to contemporary employee
aspirations".
A management style that encourages employee involvement can help
to satisfy employee's desire for empowerment and demand for a commitment
to organizational goals.
Effects of Organizational Commitment
Organizational commitment can have either a negative or a positive
effect on the organization.
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1. Negative effect of low level organizational commitment
The negative effect implies that the level of organizational commitment
is low. Employees with a low level of organizational commitment tend to be
unproductive and some become loafers at work. Lowman states that
organizational commitment can be regarded as a “work dysfunction when it is
characterized by under-commitment and over-commitment”.
The following are the characteristics of over-commitment and under-
commitment. In certain cases the high rate of staff turnover and absenteeism
are associated with the low level of organizational commitment. Cohen
motivates that “lack of organizational commitment or loyalty is cited as an
explanation of employee absenteeism, turnover, reduced effort expenditure,
theft, job dissatisfaction and unwillingness to relocate”.
2. Positive effect of organizational commitment
Committed organizational members contribute positively to the
organization which is not the case with less committed members. Cohen
states that “organizations whose members have higher levels of commitment
show higher performance and productivity and lower levels of absenteeism
and tardiness”. This implies that employees with a high level of commitment
tend to take greater efforts to perform and invest their resources in the
organization.
Organizational commitment can result in a stable and productive
workforce. It enables employees to release their creativity and to contribute
61
towards organizational development initiatives. Employees who are highly
committed do not leave the organization because they are dissatisfied and
tend to take challenging work activities. Committed members are normally
achievement and innovative orientated with the ultimate aim of engaging in
and improving performance. Other positive effects of organizational
commitment include feelings of affiliation, attachment and citizenship
behavior, which tend to improve organizational efficiency and effectiveness.
Affectively and normatively committed members are more likely to maintain
organizational membership and contribute to the success of the organization
than continuance-committed members.
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CHAPTER – II
63
CHAPTER - 2
REVIEW OF LITERATURE
The Study of related literature implies locating reading and evaluating
reports of researches as well as reports of casual observations and opinions
that are related to the investigator’s planned research project. The review of
literature is a task that continues throughout the duration of the thesis. It
begins with a search for a suitable topic. Once a topic has been decided
upon, it is essential to review all relevant materials which have a bearing in the
topic.
NEED FOR REVIEW OF RELATED LITERATURE
“Research begins with ideas and concepts that are related to one
another through hypothesis that is expected or anticipated relationships.
These expectations are then tested by transforming these ideas and concepts,
into procedures for the collection of data. Results or findings based on these
data are then interpreted and extended by converting them into new concepts.
But where do the original ideas and concepts come from and how can they be
linked to form hypothesis. To some extent they come out of the researchers
head, but to a large extent they come from collective body of prior work
referred to as a literature”.
Hence research must be based upon the prior work done by experts,
which may help to eliminate the duplication of what has already been done
64
and leads useful hypothesis and provides suggestion for meaningful
investigation.
It is neither desirable nor possible to survey the whole literature.
Therefore, only those relevant works have been reviewed, which reveal some
general idea and provide a rationale for the present study. Such reviews of
literature always help the researcher in getting an overview of the problem
under study. It moreover helps to identify area where in-depth research has
not been carried out. Such an identification of fresh areas facilitates the taking
up of new and meaningful research work.
QUALITY OF WORK LIFE (QWL) AND ORGANIZATIONAL COMMITMENT
Seashore, S.E. (1975) in his article entitled “Defining and measuring the
quality of working life” had opined that a low quality of work life, feature a
short-cycle, repetitive, uninteresting , low- paying job in a dirty, noisy,
cramped, and dangerous workplace in a crowded factory site. In respect to
this, the job should be supervised and controlled closely, the worker would be
cut off from friendly relationship with his fellow workers; his employment would
be insecure’ and the support facilities would be minimal.
Nadler, D.A and Lawler, E. E (1983) in their study entitled “Quality of Work
Life: Perspectives and Directions”, conclude that three major components of
QWL efforts must be managed well if they are to succeed: (1) development of
projects at different levels; (2) changes in management systems and structure;
and (3) changes in senior management behavior--that is, if the quality of work
65
life effort is to be credible to organization members, there must be some
specific, tangible quality of work life activity in which senior managers
participate.
Cohen-Rosenthal, Edward (1984) in his article on “The Other Side of the
Coin: the Impact of QWL Programs on the Union as an Organization” had
stated that Quality of work life programs change the traditional adversarial
and hierarchical workplace: labor and management work more cooperatively
and employees at all levels are more fully involved in decision-making. While
these programs have an impact on the employer and the management
functions, they also have an important effect on the union or unions involved
in a program. In joint programs, equal attention must be given to the impact on
the union as an organization.
Shamir and Salomom (1985) in their study on “Work at home and quality of
work life” had opined that limitation to entry into a profession of trade union,
discrimination in hiring and promotion, and the inequality of educational and
training opportunities have a significant bearing on quality of working life.
Marriage partners who feel loaded by their hours at work have the lowest
quality of life amongst working couples. By way of the burden, they feel more
pressure and are short of control and mastery of their lives.
Marks, Mitchell Lee; Hackett, Edward J.; Mirvis, Philip H.; Grady, Jr.,
James F. (1986) in their study on “Employee Participation in a Quality Circle
Program: Impact on Quality of Work Life, Productivity, and Absenteeism” had
66
found that the impact of participation in a Quality Circle (QC) program on
employee quality of work life attitudes and on productivity and absenteeism
behaviors was studied among direct labor employees in a manufacturing firm.
It revealed a positive relation between QC participation and changes in QWL
perceptions in areas directly involved in QC activities but not in more general
work life areas.
James W. Thacker, Mitchell W. Fields (1987), in their study, entitled “Union
involvement in Quality of work life efforts: A longitudinal investigation”,
investigate potential outcomes for unions involved in joint union-management
QWL efforts.
Shelby D Hunt, Van R Wood Lawrence B chonko (1989), in his paper
“Corporate Ethical Values & Organizational commitment in Marketing” studied
that there exist a strong evidence of a positive association between corporate
ethical values and organizational commitment. He also studied that a strong
link between commitment and specific organizational benefits, corporate
ethics may be not only an important societal issue, but a key organizational
issue as well.
David Efraty and M. Joseph Sirgy (1990) in their article on “The Effects Of
Quality Of Working Life On Employee Behavioral Responses” have studied
that quality of work life was conceptualized in terms of need satisfaction
stemming from an interaction of workers' needs (survival, social, ego, and self
actualization needs) and those organizational resources relevant for meeting
67
them. It was hypothesized that need satisfaction is positively related to
organizational identification, job satisfaction, job involvement, job effort, job
performance; and negatively related to personal alienation.
Shareef, R. (1990) in his article entitled “QWL Programs Facilitate Change”
had stated that Quality of Work Life (QWL) programs are designed to improve
employee well-being and productivity, and facilitate the transition from
autocratic management cultures to participative cultures that are necessary
learn the values and beliefs of high-involvement organizations. The roles
training plays in the success of QWL systems include the orientation of
employees to the new cultures, and teaching the new organizational
philosophy. The phases of QWL include philosophical development,
transformational leadership, and subsystem congruence.
Loscocco K.A. and Roschelle A.R. (1991) in their study on “Influences on
the quality of work and selectively perceive and make attributions about their
jobs in accordance with the expectations they have on non-work life: two
decades in review” had stated that the most common assessment of QWL is
the individual attitudes.
Eaton, Adrienne E., Gordon, Michael E., Keefe, Jeffrey H., (1992) in their
study on “The Impact Of Quality Of Work Life Programs And Grievance
System Effectiveness On Union Commitment” had studied that the union
members who participated in Quality of Work Life (QWL) programs were less
likely than nonparticipants to view QWL as a threat to the union, and also
68
more loyal to the union. Here the focus is particularly on the impact of
participation in QWL on members' commitment to the union.
Constr .J (1992) in his article on “Using Quality Circles to Raise Productivity
and Quality of Work Life” had concluded that the participative-creative
approach of quality circles, for simultaneous enhancement of productivity and
quality of work life, has been introduced in many leading manufacturing and
service corporations in the West within the general trend of adopting so-called
Japanese managerial approaches.
Shahril Bin Hassan (1994) in his study on “The relationship of quality of work
life Programmes and the influence of Socio-demographic factors with
Employee job satisfaction and job involvement, a case study of Standards and
Industrial Institute of Malaysia” had examined the level of effectiveness in
quality of work life (QWL) programmes and the influence of socio-
demographic factors on employee job satisfaction and job involvement.
Cohen, Susan G., Lei Chang, Ledford Jr., Gerald E.A (1997) in their study
entitled “Hierarchical Construct Of Self-Management Leadership And Its
Relationship To Quality Of Work Life And Perceived Work Group
Effectiveness” had found self-managing leadership behaviors are positively
associated with QWL (mainly employee satisfaction) and self-rated
effectiveness for both self-managing and traditional teams. The study provides
evidence that self-managing leadership is a valid theoretical construct.
69
Lillie Lum, John Kervin, Kathleen Clark, Frank Reid and Wendy Sirola
(1998) , in their article titled “ Explaining nursing turnover intent: job
satisfaction, pay satisfaction, or organizational commitment?” studied that ,
job satisfaction has only an indirect influence on the intention to quit, whereas
organizational commitment has the strongest and most direct impact. A further
finding that pay satisfaction had both direct and indirect effects on turnover
intent was consistent with administrators' assumptions underlying the pay
policies. Control variables such as having a degree, having children, and
working 12-hour shifts were found to have both direct and indirect influences
upon pay satisfaction and turnover intent.
Iwasaki and Mannell (1999) in their article on “The Effects of leisure beliefs
and coping strategies on stress-health relationship: A field study” had
suggested that it is difficult to generalize about the ways in which leisure can
help people cope with stress. They argue that the source of stress (stressor),
coping strategies, and a person’s individual characteristics all need to be
taken into account.
Bijleveled, Andries and Rijkevorsel (2000) in their article entitled “Positive
and Negative Aspects of the Work of Information Technology Personnel: An
Exploratory Analysis had concluded that competitive work pressures among IT
professionals to boost productivity with skeleton resources make it difficult to
achieve a balanced work-life. The work pressures affect the employee’s social
environment, and if no corrective action taken, it may result in a poor social
70
life. The alternatives such as career breaks, flexible working arrangements
and family friendly employment policies were suggested to balance between
work and non-work life.
Elisa and Ellen (2001) in their study on “An Examination of Work and
Personal Life Conflict” had revealed that the majority of employees suggested
that their long work hours have negatively affected their personal life and
family responsibilities. The portability and the connectivity of Information
Technology allow the connection of job task from remote areas. The stringent
deadline on their tasks encourages the IT professionals to engage with work
task for longer hours in a day. Indeed, the IT professionals are willing to
sacrifice non-work related activities to accomplish the task on time.
Linda Rhodes, Robert Eisenberger and Stephen Armeli (2001) in their
article titled “Affective Commitment to the Organization : The contribution of
perceived organizational support” studied that, perceived organizational
support play an important role in the commitment process, helping to explain
how basic work experiences influence affective commitment and ultimately
employee withdrawal behavior.
Richard Winter (2001) has done a research on “Quality of work life of
Academics in Australian Universities” and studied that job involvement and
organization commitment are more directly influenced by work environment
characteristics relatively proximal to the work of the individual.
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Ellis (2002) revealed in his report on “ the quality of working life for nurses in
Australia” that a high proportion of respondents felt that the level of stress
associated with their job was uncomfortable most of the time and considered it
to be a serious concern. Factors identified in this report as having the most
negative impact on job satisfaction, health and well-being were lack of trained
staff, dealing with constant change, lack of recognition, and physically and
emotionally demanding work. Conversely, satisfaction, health and well-being
were perceived to be positively impacted by the nurses’ relationships with
patients, relationships with co-workers, a less formal working environment,
capacity to make a difference, and flexible work shifts to accommodate family
and other commitments.
Camilleri (2002) found that higher the position tenure in the organization,
higher will be the degree of overall OC, continuance and normative
commitments. The study also concluded that the degree of OC is dependent
on the personality of the individual, level of ambiguity, conflict and overload
role states.
Rhoades, Linda; Eisenberger, Robert (2002), in their article titled
“Perceived organizational support: A review of the literature” studied that , a
meta-analysis indicated that 3 major categories of beneficial treatment
received by employees (i.e., fairness, supervisor support, and organizational
rewards and favorable job conditions) were associated with POS. POS, in
turn, was related to outcomes favorable to employees (e.g., job satisfaction,
72
positive mood) and the organization (e.g., affective commitment, performance,
and lessened withdrawal behavior). These relationships depended on
processes assumed by organizational support theory: employees' belief that
the organization's actions were discretionary, feeling of obligation to aid the
organization, fulfillment of socio-emotional needs, and performance-reward
expectancies.
Wilson (2003) in his study observed that workers were generally satisfied with
the environment in which they worked. The satisfaction rate was high among
the public sector workers than the private sector workers. Regarding style of
supervision both the categories were satisfied. Both the categories were not
satisfied with respect to promotion and involvement in decision making. He
also found that public sector employees had more satisfaction than private
sector employees with respect to reward, human relations, behavior of co-
workers and nature of job.
Woolf (2004) in his article on “Learn to separate who you are from your job”
had stated the favorable conditions for QWL like the workplace should be
light, clean, quiet, safe and spacious. Supervision should be minimal, although
support would be readily available and the worker should be involved in all the
decision that directly affects him or his job. The job would be secure, and it
should provide the worker with opportunities to develop friendly relationship
with his coworkers.
73
Powers (2004) in his article on “Keeping Work and Life in Balance” had
studied that more pragmatically identified the essential components of QWL
as; basic extrinsic job factors of wages, hours and working conditions, and he
intrinsic job notions of the nature of the work itself.
Muthuveloo and Rose (2005) in a study on “Antecedents and outcomes of
OC among Malaysian engineers” focusing on the three components of OC like
affective, continuance and normative commitments studied that positive
employee perception enhances OC, which in turn leads to positive
organizational outcomes.
Raduan Che Rose, LooSee Beh, Jegak Uli and Khairuddin Idris (2006) in
their study entitled “Quality of Work Life: Implications of Career Dimensions”
had evaluated that the degree of satisfaction in QWL is related to the degree
to which the individual believes his or her success criteria have been met. It
can also be concluded from their study that the individual’s family life
correlates significantly with the level of quality of work life.
Rishu Roy (2006) in his article on “Impact of quality of work life on Job
Performance: A Study of Print Media Employees” had studied the impact of
"Quality of work life" (QWL) on "Job Performance". The pressures in the free
economy, the breakdown of trade barriers and globalization are making
enormous demands on today's corporations to compete in every domain. The
performance naturally tops out of all the critical items in the Indian industries
74
and, therefore, it becomes imperative to understand how the job performance
is influenced by the above mentioned factor.
Smeenk, Eisinga Teelken and Dooewaard (2006) in their study on “The
effects of HRM practices and antecedents on organizational commitment
among university employees”, observed that in the separatist faculty
decentralization, compensation, training/development, positional tenure and
career mobility have significant effects. Age, organizational tenure, level of
autonomy, working hours, social involvement and personal importance
significantly affects the employees’ organizational commitment in the
hegemonist faculty. Participation, social interactions and job level are factors
that are important in both faculties. The findings indicate that the set of factors
affecting the organizational commitment of employees differs between the
separatist and hegemonist faculties.
Cheryl M. Wagner (2007), studied a paper titled “Organizational commitment
as a predictor variable in nursing turnover research: literature review” and the
results indicated that there is a robust indirect predictability of organizational
commitment overall, with greater predictability by organizational commitment
vs. job satisfaction. Organizational commitment is a useful predictor of
turnover in nursing research, and effective as a variable with the most direct
impact on antecedents of turnover such as intent to stay. The organizational
commitment variable should be routinely employed in nursing turnover
research studies.
75
Joshi (2007) in his article on “Quality of work life of women workers: role of
trade unions” had stated that the present study was designed to explore the
issue of representation of legitimate interests of women workers in its entirety
and make suggestions to help the policy makers to improve the quality of work
life of women workers. The study findings revealed that the level of
satisfaction of women employees with QWL in their respective organizations
was quite high in spite of the overall work life conditions as provided by the
company/management being only average.
Wagner C.M. (2007) in their article titled “Organizational commitment as
a predictor variable in nursing turnover research: literature review” studied
that organizational commitment is a useful predictor of turnover in nursing
research, and effective as a variable with the most direct impact on
antecedents of turnover such as intent to stay. The organizational
commitment variable should be routinely employed in nursing turnover
research studies.
Saravanan D. (2008) has chosen 5 sectors for his study, entitled “A study on
employees’ quality of work life in small scale industries with special reference
to Pudhucherry”, in which he found that the employees are satisfied with their
job, but job insecurity creates mental stress which affects their present work.
Rajib Lochan Dhar (2008) has done a research on “Quality of Work Life: A
Study of Municipal Corporation Bus Drivers” studied that quality of work life
should not only be researched in terms of initiatives designed to improve work
76
life for employees. Rather, there are potentially many factors that can impact
quality of work life for drivers, including the challenges they are faced with
during the work day and the condition in which they work.
Kandasamy, Indira (2009) in their study on “WRKLFQUAL: A tool for
measuring Quality of Work Life” had found that the concurrence with the
ascertained importance of an employee's role in the service exchange
process, managers and researchers in the service industry have realized the
significance of providing a good work life for their employees.
Kanagalakshmi and Nirmala Devei (2009) in their study on “Perception Of
Quality Of Work Life Among Textile Manufacturing Workers In Tirunelveli” had
concluded that Quality of Life is the extent of relationships between individuals
and organizational factors that existing in the working environment.
Dev Raj Adhikari and Dhruba Kumar Gautam (2010) in paper “ the context
of declining quality of work life (QWL) situation, capacity utilization and
contribution of manufacturing industries in Nepal” revealed that most of the
union leaders believe that in Nepalese organizations pay and benefits and job
security are considered the most important motivating factors to improve the
level of QWL situation. At the same, consideration is needed to improve QWL
through education, training and other skill development programmes.
Normala and Daud (2010) studied a paper on “Investigating the relation
between QWL and Organizational Commitment amongst employees in
77
Malaysian firms”. The results indicate that a strong relationships and
cohesiveness among employees in the workplace will improve their sense of
commitments. The results of this research show that QWL and OC are a
multidimensional construct and is a product of the evaluation of one’s work
place.
Sabarirajan .A, Meharajan .T and Arun .B (2010) in their research article
entitled, “A study on the various welfare measures and their impact on QWL
provided by the Textile Mills with reference to Salem District, Tamil Nadu,
India”, concluded that by the result of improved quality of work life among the
employees their involvement in job gets increased and results in increased
productivity of the organization.
Beth Brook (2010) in her study entitled, “Quality of Nursing Work life:
Conceptual Clarity for the Future” studied that the overall quality of care and
excellence in nursing is intimately tied to the quality of nurses’ work life. She
also studied that QWL is considered essential in developing the environment
so important in achievement of Magnet status for hospitals.
Arthi, Chitramani (2011), in their article titled “The impact of quality of work
life on organizational commitment among ITES employees in coimbatore” and
the findings have given insights in efforts to improve the quality of work life to
mould employees with right form of commitment and increase the level of
commitment.
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Prateek et al., (2011) said Organization commitment (ownership, loyalty,
attachment), Career Advancement (career needs, career path, career
planning and management), quality of work life (fair compensation, working
condition, job Involvement) has some direct and independent effects
organizational commitment and intention to stay of core employee.
Bhavna and Swati (2012) researched the quality of working relationships,
workplace leadership, having a say, clear values, being safe, the built
environment, recruitment, pay and Conditions, getting Feedback, autonomy
and uniqueness, a sense of ownership and identity, learning, passion, having
fun, community connections, that can influence in organizational Commitment
and intention to stay of core employee in the organization.
Demir H (2012) in their article “Sport managers’ organizational commitment
levels Organizations need employees” studied that there should be
commitment to continue their existences whether they are private or public
sector. Organizational commitment is on the basis of both basic activity and
final aim for organizations to maintain their existences. Individuals, who have
organizational commitment, are more adaptable, more productive, work in a
sense of responsibility and lead to less cost in organization.
Dousti, Abbasi, Khalili (2012) in their article “Relationship between quality of
work life and organizational commitment of employees of Youth and Sport
Department of Mazandaran province” studied that there is a significant
relationship between quality of work life with organizational commitment. The
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feeling, desire, happiness at work, belonging and independence of
occupational status affected the quality of work life.
Gayathiri , Lalitha Rama Krishnan (2013) in their article “Quality of Work
Life : Linkage with Job Satisfaction and Performance” studied that the
increased complexity of today’s environment poses several challenges to
hospital management during the next decade. Trends such as changing
organizational structures, increased knowledge and specialization,
interdisciplinary collaboration, advancement of technology, new health
problems and health care policy, and sophistication in medical education have
a part to play. All these affect the nursing profession and skill requirements as
well as their commitment to performance in hospitals. In view of this, hospital
management has to ensure quality of life for nurses that can provide
satisfaction and enhance job performance. In this paper, an attempt is made
to review the literature on quality of life to identify the concept and
measurement variables as well its linkage with
Satisfaction and performance.
Yukthamarani perumarapan, Abdullah Al Mamoon, Roselina Ahmad
Soufi (2013) in their article “Quality of Work Life on Employees Job
Involvement and Affective Commitment between the Public and Private Sector
in Malaysia” that satisfactory qualities of work life enhance job involvement
which relates to affective commitment. Therefore, organizations should strive
to provide good Quality of Work Life to obtain the best results from their
80
employees. The paper has also conclusively demonstrated that by way of
comparison, the public sector employees’ have higher job involvement
towards their task and job.
Hassan, Narehan (2014) in their article “The Effect of Quality of Work Life
(QWL) Programs on Quality of Life (QOL) Among Employees at Multinational
companies in Malaysia” studied the effect of QWL towards QOL among
employees at multinational companies revealed that QWL did have a
significant impact towards QOL. All the elements of QWL programs namely
work environment and job facets were also found to correlate with overall
QOL. In view of the fact that the QWL programs in the organization
contributed to better QOL among employees and reduced employee turnover
rate, organization should consider to continuously introduce, improve and
enforce the QWL programs within the organization. The move will help
organizations in enhancing its performance, productivity, employee
commitment and satisfaction.
Manju shree (2014) in her research article “The effect of psychological
contracts and organizational trust studied as an organizational commitment of
Ghaem hospital nurses in Mashhad province” states that, the quality of the
organizational commitment for nurses could be effective and efficient in use of
available resources. Therefore, hospital administrators need to pay more
attention to an effective component of organizational commitment as supply
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facilities, participate in decision-making, good communication, and job
enrichment.
Research Gap
The results of research work completed earlier indicate the need and
importance of quality of work life in various sector like industrial, services and
public utility. There was no comprehensive study to realize the quality of work
life and organizational commitment among the employees especially whose
job are service motive and welfare of the society. Earlier studies have not
concentrated on the area of quality of work life and organizational commitment
in hospital industry. Researches confirm that quality of work life improves job
satisfaction, employee commitment, loyalty there by contributing to work
performance and productivity in the respective organizations. The earlier
researches establish the reality that there is a dire need for organizations to
provide the needed quality of work life to employees and there also exist a
strong relationship between quality of work life and organizational
commitment. In the pursuit of maintain consistency and continuity , there is
dire need for regular surveys so that it would become possible to outline the
existing gaps with a view to stimulating future studies in the proper direction.
Bearing this in mind, the researcher has made an attempt to address the
above said issues in the study area. Hence the present study focus on the
quality of work life and organizational commitment among staff nurses in the
hospital sector.
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CHAPTER – III
83
CHAPTER - 3
RESEARCH METHODS AND MATERIALS
3.1 STATEMENT OF PROBLEM
The quality of work life is drawing more and more attention now-a-days,
particularly in hospital context. Existing studies on the Quality of Work Life and
Organizational Commitment of nurses indicated dissatisfaction of nurses in
terms of heavy workload, poor staffing, and lack of autonomy to make patient
care decisions, and performing non-nursing tasks. Another factor that
influences the Quality of Work Life of nurses is the work context, including
management practices, relationship with co-workers, professional
development opportunities and the work environment. Potential sources of
dissatisfaction with management practices include lack of participation in
decisions made by the nursing supervisors, lack of recognition for their
accomplishments, and lack of respect by the upper management. Nurses are
also found to be dissatisfied with the relationship with their co-workers,
especially physicians, where they experienced low levels of respect,
appreciation and support. Additionally, they also have poor communication
and interaction with physicians.
In terms of work and organizational commitment, results from a wide
variety of studies found that nurses were dissatisfied with the security
department and safety in the workplace. Additionally, inadequacy of patient
care supplies and equipment is related to dissatisfaction of nurses and other
health professionals. External factors such as salary and the image of nursing
84
were of concern in the literature regarding the Quality of Work Life of nurses,
and were reported sources of dissatisfaction for nurses in various
organizations.
The significance of the service industry has been gaining much
momentum in recent years. Healthcare industry is considered as a major
service industry playing key role in developing smart, well healthy with human
capital required in vision 2020. Therefore, the main players are the staff
nurses who are responsible to provide health care services needed by the
nation. Hospital staff who are committed to improve quality and effective
services strengthening research and innovation are the main factor in order to
turn Tamilnadu into leading Healthcare hub. Due to this, there is a desire to
conduct a study focusing on Quality of Work Life factors that will influence
organizational commitment among staff nurses in healthcare industry.
3.2 SCOPE OF THE STUDY
The present study has been an in-depth research confined to hospital
industries in Salem. The study would confine to the Impact of Quality of Work
life towards Organizational Commitment among staff nurse with reference to
private hospital in Salem. The effective Quality of Work Life would always
result in the employee high level of job satisfaction and low level of problem,
where by health of employees could be taken care of. As the staff nurse would
constitute the majority in total working population of the hospitals, dealing with
a heterogeneous population daily in the work schedule pursue a risky and
85
crucial job. It is hoped that the findings of the study will provide empirical
evidences in the aspects of Quality of Work Life factors impacting
organizational commitment among staff nurses and fulfils the research gap
found due to lack of studies conducted among a Quality of Work life and
organizational commitment. At the same time, the findings from this research
will be useful to policy makers in hospital sector and in order to maximize the
capacity and capability of its employee by increasing their level of
commitment.
3.3 NEED AND SIGNIFICANCE OF THE STUDY
Today, world has become very small. Technology has replaced many
parts of human contribution. World is in need of fast and vast growth due to
population explosion. Hence human is in a position to compete in all walks of
his life. For the betterment of his survival, he wants to compete and prove
himself in his working environment to keep his identity and prove his ability as
a special personality. At the same time, Organizations need to keep it’s
working environment very tough to meet out its own challenges. The working
human slowly loses his free hours and thereby his liberty in the working place.
Hence today there is a need for Quality Working Life.
Quality of work life and organizational commitment are the two most
important and fundamental subjects in today's organizational behavior.
Organizations, as systems, need coordination and efficiency among their
subsystems. One of the most important of these subsystems is manpower and
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considering it is the vital priority of any organization. Sufficient attention to
manpower leads to flourishing of talents and prevents further problems for the
organization and management. Now-a-days, there are many organizations
providing integrated systems of beneficial services that include family benefits
to their staff. Fulfilling employee’s job related needs in each organization is the
first priority because reaching to the organization’s objectives is dependent on
the fulfillment of logical needs, legitimate needs and objectives of human
resources.
The Hospital industry is used to face high employee turnover rates, high
attrition, and absenteeism that negatively impact on the overall performance of
the industry. Recruitment, selection and training involve higher operating cost
in the process of development of new employees. Due to lack of happiness
and contentment, employee turnover happens in majority of the organizations.
This causes an impact among the staff members towards job searching that
offers them a comfortable zone of satisfaction. The objective of this research
is to explore the underlying need for quality of work life factors in the private
hospitals in Salem. This study may also be helpful in identifying the factors
involved to enhance the Quality of Work Life and its impact on the
Organizational Commitments among staff nurses.
Sufficient quantum of medical services is not available according to the
explosion of the population. Due to increase in population, it is the prime
87
responsibility of every staff nurse to give them primary care based on
physician’s examination and prescription.
Among the health care support services, the staff nurses are the most
important human resource for any hospital and are responsible to provide the
required services needed by the beneficiaries of the health care services.
Commitment of every individual staff nurse as well as medical industry is
inevitably essential. This environment provides an opportunity to explore the
factors involved, particularly Quality of Work Life factors and it’s impact on
Organizational Commitment among staff nurses.
3.4 OBJECTIVES
1. To study the impact of quality of work life on the organizational
commitment of the staff nurses in practice.
2. To study the relationship between quality of work life and organizational
commitment prevailing in the hospital industry.
3. To find the factors influencing the quality of work life among staff nurses
in hospital industry.
4. To find the factors influencing the organizational commitments of staff
nurses in hospitals.
5. To study the various demographic variables involved in the quality of
work life of the staff nurses.
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3.5 RESEARCH METHODOLOGY
This study is systematically organized and scientifically analyzed. The
study describes the existing quality of work life and organizational commitment
factors in the hospital industry and hence the study is Descriptive in nature.
Pilot study and Pre-testing
In order to study the impact of quality of work life towards organizational
commitments among staff nurses in Salem. At the point of inception a pilot
study is planned and pre-tested with a well defined questionnaire. One of the
main research instruments for collecting primary data is questionnaire.
Questionnaire method helps in fulfilling several purposes, like measurement,
descriptions and drawing inferences. The primary data is collected through the
well framed questionnaire comprising optional type and Likert’s five point
scales. The questionnaire is mainly focused on personal information about the
respondents and the information about quality of work life factors that
influence staff nurses towards organizational commitments.
The main aim of the pilot study is to check the feasibility and reliability of
the questionnaire which is used as a main tool of analysis. A tentatively well
framed questionnaire is circulated among 40 respondents from four hospitals.
The responses obtained are systematically transformed into the data spread
sheet with suitable numerical coding. The Cronbache’s Alpha method is
applied on the primary responses and found that the reliability of more than
0.75 was observed. This shows the high reliability of the questionnaire
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circulated among the respondents. It is concluded out of these results that the
questionnaire so framed is highly suitable in ascertaining the responses from
the respondents.
Sampling
Instead of obtaining information from each and every unit of the
universe, only a small representative part is studied and the conclusions are
drawn on that basis for the entire universe or whole population. Hence, this
research uses sampling method for collecting data. For this research
proportionate Stratified random sampling is used for collecting the data as the
hospital wise population size exist.
The sampling units are the respondents from the 22 hospitals. Each
hospital is treated as strata. The sample size for the study is calculated with
the margin of error of 5 % and 95 % confidence level. The confidence
interval (also called margin of error) is the plus-or-minus figure usually
reported in newspaper or television opinion poll results. It is expressed as a
percentage and represents how often the true percentage of the population
who would pick an answer lies within the confidence interval. The 95%
confidence level means we can be 95% certain. Here researchers use the
95% confidence level and the sample size is calculated as 333 for the
population size of 2473. Further from each stratum the sub sample size is
calculated proportionately as follows.
90
Required Sample size for Group =
N
SSSS
11
Where Sample size =
2
2 )1(*
C
ppZ,
Z = Standard normal value = 2.58 for 99 % confidence and 1.96 for 95 %
confidence.
P = Percentage picking a choice normally 0.5,
C = Level of significance = 5 % =0.05
SS =
2
2
05.
)5.01(5.0*96.1= 0.9604/0.0025 = 385
Hence the Required Sample size =
2473
13851
385=
1549.1
385= 333
N = Population size = 2473
n = Required Sample size = 333
The sub samples are calculated by using nh = (n/N)*Nh
Instruments for data collection
One of the main research instruments for collecting primary data is
questionnaire. Questionnaire method helps in fulfilling several purposes, like
measurement, descriptions and drawing inferences. The primary data is
91
collected through the well framed structured questionnaire comprising optional
type and Likert’s five point scales. The questionnaire is mainly focused on
personal details, the Shared values on quality of work life and their impact on
the organizational commitment.
TABLE: 3.1 LIST OF HOSPITALS
Sl.No Hospital Population (Nh) Sample(nh)
1 SPMM Hospital 187 25
2 Sri Gokulam hospital 140 19
3 Dharan Hospital 55 7
4 Kamala Hopital 139 19
5 R.K hospital 143 19
6 S.K.S Hospital 188 25
7 Manipal Hospital 165 22
8 Dr.Agarwal Eye Hospital 68 9
9 J.S Hospital 70 9
10 Aravind Eye hospital 146 20
11 Gobi Hospital 57 8
12 Kirupa Hospital 60 8
13 Surya sugala hospital 62 8
14 Shanmuga hospital 155 21
15 Salem cancer institute 55 7
16 Shree shellapa hospital 80 11
17 Dr.Sudhaker Eye Hospital 69 9
18 Kurinji hospital 50 7
19 Neuro Foundation Hospital 156 21
20 Vasan Eye care Hospital 158 21
21 Salem Polyclinic hospital 176 24
22 Sarvana Hospital 93 13
Total N = 2473 n = 333
(SOURCE : IMA BOARD DIRECTORY 2012-2013)
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Sources of Data
Two types of data have been used for the study viz., Primary data and
Secondary data.
Primary data refers to those data which are collected first hand by the
investigator. In this project, survey method is used to collect the primary data
through a well designed questionnaire. The researcher collected data by using
mail survey method.
The data which are not originally collected but collected from either
published or unpublished sources are called secondary data. In this research
secondary data is collected from Hospital records, reports, magazines,
Websites, IMA information and from published articles.
Statistical tools used
The statistical tools used to analyze the data with reference to the
selected objectives of the study include Simple Percentage, Mean, Standard
Deviation, Chi-Square test, ANOVA, Friedman test, T-test, Correlation
analysis and Multiple regression analysis. Based on the objectives, the
hypothesis is framed and analyzed in the respective chapters, where ever
applicable and needed to be tested.
Descriptive analysis
Descriptive analysis, also termed as percentage analysis, was used for
each question contained in the interview schedule mainly to ascertain the
distribution of respondents under each category. Diagrams and charts are
93
mainly used for clear understanding of the data collected in pictorial form. Pie-
charts and bar charts were used for this purpose.
Non Parametric Friedman Test
The Friedman test is a nonparametric alternative to the repeated
measures of analysis of variance. It is the non parametric equivalent of a one-
sample repeated measures design or a two-way analysis of variance with one
observation per cell. Friedman tests the null hypothesis that k related
variables come from the same population. In order to ascertain the factors that
will influence the respondents towards the Overall satisfaction towards Salary
and Pay Benefit, Overall satisfaction towards Safety and Health aspects,
Overall satisfaction towards Job Security and Training aspects, Overall
satisfaction towards Relationship with Superiors & subordinates, Overall
organizational commitments.
G = )1(3)1(
12 2 KnR
KnK j
Chi-square analysis
The Chi-square analysis is used to test the significance of association
between two attributes. In other words, this technique is used to test the
significance of the influence of demographic characters over the
organizational Reason for preferring to work, During unavoidable emergency
situations hospital gives salary advances, Job nature is causing much stress
on physical/Mental health, Reason for stress, Management & the supervisor
94
allow or encourage to participate in Decision, Frequency of the hospital
arranging for Staff Development training Programs on & off, Supervisor's
reaction when you struggle or do not know to do some of the work, Face
Physical / Mental Harassment from Superiors or Co-Staff Behavior of
Supervisor / Co-staff towards, Personal life affairs are interfering in the
performance of your work, Feel working in night shifts is affecting family
affairs, Opinion about the present Quality of the Food & Canteen facility,
Hospital management arranges for any refreshments in between working
hours, Prefer to stay in the same organization, Intend to leave the hospital,
Reason to leave the hospital . All the tests were carried out at 5 percent level
of significance.
The chi-square statistic is
E
EO 22
Here O: Observed frequency E: Expected frequency
Average score analysis
After converting the qualitative information into a quantitative one using
a five point scale, the average scores were obtained on various issues to
determine the mean scores regarding Overall satisfaction towards Salary and
Pay Benefit, Overall satisfaction towards Safety and Health aspects, Overall
satisfaction towards Job Security and Training aspects, Overall satisfaction
towards Relationship with Superiors & subordinates, Overall organizational
commitments with respect to demographic variables.
95
Parametric test of two sample t-Test and One way analysis of variance
for more than two groups are applied to for judging the significance of the
difference between means scores of shared value, its impact on performance
after testing the normality by Q-Q plot.
Regression Analysis
Multiple regression analysis is used to explain the variation in the
Organizational commitment factors (dependent variable) based on the
variation over the variables (independent variable) Overall satisfaction towards
Salary and Pay Benefit, Overall satisfaction towards Safety and Health
aspects, Overall satisfaction towards Job Security and Training aspects,
Overall satisfaction towards Relationship with Superiors & subordinates. The
Regression reports that Overall satisfaction towards Salary and Pay Benefit is
significant (P < 0.05) in predicting the Organizational commitment.
3.6 LIMITATIONS OF THE STUDY
This study is encompassed to the private hospitals in Salem only.
Money and time constraints have imposed major limitation to the study
and forced to restrict the sample to respondent within stipulated time.
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CHAPTER - IV
97
CHAPTER - 4
RESULTS AND DISCUSSIONS
According to Kothari C.R, analysis of data in a general way involves a
number of closely related operations, which are performed, with the source of
summarizing the collected data, organizing these in such a manner that they
answer the research questions.
In this chapter, the data collected were systemically processed,
tabulated and made suitable for analysis and interpretations. It is a study on
impact of quality of work life towards organizational commitments among staff
nurses. The data was collected by mailed questionnaires. A sample of 333
respondents were selected. The results obtained were classified, tabulated
and the following analyses were performed in fulfilling the objectives of the
study.
SECTION 1: DEMOGRAPHIC FACTORS
4.1.1 Description of demographic variables of the respondents
The following table 4.1 show the distribution of profile of the
respondents observed over the factors of “Gender, Age, Marital status,
Educational Qualification, Experience (in Years), Monthly Salary and Number
of Dependents”.
98
Table 4.1 Frequency and % according to the profile of respondents
Demographic variables Frequency Percentage
Gender Male 103 30.93
Female 230 69.07
Marital status Married 119 35.74
Unmarried 214 64.26
Age
20 – 30 238 71.47
31 – 40 83 24.92
41 and Above 12 3.6
Educational Qualification
Technical Education(DGNM)
200 60.06
Under Graduation (B.Sc) 114 34.23
Post Graduation (M.Sc) 19 5.71
Experience (in Years)
Below 5 Years 188 56.46
5 - 10 Years 82 24.62
10 - 15 Years 52 15.62
15 - 25 Years 11 3.3
Monthly Salary
Below 5,000 30 9.01
5,000 - 10,000 218 65.47
10,000 - 15,000 55 16.52
Above 15,000 30 9.01
Number of Dependents
1-3 155 46.55
4 – 6 132 39.64
Above 6 46 13.81
Total 333 100
99
Chart 4.1 Gender wise classification of the respondents
Chart 4.2 Age wise classification of the respondents
100
According to their Gender shows that 30.93% of samples of
respondents were male and 69.07% were female. Thus it can be interpreted
that highest percentage was the gender of female.
According to their Marital status shows that 35.74% of samples of
respondents were married and 64.26% were unmarried. Thus it can be
interpreted that highest percentage was the gender of unmarried.
According to their age shows that 71.47% of samples of respondents
were in the age group of up to 20 - 30years, 24.92% were 31 - 40 years old
and 3.60% were above 41 and above. Thus it can be interpreted that highest
percentage was the age group of 20 - 30 years.
According to their educational qualification status shows that 60.06% of
samples of respondents’ status was Technical education, 34.23% was in
Under graduation and 5.71% of them was Post graduation.
Thus it can be interpreted that highest percentage was the educational
status of Primary education.
According to their Experience status shows that 56.46% of samples of
respondents’ status was below 5 years, 24.62% was have 5-10 years
experience and 15.62% of them was have 10-15 years experience, 3.30% of
them was have 15-25 years experience.
Thus it can be interpreted that highest percentage was the experience
of below 5 years.
101
Chart 4.3 Educational wise classification of the respondents
Chart 4.4 Experience wise classification of the respondents
102
Chart 4.5 Monthly salary wise classification of the respondents
Chart 4.6 Number of dependents wise classification of the respondents
103
According to their monthly salary status shows that 9.01% of samples of
respondents’ status was below 5,000, 64.47% was have 5,000 -10,000,
16.52% of them was have 10,000 -15,000 and 9.01% of them was have above
15,000. Thus it can be interpreted that highest percentage was the monthly
salary of 5,000 -10,000.
According to their number of dependents status shows that 46.55% of
samples of respondents’ status was 1-3, 39.64% was 4-6 and 13.81% was
above 6 dependents. Thus it can be interpreted that highest percentage was
the number of dependents of 1-3 members.
SECTION 2 : QUALITY OF WORK LIFE
In this section Quality of work life relating to Reason for preferring to
work, Satisfaction towards Salary and Pay Benefit, Salary advances given by
the hospital during unavoidable emergency situations are analyzed.
4.2.1 Satisfaction towards Salary and Pay Benefit
The Table No.4.2 describes the level of Satisfaction towards Salary and
Pay Benefit. The level of satisfaction was observed over the factors of
“Opinion about the Present Salary, Timely Payment of Salary, Over Time
Payment for extra hours of working, Yearly Increments given, Financial Loans
given by the hospital, Bonus paid & Accident Insurance paid by the hospital”.
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Table 4.2 Satisfaction towards Salary and Pay Benefit
Particulars HDS DS N S HS
TotalN % N % N % N % N %
Opinion about the Present Salary
39 11.7 195 58.6 55 16.5 27 8.1 17 5.1 333
Timely Payment of Salary 61 18.3 104 31.2 120 36.0 35 10.5 13 3.9 333
Over Time Payment for extra hours of working
57 17.1 86 25.8 68 20.4 105 31.5 17 5.1 333
Yearly Increments given 40 12.0 108 32.4 110 33.0 60 18.0 15 4.5 333
Financial Loans given by the hospital
55 16.5 117 35.1 90 27.0 58 17.4 13 3.9 333
Bonus paid 62 18.6 77 23.1 98 29.4 75 22.5 21 6.3 333
Accident Insurance paid by the hospital
54 16.2 101 30.3 75 22.5 78 23.4 25 7.5 333
It is clear from the table 4.2 that majority 58.6 percent of the
respondents are dissatisfied with the factor of “Opinion about the Present
Salary”, majority 58.6 percent of the respondents are Neither dissatisfied nor
satisfied with the factor of “Timely Payment of Salary”, 36.0 % of the
respondents are satisfied with the factor of “Over Time Payment for extra
hours of working”, 25.8 % of the respondents are dissatisfied with the factor of
“Yearly Increments given”, 33.0 % of the respondents are dissatisfied with the
factor of “Financial Loans given by the hospital”, 30.3 % of the respondents
are Neither dissatisfied nor satisfied with the factor of “Bonus paid” and 30.3
% of the respondents are dissatisfied with the factor of “Accident Insurance
paid by the hospital”.
Hence majority of the respondents are dissatisfied with the factor of
“Opinion about the Present Salary, Yearly Increments given, Financial Loans
given by the hospital & Accident Insurance paid by the hospital”.
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In order to identify the factor which is more influencing the respondent
towards attitude the Friedman’s test analysis was used and the results were
given in Table 4.3
Table 4.3 Friedman Test- Factors influence Satisfaction towards Salary and Pay Benefit
Particulars Mean SD Mean Rank Reliability
Opinion about the Present Salary 2.36 0.97 3.31
0.808
Timely Payment of Salary 2.5 1.03 3.76
Over Time Payment for extra hours of working 2.82 1.2 4.43
Yearly Increments given 2.71 1.04 4.18
Financial Loans given by the hospital 2.57 1.08 3.83
Bonus paid 2.75 1.18 4.24
Accident Insurance paid by the hospital 2.76 1.2 4.26
It could be noted from table 4.3 that among the seven factors “Over
Time Payment for extra hours of working” was ranked first. It is followed by the
“Accident Insurance paid by the hospital”. “Bonus paid” was ranked third and
the reliability is 0.808.
4.2.2 Area wise satisfaction towards Salary and Pay Benefit
An attempt has been made to study the opinion of respondent’s
satisfaction towards Salary and Pay Benefit. After converting the qualitative
information of the opinion into a quantitative one the average score were
obtained from the respondents on various dimensions like ‘Opinion about the
Present Salary, Timely Payment of Salary, Over Time Payment for extra hours
of working & Yearly Increments given, Financial Loans given by the hospital,
Bonus paid & Accident Insurance paid by the hospital’ and obtained results
are and presented in Table 4.4.
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Table No. 4.4 Area wise satisfaction towards Salary and Pay Benefit
Particulars Min Max Mean SD Mean %
Opinion about the Present Salary 1 5 2.36 0.97 47.27
Timely Payment of Salary 1 5 2.5 1.03 50.09
Over Time Payment for extra hours of working 1 5 2.82 1.2 56.34
Yearly Increments given 1 5 2.71 1.04 54.11
Financial Loans given by the hospital 1 5 2.57 1.08 51.41
Bonus paid 1 5 2.75 1.18 54.95
Accident Insurance paid by the hospital 1 5 2.76 1.2 55.14
Area wise distribution of mean, Standard Deviation and mean
percentage of satisfaction towards Salary and Pay Benefit that among seven
areas, the highest mean % score (2.36 0.97) which is 47.27% is obtained
for the area “Over time payment for extra hours of working” whereas, the
lowest mean % score (2.50 1.03) which is 50.09 % was obtained for
‘Opinion about the Present Salary’. The mean score on ‘Timely Payment of
Salary’ was (2.50 1.03) which is 50.34%, the mean score on ‘Yearly
Increments given’ was (2.71 1.04) which is 54.11%, the mean score on
‘Financial Loans given by the hospital’ was (2.57 1.08) which is 51.41%,
the mean score on ‘Bonus paid’ was (2.75 1.18) which is 54.95% and the
mean score on ‘Accident Insurance paid by the hospital’ was (2.76 1.20)
which is 54.14%. Hence majority satisfaction towards various financial support
factors offer by bank and financial institutions is Opinion about the Present
Salary.
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4.2.3 Satisfaction towards Salary and Pay Benefit with respect to demographic variables - Average score analysis
In this section the satisfaction towards Salary and Pay Benefit is
analyzed with respect to the demographic variables Age, Gender, Educational
Status, Experience (in Years), Monthly Salary and Number of Dependents
was analyzed in this section.
Null Hypothesis: There is no significant difference between the mean scores
regarding satisfaction towards Salary and Pay Benefit with respect to the
selected demographic variables.
Age wise satisfaction towards Salary and Pay Benefit
To study the effect of Age of the respondents, the distributions of
sample respondents according to Age the Satisfactions of the respondents are
shown in the following table 4.5.
It could be noted from the table 5.5 that the Satisfaction of Opinion
about the Present Salary among the age group of 20 - 30 years the mean
score was (2.27 0.94), among the age group of 31 - 40 years the mean
score was (2.59 1.02), among the age group of 41 & Above years the mean
score was (2.58 1.00).
The satisfaction about Timely Payment of Salary shows with respect to
the age group of 20 - 30 years the mean score was (2.40 1.05), among the
age group of 31 - 40 years the mean score was (2.81 0.94), among the age
group of 41 & Above years the mean score was (2.50 0.90).
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The satisfaction about Over Time Payment for extra hours of working
shows with respect to the age group of 20 - 30 years the mean score was
(2.73 1.19), among the age group of 31 - 40 years the mean score was
(3.12 1.18), among the age group of 41 & Above years the mean score was
(2.50 1.24).
Table 4.5 Age wise satisfaction towards Salary and Pay Benefit
Factors
Age
ANOVA p 20 – 30 31 – 40 41 & Above
Mean SD Mean SD Mean SD
Opinion about the Present Salary 2.27 0.94 2.59 1.02 2.58 1.00 3.69 0.026*
Timely Payment of Salary 2.40 1.05 2.81 0.94 2.50 0.90 4.93 0.008**
Over Time Payment for extra hours of working
2.73 1.19 3.12 1.18 2.50 1.24 3.83 0.023*
Yearly Increments given 2.66 1.08 2.86 0.96 2.67 0.65 1.15 0.319
Financial Loans given by the hospital
2.47 1.08 2.86 1.03 2.67 1.07 4.14 0.017*
Bonus paid 2.75 1.23 2.76 1.01 2.67 1.30 0.03 0.969
Accident Insurance paid by the hospital
2.69 1.20 2.98 1.17 2.58 1.31 1.91 0.150
* Significant; ** Highly Significant
The Yearly Increments given shows with respect to the age group of 20
- 30 years the mean score was (2.66 1.08), among the age group of 31 - 40
years the mean score was (2.86 0.96), among the age group of 41 & Above
years the mean score was (2.67 0.65).
The Financial Loans given by the hospital shows with respect to the age
group of 20 - 30 years the mean score was (2.47 1.08), among the age
group of 31 - 40 years the mean score was (2.86 1.03), among the age
group of 41 & Above years the mean score was (2.67 1.07).
109
Bonus paid shows with respect to the age group of 20 - 30 years the
mean score was (2.75 1.23), among the age group of 31 - 40 years the
mean score was (2.76 1.01), among the age group of 41 &Above the
mean score was (2.67 1.30).
The Accident Insurance paid by the hospital shows with respect to the
age group of 20 - 30 years the mean score was (2.69 1.20), among the age
group of 31 - 40 years the mean score was (2.98 1.17), among the age
group of 41 & Above years the mean score was (2.58 1.31).
Further to test the significant difference between the mean score among
the respondents with respect to age the ANOVA test is used and the result is
also shown in table 4.5. Since the P value is less than 0.05 regarding Timely
Payment of Salary, over payment for extra hours of working & financial loans
given by the hospital and hence there is highly significant difference in the
mean scores was found regarding with respect to age.
Thus, it is inferred from the above analysis that the maximum
Satisfaction of Opinion about the Present Salary it was found among the age
group of 41& above yrs, about Timely Payment of Salary it was found among
the age group of 31 - 40 yrs, about Over Time Payment for extra hours of
working it was found among the age group of 31-40 years, about Yearly
Increments given for extra hours of working it was found among the age group
of 31-40 years, about Financial Loans given by the hospital for extra hours of
working it was found among the age group of 31-40 years, about Bonus paid
for extra hours of working it was found among the age group of 31-40 years
110
and about Accident Insurance paid by the hospital it was found among the age
group of 31-40 years.
Gender wise satisfaction towards Salary and Pay Benefit
To study the effect of Gender, the distributions of sample respondents
according to Gender the Satisfactions of the respondents are shown in the
following table 4.6.
It could be noted from the table 4.6 that the Satisfaction of Opinion
about the Present Salary among the Male respondents the mean score was
(2.19 0.84) and among the female respondents the mean score was
(2.44 1.01).
The satisfaction about Timely Payment of Salary shows with respect to
the Male respondents the mean score was (2.50 0.92) and among the
female respondents the mean score was (2.50 1.08).
The satisfaction about over time payment for extra hours of working
shows with respect to the Male respondents the mean score was (2.93 1.19)
and the satisfaction about Over Time Payment for extra hours of working
among the female respondents the mean score was (2.77 1.20).
The satisfaction about Yearly Increments given shows with respect to
the Male respondents the mean score was (2.76 0.97) and the satisfaction
about yearly increments given among the female respondents the mean score
was (2.68 1.07).
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The satisfaction about Financial loans given by the hospital paid shows
with respect to the Male respondents the mean score was (2.53 0.93) and
the satisfaction about financial loans given by the hospital shows with respect
to the Male respondents the mean score was (2.59 1.14)
The satisfaction about bonus paid shows with respect to the Male
respondents the mean score was (2.81 1.09) and the satisfaction about
bonus paid shows with respect to the Male respondents the mean score was
(2.72 1.22).
Table 4.6 Gender wise satisfaction towards Salary and Pay Benefit
Particulars
Gender
t p Male Female
Mean SD Mean SD
Opinion about the Present Salary 2.19 0.84 2.44 1.01 2.15 0.033*
Timely Payment of Salary 2.5 0.92 2.5 1.08 0 0.997
Over Time Payment for extra hours of working 2.93 1.19 2.77 1.2 1.18 0.24
Yearly Increments given 2.76 0.97 2.68 1.07 0.6 0.546
Financial Loans given by the hospital 2.53 0.93 2.59 1.14 0.41 0.679
Bonus paid 2.81 1.09 2.72 1.22 0.6 0.549
Accident Insurance paid by the hospital 2.67 1.09 2.8 1.24 0.89 0.376
The accident insurance paid by the hospital shows with respect to the
Male respondents the mean score was (2.67 1.09) and the satisfaction
about accident insurance paid by the hospital shows with respect to the Male
respondents the mean score was (2.80 1.24).
Further to test the significant difference between the mean score among
the respondents with respect Gender the Student’s Independent t test is used
and the result is also shown in table 4.6. Since the P value is less than 0.05
112
only regarding Opinion about the Present Salary and hence significant
difference in the mean scores was found regarding of Opinion about the
Present Salary was found with respect to Gender.
Thus, it is inferred from the above analysis that the maximum
Satisfaction of Opinion about the Present Salary was found among female
respondents, about Timely Payment of Salary it was found among female,
about Over Time Payment for extra hours of working it was found among
female and about Yearly Increments given it was found among female
respondents.
The maximum Satisfaction about Financial Loans given by the hospital
it was found among female respondents, about Bonus paid it was found
among female respondents and about Accident Insurance paid by the hospital
it was found among female respondents.
Marital status wise satisfaction towards Salary and Pay Benefit
To study the effect of marital status, the distributions of sample
respondents according to Marital status the Satisfactions of the respondents
are shown in the following table 4.7.
It could be noted from the table 4.7 that the Satisfaction of Opinion
about the Present Salary among the Married respondents the mean score was
(2.58 1.03) and among the unmarried respondents the mean score was
(2.24 0.91).
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The satisfaction about Timely Payment of Salary shows with respect to
the Married respondents the mean score was (2.67 0.98) and among the
unmarried respondents the mean score was (2.41 1.05).
The satisfaction about over time payment for extra hours of working shows
with respect to the Married respondents the mean score was (2.99 1.18)
and the satisfaction about Over Time Payment for extra hours of working
among the unmarried respondents the mean score was (2.72 1.20).
The satisfaction about Yearly Increments given shows with respect to
the Married respondents the mean score was (2.80 1.00) and the
satisfaction about yearly increments given among the unmarried respondents
the mean score was (2.65 1.06).
Table 4.7 Marital status wise satisfaction towards Salary and Pay Benefit
Particulars Marital status
T p Married Unmarried Mean SD Mean SD
Opinion about the Present Salary 2.58 1.03 2.24 0.91 3.08 0.002**
Timely Payment of Salary 2.67 0.98 2.41 1.05 2.23 0.027* Over Time Payment for extra hours of working
2.99 1.18 2.72 1.2 2 0.047*
Yearly Increments given 2.8 1 2.65 1.06 1.21 0.226
Financial Loans given by the hospital 2.82 1.1 2.43 1.04 3.13 0.002**
Bonus paid 2.87 1.15 2.68 1.2 1.46 0.146
Accident Insurance paid by the hospital 2.88 1.23 2.69 1.17 1.43 0.153
* Significant; ** Highly Significant
The satisfaction about financial loans given by the hospital shows with
respect to the Married respondents the mean score was (2.82 1.10) and the
satisfaction about financial loans given by the hospital shows with respect to
the unmarried respondents the mean score was (2.43 1.04).
114
The satisfaction about bonus paid shows with respect to the Married
respondents the mean score was (2.87 1.15) and the satisfaction about
bonus paid shows with respect to the unmarried respondents the mean score
was (2.68 1.20).
The satisfaction about Accident insurance paid by the hospital shows
with respect to the Married respondents the mean score was (2.88 1.23) and
the satisfaction about accident insurance paid by the hospital shows with to
the unmarried respondents the mean score was (2.69 1.17).
Further to test the significant difference between the mean score among
the respondents with respect Marital status the Student’s Independent t test is
used and the result is also shown in table 4.7. Since the P value is less than
0.05 regarding Opinion about the Present Salary, Timely Payment of Salary,
Over Time Payment for extra hours of working, Financial loans given by the
hospital and hence there is highly significant difference in the mean scores
was found regarding with respect to Marital status.
Thus, it is inferred from the above analysis that the maximum
Satisfaction of Opinion about the Present Salary was found among married
respondents, about Timely Payment of Salary it was found among married,
about Over Time Payment for extra hours of working it was found among
married and about Yearly Increments given it was found among married
respondents.
The maximum Satisfaction about Financial Loans given by the hospital
it was found among married respondents, about Bonus paid it was found
115
among married respondents and about Accident Insurance paid by the
hospital it was found among married respondents.
Education wise satisfaction towards Salary and Pay Benefit
To study the effect of Education, the distributions of sample
respondents according to Education the Satisfactions of the respondents are
shown in the following table 4.8.
It could be noted from the table 4.8 that the Satisfaction of Opinion
about the Present Salary shows among the Education group of technical
education the mean score was (2.47 1.03), among the under graduation the
mean score was (2.18 0.79) and the mean score among the post graduation
was (2.37 1). The satisfaction about Timely Payment of Salary shows
among the Education group of technical education the mean score was
(2.64 1.05), among the under graduation the mean score was (2.30 0.95)
and the mean score among the post graduation was (2.37 1.16).
The satisfaction about Over Time Payment for extra hours of working
shows among the Education group of technical education the mean score was
(2.95 1.17), among the under graduation the mean score was (2.61 1.21)
and the mean score among the post graduation was (2.63 1.26).
The satisfaction about Yearly Increments given shows among the
Education group of Technical Education the mean score was (2.73 1.06),
among the under graduation the mean score was (2.65 0.98) and the mean
score among the post graduation was (2.79 1.23).
116
The satisfaction about Financial Loans given by the hospital shows
among the Education group of Technical Education the mean score was
(2.73 1.12), among the under graduation the mean score was (2.32 0.95)
and the mean score among the post graduation was (2.47 1.12).
Table 4.8 Education wise satisfaction towards Salary and Pay Benefit
Particulars
Educational Qualification ANOVA
p Technical Education
UG PG
Mean SD Mean SD Mean SD Opinion about the Present Salary
2.47 1.03 2.18 0.79 2.37 1.16 3.41 0.034*
Timely Payment of Salary 2.64 1.05 2.3 0.95 2.37 1.16 4.12 0.017* Over Time Payment for extra hours of working
2.95 1.17 2.61 1.21 2.63 1.26 3.14 0.045*
Yearly Increments given 2.73 1.06 2.65 0.98 2.79 1.23 0.28 0.753 Financial Loans given by the hospital
2.73 1.12 2.32 0.95 2.47 1.12 5.46 0.005**
Bonus paid 2.86 1.14 2.56 1.2 2.68 1.38 2.37 0.095 Accident Insurance paid by the hospital
2.85 1.2 2.54 1.11 3.05 1.51 3.03 0.050*
*Significant; ** Highly Significant
The satisfaction about Bonus paid shows among the Education group of
Technical Education the mean score was (2.86 1.14), among the under
graduation the mean score was (2.56 1.20) and the mean score among the
post graduation was (2.68 1.38).
The satisfaction about Accident Insurance paid by the hospital shows
among the Education group of technical education the mean score was
(2.85 1.20), among the under graduation the mean score was (2.54 1.11)
and the mean score among post graduation was (3.05 1.51).
Further to test the significant difference between the mean score among
the respondents with respect Education the ANOVA test is used and the result
is also shown in table 4.8. Since the P value is less than 0.05 regarding
117
Opinion about the Present Salary, timely payment of salary, financial loans
given by the hospital and hence there is significant difference in the mean
scores found regarding about the Present Salary, timely payment of salary,
Financial loans given by the hospital with respect to Education.
Thus, it is inferred from the above analysis that the maximum
Satisfaction of Opinion about the Present Salary it was found among the
technical education, about Timely Payment of Salary it was found among the
technical education, about Over Time Payment for extra hours of working it
was found among the Education group of technical education, about Yearly
Increments given it was found among the Education group of post graduation,
about Financial Loans given by the hospital it was found among the Education
group of financial loans given by the hospital, about Bonus paid it was found
among the Education group of Technical education and about Accident
Insurance paid by the hospital it was found among the Education group of
Technical education.
Experience wise satisfaction towards Salary and Pay Benefit
To study the effect of Experience (in Years), the distributions of sample
respondents according to experience the Satisfactions of the respondents are
shown in the following table 4.9. It could be noted from the table 5.9 that the
Satisfaction of Opinion about the Present Salary shows with respect to the
Experience of below 5 years the mean score was (2.26 0.90), among the
Experience of 5 - 15 years the mean score was (2.33 1.02), among the
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Experience of 10-15 years the mean score was (2.69 0.98) and among the
Experience of 15-20 years the mean score was (2.82 1.25).
The satisfaction about Timely Payment of Salary shows with respect to
the Experience of below 5 years the mean score was (2.38 1.03), among the
Experience of 5 - 15 years the mean score was (2.51 0.97), among the
Experience of 10-15 years the mean score was (2.90 0.98), among the
Experience of 15-25 years the mean score was (2.73 1.27). The satisfaction
about Over Time Payment for extra hours of working shows with respect to
the Experience of below 5 years the mean score was (2.64 1.18), among
the Experience of 5-10 years the mean score was (2.91 1.18), among the
Experience of 10-15 years the mean score was (3.29 1.09) and among the
Experience of 15-25years the mean score was (2.82 1.54).
The satisfaction about Yearly Increments given shows with respect to
the Experience of below 5 years the mean score was (2.66 1.01), among the
Experience of 5 - 10 years the mean score was (2.70 1.10), among the
Experience of 10-15 years the mean score was (2.87 1.05), among the
Experience of 15-25 years the mean score was (2.73 1.10).
The satisfaction about Financial Loans given by the hospital shows with
respect to the Experience of below 5 years the mean score was (2.41 1.01),
among the Experience of 5 - 15 years the mean score was (2.74 1.14),
among the Experience of 10-15years the mean score was (2.85 1.02) and
among the Experience of 15-25 years the mean score was (2.64 1.63).
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The satisfaction about Bonus paid shows with respect to the Experience
of below 5 years the mean score was (2.66 1.20), among the Experience of
5 - 10 years the mean score was (2.94 1.14), among the Experience of 10-
15 years the mean score was (2.81 1.07) and among the Experience of 15-
25 years the mean score was (2.55 1.57).
Table 4.9 Experience (Yrs) wise satisfaction towards Salary and Pay Benefit
Particulars
Experience (in Years) ANOVA
p Below 5 5 – 10 10 - 15 15 – 25
Mean SD Mean SD Mean SD Mean SD
Opinion about the Present Salary
2.26 0.90 2.33 1.02 2.69 0.98 2.82 1.25 3.64 0.013
*Timely Payment of Salary
2.38 1.03 2.51 0.97 2.90 0.98 2.73 1.27 3.81 0.010
** Over Time Payment for extra hours of working
2.64 1.18 2.91 1.18 3.29 1.09 2.82 1.54 4.31 0.005
**
Yearly Increments given
2.66 1.01 2.70 1.10 2.87 1.05 2.73 1.10 0.51 0.678
Financial Loans given by the hospital
2.41 1.01 2.74 1.14 2.85 1.02 2.64 1.63 3.23 0.023
*
Bonus paid 2.66 1.20 2.94 1.14 2.81 1.07 2.55 1.57 1.22 0.302
Accident Insurance paid by the hospital
2.68 1.16 2.84 1.21 3.00 1.22 2.36 1.50 1.55 0.203
* Significant; ** Highly Significant
The satisfaction about Accident Insurance paid by the hospital shows
with respect to the Experience of below 5 years the mean score was (2.68
1.16), among the Experience of 5 - 10 years the mean score was
(2.84 1.21), among the Experience of 10-15 years the mean score was
(3.00 1.22) and among the Experience of 15-25years the mean score was
(2.36 1.50).
Further to test the significant difference between the mean score among
the respondents with respect age the ANOVA test is used and the result is
also shown in table 4.9. Since the P value is less than 0.05 regarding Opinion
120
about the present salary, timely payment of salary, over time payment for
extra hours of working and financial loans given by the hospital and hence
there is significant difference in the mean scores was found regarding Opinion
about the present salary, timely payment of salary, over time payment for
extra hours of working and financial loans given by the hospital with respect to
Experience in Yrs.
Thus, it is inferred from the above analysis that the maximum
Satisfaction of Opinion about the Present Salary it was found among the
Experience of 15 - 25 years, about Timely Payment of Salary it was found
among the Experience of 10 - 15 years, about Over Time Payment for extra
hours of working it was found among the Experience of 10 - 15 years, about
yearly increments given it was found among the Experience of 10- 15 years,
about Financial loans given by the hospital given it was found among the
Experience of 10- 15 years, about bonus paid it was found among the
Experience of 5- 10 years and about accident insurance paid by the hospital it
was found among the Experience of 10- 15 years .
Monthly Salary wise satisfaction towards Salary and Pay Benefit
To study the effect of Monthly Salary, the distributions of sample
respondents according to Monthly Salary the Satisfactions of the respondents
are shown in the following table 4.10.
It could be noted from the table 4.10 that the Satisfaction of Opinion
about the Present Salary shows among the monthly income of Below Rs
121
5,000 the mean score was (2.40 0.93), among the monthly income of Rs
5,000 - 10,000 the mean score was (2.29 0.93), among the monthly income
of Rs 10,000 - 15,000 the mean score was (2.36 1.02) and among the
monthly income of Above Rs15,000 the mean score was (2.83 1.09).
The Satisfaction of Timely Payment of Salary shows among the monthly
income of Below Rs 5,000 the mean score was (2.50 0.94), among the
monthly income of Rs 5,000 - 10,000 the mean score was (2.46 1.06),
among the monthly income of Rs 10,000 - 15,000the mean score was
(2.67 0.96) and among the monthly income of above Rs15,000 the mean
score was (2.53 1.07).
The Satisfaction of Over Time Payment for extra hours of working
shows among the monthly income of Below Rs 5,000 the mean score was
(3.07 0.98), among the monthly income of Rs 5,000 - 10,000 the mean score
was (2.72 1.19), among the monthly income of Rs 10,000 - 15,000 the mean
score was (3.18 1.19) and among the monthly income of Rs Above 15,000
the mean score was (2.63 1.33).
The Satisfaction of Yearly Increments given shows among the monthly
income of below Rs 5,000 the mean score was (2.63 1.03), among the
monthly income of Rs 5,000 - 10,000 the mean score was (2.72 1.05),
among the monthly income of Rs 10,000 - 15,000 the mean score was
(2.67 1.04) and among the monthly income of above Rs 15,000 the mean
score was (2.77 1.01).
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The Satisfaction of Financial Loans given by the hospital shows among
the monthly income of below Rs 5,000 the mean score was (2.63 1.00),
among the monthly income of Rs 5,000 - 10,000 the mean score was
(2.56 1.08), among the monthly income of Rs 10,000 - 15,000 the mean
score was (2.67 1.06) and among the monthly income of above Rs 15,000
the mean score was (2.43 1.22).
The Satisfaction of Bonus paid shows among the monthly income of
below Rs 5,000 the mean score was (3.20 1.00), among the monthly income
of Rs 5,000 - 10,000 the mean score was (2.77 1.21), among the monthly
income of Rs 10,000 - 15,000 the mean score was (2.65 1.06) and the
monthly income of above Rs15,000 the mean score was (2.33 1.21).
The Satisfaction of Accident Insurance paid by the hospital shows
among the monthly income of below Rs 5,000 the mean score was
(3.10 1.24), among the monthly income of Rs 5,000 - 10,000 the mean score
was (2.73 1.118), among the monthly income of Rs 10,000 - 15,000 the
mean score was (2.82 1.19) and among the monthly income of above Rs
15,000 the mean score was (2.47 1.22).
123
Table 4.10 Monthly Salary wise satisfaction towards Salary and Pay Benefit
Factors
Monthly Salary
ANOVA p Below 5,000
5,000 –10,000 10,000 -15,000 Above 15,000
Mean SD Mean SD Mean SD Mean SD
Opinion about the Present Salary
2.40 0.93 2.29 0.93 2.36 1.02 2.83 1.09 2.79 0.040
Timely Payment of Salary 2.50 0.94 2.46 1.06 2.67 0.96 2.53 1.07 0.64 0.592
Over Time Payment for extra hours of working
3.07 0.98 2.72 1.19 3.18 1.19 2.63 1.33 2.94 0.033
Yearly Increments given 2.63 1.03 2.72 1.05 2.67 1.04 2.77 1.01 0.11 0.956
Financial Loans given by the hospital
2.63 1.00 2.56 1.08 2.67 1.06 2.43 1.22 0.37 0.772
Bonus paid 3.20 1.00 2.77 1.21 2.65 1.06 2.33 1.21 2.88 0.036
Accident Insurance paid by the hospital
3.10 1.24 2.73 1.18 2.82 1.19 2.47 1.22 1.49 0.217
*Significant; ** Highly Significant
Further to test the significant difference between the mean score among
the respondents with respect Monthly Salary the ANOVA test is used and the
result is also shown in table 4.10. Since the P value is less than 0.05 for only
regarding over time payment for extra hours of working and hence there is
significant difference in the mean scores was found regarding over time
payment for extra hours of working with respect to Monthly Salary.
Thus, it is inferred from the above analysis that the maximum
Satisfaction of Opinion about the Present Salary it was found among the
monthly income of above Rs 15,000, about Timely Payment of Salary it was
found among the monthly income of Rs 10,000-15,000, about Over Time
Payment for extra hours of working it was found among the monthly income of
124
Rs 10,000-15,000, about Yearly Increments given it was found among the
monthly income of above Rs 15,000, about Financial Loans given by the
hospital it was found among the monthly income of Rs 10,000-15,000, about
Bonus paid it was found among the monthly income of below Rs 5,000 and
about Accident Insurance paid by the hospital it was found among the monthly
income of below Rs 5,000.
Number of Dependents wise satisfaction towards Salary and Pay Benefit
To study the effect of Number of Dependents, the distributions of
sample respondents according to Number of Dependents the Satisfactions of
the respondents are shown in the following table 4.11.
It could be noted from the table 4.11 that the Satisfaction of Opinion
about the Present Salary shows among the Number of Dependent of 1 – 3 the
mean score was (2.37 0.93), among the Number of Dependent of 4 – 6 the
mean score was (2.45 0.92) and among the Number of Dependent of above
6 the mean score was (2.09 1.19).
The Satisfaction of Timely Payment of Salary shows among the Number
of Dependent of 1 – 3 the mean score was (2.63 0.98), among the Number
of Dependent of 4 – 6 the mean score was (2.60 1.00) and among the
Number of Dependent of above 6 the mean score was (1.83 1.04).
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Table 4.11 Number of Dependents wise satisfaction towards Salary and Pay benefits
Factors
Number of Dependents
ANOVA P 1 – 3 4 - 6 Above 6
Mean SD Mean SD Mean SD
Opinion about the Present Salary 2.37 0.93 2.45 0.92 2.09 1.19 2.4 0.092
Timely Payment of Salary 2.63 0.98 2.6 1 1.83 1.04 12.36 0
Over Time Payment for extra hours of working
2.95 1.12 2.92 1.17 2.09 1.28 10.51 0
Yearly Increments given 2.7 1 2.83 1.02 2.39 1.18 3.02 0.050*
Financial Loans given by the hospital 2.63 1.03 2.65 1.08 2.13 1.15 4.56 0.011*
Bonus paid 3.06 1.15 2.71 1.09 1.78 1.01 23.91 0
Accident Insurance paid by the hospital
2.9 1.14 2.83 1.19 2.04 1.15 10.13 0
*Significant; ** Highly Significant
The Satisfaction of Over Time Payment for extra hours of working
shows among the Number of Dependent of 1 – 3 the mean score was
(2.95 1.12), among the Number of Dependent of 4 – 6 the mean score was
(2.92 1.17) and among the Number of Dependent of above 6 the mean
score was (2.09 1.28).
The Satisfaction of Yearly Increments given shows among the Number
of Dependent of 1 – 3 the mean score was (2.70 1.00), among the Number
of Dependent of 4 – 6 the mean score was (2.83 1.02) and among the
Number of Dependent of above 6 the mean score was (2.39 1.18).
The Satisfaction of Financial Loans given by the hospital shows among
the Number of Dependent of 1 – 3 the mean score was (2.63 1.03), among
the Number of Dependent of 4 – 6 the mean score was (2.65 1.08) and the
Number of Dependent of above 6 the mean score was (2.13 1.15).
The Satisfaction of Bonus paid shows among the Number of Dependent
of 1 – 3 the mean score was (3.06 1.15), among the Number of Dependent
126
of 4 – 6 the mean score was (2.71 1.09) and among the Number of
Dependent of above 6 the mean score was (1.78 1.01).
The Satisfaction of Accident Insurance paid by the hospital shows
among the Number of Dependent of 1 – 3 the mean score was (2.90 1.14),
among the Number of Dependent of 4 – 6 the mean score was (2.83 1.19)
and among the Number of Dependent of above 6 the mean score was
(2.04 1.15).
Further to test the significant difference between the mean score among
the respondents with respect Number of Dependents the ANOVA test is used
and the result is also shown in table 4.11. Since the P value is less than 0.05
regarding Timely Payment of Salary, over time payment for extra hours of
working, financial loans given by the hospital, bonus paid and accident
insurance paid by the hospital and hence there is significant difference in the
mean scores was found regarding Timely Payment of Salary, over time
payment for extra hours of working, financial loans given by the hospital,
bonus paid and accident insurance paid by the hospital with respect to
Number of Dependents.
Thus, it is inferred from the above analysis that the maximum
Satisfaction of Opinion about the Present Salary it was found among the
Number of Dependents of 4-6, about Timely Payment of Salary it was found
among the Number of Dependents of 4-6, about Over Time Payment for extra
hours of working it was found among the Number of Dependents of 4-6, about
Yearly Increments given it was found among the Number of Dependents of 4-
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6, about Financial Loans given by the hospital it was found among the
Number of Dependents of 4-6, about Bonus paid it was found among the
Number of Dependents of 1-3 and about Accident Insurance paid by the
hospital it was found among the Number of Dependents of 1-3.
4.2.4 Opinion about salary advances given by the hospital during unavoidable emergency situations
The Opinion about salary advances given by the hospital during
unavoidable emergency situations with respect to the profile of respondent
namely Gender, Marital status, Age (in Years), Educational Qualification,
Experience (in Years), Monthly Salary (in Rs) & Number of Dependents was
analyzed in this section and result is shown in table 4.12.
The Table 4.12 shows that 24 % of the respondent stated the opinion
about salary advances given by the hospital during unavoidable emergency
situations as “yes, immediately”, 26.4 % stated the opinion about salary
advances given by the hospital during unavoidable emergency situations as
“part payment is made”, 18.3 % of the respondent stated the opinion about
salary advances given by the hospital during unavoidable emergency
situations as “Give with interest”. Similarly 16.8 % of the respondent stated the
opinion about salary advances given by the hospital during unavoidable
emergency situations as “Give with Hesitation” and 14.4 % of the respondent
stated the opinion about salary advances given by the hospital during
unavoidable emergency situations as “never give advances”.
128
129
Hence majority of the respondent stated the opinion about salary
advances given by the hospital during unavoidable emergency situations as
part payment.
In order to find the association between the Opinion about salary
advances given by the hospital during unavoidable emergency situations and
the profile of the respondent chi-square test was used and result of the test is
shown in table.4.13.
It is noted from the table 4.13 that the p value is less than 0.05 only for
marital status of the respondents it is concluded that there is significant
association was found only between the marital status of the respondents and
Opinion about salary advances given by the hospital during unavoidable
emergency situations.
Table 4.13 – Opinion about salary advances given by the hospital during unavoidable
emergency situations- Chi square Test
Profile of the respondent Value df p Sig.
Gender 2.42 4 0.659 Not Significant
Marital status 12.49 4 0.014 Not Significant
Age 10.26 8 0.247 Not Significant
Educational Qualification 8.35 8 0.4 Not Significant
Experience (in Years) 12.7 12 0.391 Not Significant
Monthly Salary 9.57 12 0.654 Not Significant
Number of Dependents 11.15 8 0.193 Not Significant
It is noted from the table 4.13 that the p value is less than 0.05 only for
marital status of the respondents it is concluded that there is significant
association was found only between the marital status of the respondents and
130
Opinion about salary advances given by the hospital during unavoidable
emergency situations.
SECTION 3: Safety and Health aspects
In this section regarding Safety and Health aspects are analyzed.
4.3.1 Opinion about Job nature causing much stress on physical/Mental
health
The Opinion about Job nature causing much stress on physical/Mental
health with respect to the profile of respondent namely Gender, Marital status,
Age (in Years), Educational Qualification, Experience (in Years), Monthly
Salary (in Rs) & Number of Dependents was analyzed in this section and
result is shown in table.4.14.
The Table 4.14 shows that 24.3 % of the respondent stated the opinion
about Job nature causing much stress on physical/Mental health as “very
much”, 18.9 % of the respondent stated the opinion about Job nature causing
much stress on physical/Mental health as to an extend, 23.1 % of the
respondent stated the opinion about Job nature causing much stress on
physical/Mental health as no, 24.3 % of the respondent stated the opinion
about Job nature causing much stress on physical/Mental health as rarely and
9.3 % of the respondent stated the opinion about Job nature causing much
stress on physical/Mental health as never.
Hence majority of the respondent stated the opinion about Job nature
causing much stress on physical/Mental health as very much and rarely.
131
132
In order to find the association between the Opinion about Job nature
causing much stress on physical/Mental health and the profile of the
respondent chi-square test was used and result of the test is shown in
table.4.15.
Table 4.15 – Opinion about Job nature causing much stress on physical/Mental health- Chi
square Test
Profile of the respondent Value Df p Sig.
Gender 2.2 4 0.699 Not Significant
Marital status 6.55 4 0.162 Not Significant
Age 11.22 8 0.189 Not Significant
Educational Qualification 8.01 8 0.433 Not Significant
Experience (in Years) 10.18 12 0.6 Not Significant
Monthly Salary 9.39 12 0.67 Not Significant
Number of Dependents 8.57 8 0.38 Not Significant
It is noted from the table 4.15 that the p value is greater than 0.05 for all
the profile of the respondent i.e., gender, marital status, age, educational
qualification, experience, monthly salary and number of dependents of the
respondents the results are not significant at 5% level.
From the analysis it is concluded that there is no significant association
was found between all profile of the respondent and Opinion about Job nature
causing much stress on physical/Mental health.
133
4.3.2 Opinion about Reason for stress
The Opinion about Reason for stress with respect to the profile of
respondent namely Gender, Marital status, Age (in Years), Educational
Qualification, Experience (in Years), Monthly Salary (in Rs) & Number of
Dependents was analyzed in this section and result is shown in table.4.16.
The Table 4.16 shows that 26.1% of the respondent stated the opinion
about Reason for stress as “work over load”, 28.2 % of the respondent stated
the opinion about Reason for stress as “work pressure”, 16.5% of the
respondent stated the opinion about Reason for stress as “Tight supervision”,
15.0 % of the respondent stated the opinion about Reason for stress as “Fear
of committing mistakes” and 14.1 % of the respondent stated the opinion
about Reason for stress as all the above reasons.
Hence majority of the respondent stated the opinion about Reason for
stress as work pressure.
In order to find the association between the Opinion about Reason for
stress and the profile of the respondent chi-square test was used and result of
the test is shown in table.4.17
It is noted from the table 4.17 that the p value is less than 0.05 for the
profile of educational qualification & monthly salary there is significant
association was found between profile of the respondent of Educational
Qualification & Monthly Salary and Opinion about Reason for stress.
134
135
Table 4.17 – Opinion about Reason for stress- Chi square Test
4.3.3 Satisfaction towards Safety and Health aspects
The Table No.4.18 describes the level of Satisfaction towards Safety
and Health aspects. The level of satisfaction was observed over the factors of
“Periodic Vaccinations given, Face Masks & Hand Gloves provided, Fire
safety & Alarms, Cleanliness of the Work Place, Regular Clearing of Waste
bins, Adequate Lighting & Ventilation”.
Table 4.18 Satisfaction towards Safety and Health aspects
Factors HDS DS N S HS
Total N % N % N % N % N %
Periodic Vaccinations given 36 10.8 55 16.5 82 24.6 122 36.6 38 11.4 333 Face Masks & Hand Gloves provided
22 6.6 23 6.9 51 15.3 141 42.3 96 28.8 333
Fire safety & Alarms 24 7.2 40 12 54 16.2 118 35.4 97 29.1 333 Cleanliness of the Work Place
18 5.4 36 10.8 58 17.4 120 36 101 30.3 333
Regular Clearing of Waste bins
14 4.2 28 8.4 60 18 139 41.7 92 27.6 333
Adequate Lighting & Ventilation
21 6.3 25 7.5 54 16.2 135 40.5 98 29.4 333
It is clear from the table 4.18 that majority 16.5 percent of the
respondents are dissatisfied with the factor of “Periodic Vaccinations given”,
majority 43.3 percent of the respondents are satisfied with the factor of “Face
Masks & Hand Gloves provided”, 35.4% of the respondents are satisfied with
Profile of the respondent Chi-square Value df p Sig.
Gender 5.83 4 0.212 Not Significant
Marital status 6.64 4 0.156 Not Significant
Age 9.81 8 0.279 Not Significant
Educational Qualification 15.47 8 0.051 Not Significant
Experience (in Years) 8.90 12 0.712 Not Significant
Monthly Salary 27.22 12 0.007 Highly Significant
Number of Dependents 5.62 8 0.689 Not Significant
136
the factor of “Fire safety & Alarms”, 36.0 % of the respondents are satisfied
with the factor of “Cleanliness of the Work Place”, 41.7 % of the respondents
are satisfied with the factor of “Regular Clearing of Waste bins”, 40.5 % of the
respondents are satisfied with the factor of “Adequate Lighting & Ventilation” .
In order to identify the factor which is more influencing the respondent
towards attitude the Friedman’s test analysis was used and the results were
given in Table 4.19.
It could be noted from the above table that among the six factors “Face
Masks & Hand Gloves provided and adequate lighting & Ventilation” was
ranked first. It is followed by the “Cleanliness of the work place”. “Regular
clearing of waste bins” was ranked third and the reliability is 0.862.
Table 4.19 Friedman Test- Factors influence Satisfaction towards Safety and Health aspects
Particulars Mean SD Mean Rank Reliability
Periodic Vaccinations given 3.21 1.17 2.54
0.862
Face Masks & Hand Gloves provided 3.80 1.13 3.76
Fire safety & Alarms 3.67 1.22 3.51
Cleanliness of the Work Place 3.75 1.16 3.70
Regular Clearing of Waste bins 3.80 1.07 3.70
Adequate Lighting & Ventilation 3.79 1.13 3.79
4.3.4 Area wise satisfaction towards Safety and Health aspects
An attempt has been made to study the opinion of respondent’s
satisfaction towards Safety and Health aspects. After converting the
qualitative information of the opinion into a quantitative one the average score
were obtained from the respondents on various dimensions like ‘Periodic
137
Vaccinations given, Face Masks & Hand Gloves provided, Fire safety &
Alarms & Cleanliness of the Work Place, Regular Clearing of Waste bins,
Adequate Lighting & Ventilation & ’ and obtained results are and presented in
Table 4.20.
Table No.4.20 Area wise satisfaction towards Safety and Health aspects
Particulars Min Max Mean SD Mean %
Periodic Vaccinations given 1 5 3.21 1.17 64.26
Face Masks & Hand Gloves provided 1 5 3.8 1.13 75.98
Fire safety & Alarms 1 5 3.67 1.22 73.45
Cleanliness of the Work Place 1 5 3.75 1.16 75.02
Regular Clearing of Waste bins 1 5 3.8 1.07 76.04
Adequate Lighting & Ventilation 1 5 3.79 1.13 75.86
Area wise distribution of mean, Standard Deviation and mean
percentage of satisfaction towards Safety and Health aspects that among
seven areas, the highest mean % score (3.80 1.13) which is 75.98% is
obtained for the area “Face masks & Hand gloves provided” whereas, the
lowest mean % score (3.21 1.17) which is 64.46 % was obtained for
‘Periodic Vaccinations given’. The mean score on ‘Fire safety & Alarms’ was
(3.67 1.22) which is 73.45%, the mean score on ‘Cleanliness of the Work
Place’ was (3.75 1.16) which is 75.02%, the mean score on ‘Regular
clearing of Waste bins’ was (3.80 1.07) which is 76.04% and the mean
score on ‘Adequate lighting & ventilation’ was (3.79 1.13) which is 75.86%.
Hence majority satisfaction towards various financial support factors offer by
bank and financial institutions is Face Masks & Hand gloves provided.
138
4.3.5 Satisfaction towards Safety and Health aspects with respect to demographic variables - Average score analysis
In this section the satisfaction towards Safety and Health aspects is
analyzed with respect to the demographic variables Age, Gender, Educational
Status, Experience (in Years), Monthly Salary, Number of Dependents was
analyzed in this section.
Null Hypothesis: There is no significant difference between the mean
scores regarding satisfaction towards Safety and Health aspects with respect
to the selected demographic variables.
Age wise satisfaction towards Safety and Health aspects
To study the effect of Age of the respondents, the distributions of
sample respondents according to Age the Satisfactions of the respondents are
shown in the following table 4.21.
It could be noted from the table 4.21 that the Satisfaction of Periodic
Vaccinations given among the age group of 20 - 30 years the mean score was
(3.15 1.19), among the age group of 31 - 40 years the mean score was
(3.39 1.07), among the age group of 41 & Above years the mean score was
(3.33 1.44).
The satisfaction about Face Masks & Hand Gloves provided shows with
respect to the age group of 20 - 30 years the mean score was (3.86 1.10),
among the age group of 31 - 40 years the mean score was (3.71 1.15),
among the age group of 41 & Above years the mean score was (3.25 1.36).
139
The satisfaction about Fire safety & Alarms shows with respect to the
age group of 20 - 30 years the mean score was (3.57 1.26), among the age
group of 31 - 40 years the mean score was (4.00 1.02), among the age
group of 41 & Above years the mean score was (3.50 1.24).
Table 4.21 Age wise satisfaction towards Safety and Health aspects
Factors
Age
ANOVA P 20 - 30 31 - 40 41 & Above
Mean SD Mean SD Mean SD
Periodic Vaccinations given
3.15 1.19 3.39 1.07 3.33 1.44 1.34 0.264
Face Masks & Hand Gloves provided
3.86 1.10 3.71 1.15 3.25 1.36 2.00 0.137
Fire safety & Alarms 3.57 1.26 4.00 1.02 3.50 1.24 4.09 0.018*
Cleanliness of the Work Place
3.69 1.17 3.84 1.16 4.25 0.62 1.68 0.187
Regular Clearing of Waste bins
3.77 1.09 3.87 1.03 4.00 0.85 0.48 0.621
Adequate Lighting & Ventilation
3.75 1.15 3.89 1.06 4.00 1.35 0.70 0.497
* Significant; ** Highly Significant
The Cleanliness of the Work Place shows with respect to the age group
of 20 - 30 years the mean score was (3.69 1.17), among the age group of 31
- 40 years the mean score was (3.84 1.16), among the age group of 41 &
Above years the mean score was (4.25 0.62).
The Regular Clearing of Waste bins shows with respect to the age
group of 20 - 30 years the mean score was (3.77 1.09), among the age
group of 31 - 40 years the mean score was (3.87 1.03), among the age
group of 41 & Above years the mean score was (4.00 0.85).
Adequate Lighting & Ventilation shows with respect to the age group of
20 - 30 years the mean score was (3.75 1.15), among the age group of 31 -
140
40 years the mean score was (3.89 1.06), among the age group of 41 &
Above the mean score was (4.00 0.70).
Further to test the significant difference between the mean score among
the respondents with respect age the ANOVA test is used and the result is
also shown in table 4.21. Since the P value is less than 0.05 regarding Fire
safety & alarms and hence there is significant difference in the mean scores
with respect to age.
Thus, it is inferred from the above analysis that the maximum
Satisfaction of Periodic Vaccinations given it was found among the age group
of 31 - 40 yrs, about Face Masks & Hand Gloves provided it was found among
the age group of 20 - 30 yrs, about Fire safety & Alarms it was found among
the age group of 20-30, about Cleanliness of the Work Place, Fire safety &
Alarms it was found among the age group of 41 & above, about Regular
Clearing of Waste bins it was found among the age group of 41 &above, about
Adequate Lighting & Ventilation it was found among the age group of 41 &
above.
Gender wise satisfaction towards Safety and Health aspects
To study the effect of Gender, the distributions of sample respondents
according to Gender the Satisfactions of the respondents are shown in the
following table 4.22.
It could be noted from the table 4.22 that the Satisfaction of Periodic
Vaccinations given among the Male respondents the mean score was
141
(3.24 1.21) and among the female respondents the mean score was
(3.20 1.16).
The satisfaction about Face Masks & Hand Gloves provided shows with
respect to the Male respondents the mean score was (4.03 0.98) and among
the female respondents the mean score was (3.70 1.18).
The satisfaction about Fire safety & Alarms shows with respect to the
Male respondents the mean score was (3.67 1.24) and the satisfaction
about Fire safety & Alarms among the female respondents the mean score
was (3.67 1.21).
The satisfaction about Cleanliness of the Work Place shows with
respect to the Male respondents the mean score was (3.95 0.98) and the
satisfaction about Regular Clearing of Waste bins of working among the
female respondents the mean score was (3.66 1.22).
The satisfaction about Regular Clearing of Waste bins shows with
respect to the Male respondents the mean score was (3.85 1.09) and the
satisfaction about shows with respect to the Male respondents the mean
score was (3.78 1.06).
The satisfaction about adequate lighting & Ventilation shows with
respect to the Male respondents the mean score was (4.09 0.85) and the
satisfaction about shows with respect to the Male respondents the mean score
was (3.66 1.22).
142
Table 4.22 Gender wise satisfaction towards Safety and Health aspects
Particulars
Gender
t P Male Female
Mean SD Mean SD
Periodic Vaccinations given 3.24 1.21 3.20 1.16 0.31 0.759
Face Masks & Hand Gloves provided 4.03 0.98 3.70 1.18 2.51 0.013*
Fire safety & Alarms 3.67 1.24 3.67 1.21 0.03 0.978
Cleanliness of the Work Place 3.95 0.98 3.66 1.22 2.13 0.034*
Regular Clearing of Waste bins 3.85 1.09 3.78 1.06 0.60 0.548
Adequate Lighting & Ventilation 4.09 0.85 3.66 1.22 3.22 0.001**
*Significant; ** Highly Significant
Thus, it is inferred from the above analysis that the maximum
Satisfaction of Periodic Vaccinations given was found among female
respondents, about Face Masks & Hand Gloves provided it was found among
female, about Fire safety & Alarms it was found among female and about
Cleanliness of the Work Place it was found among male respondents.
The maximum Satisfaction about Regular Clearing of Waste bins it was
found among male respondents, about Adequate Lighting & Ventilation it was
found among male respondents.
Further to test the significant difference between the mean score among
the respondents with respect Gender the Student’s Independent t test is used
and the result is also shown in table 4.22. Since the P value is less than 0.05
regarding Face Masks & Hand Gloves provided, Cleanliness of the Work
Place and adequate lighting & ventilation and hence there is highly significant
difference in the mean scores with respect to Gender.
143
Marital status wise satisfaction towards Safety and Health aspects
To study the effect of Marital status, the distributions of sample
respondents according to Marital status the Satisfactions of the respondents
are shown in the following table 4.23.
It could be noted from the table 4.23 that the Satisfaction of Periodic
Vaccinations given among the Married respondents the mean score was
(3.33 1.17) and among the unmarried respondents the mean score was
(3.15 1.18).
The satisfaction about Face Masks & Hand Gloves provided shows with
respect to the Married respondents the mean score was (3.61 1.18) and
among the unmarried respondents the mean score was (3.90 1.09).
The satisfaction about Fire safety & Alarms shows with respect to the
Married respondents the mean score was (3.87 1.13) and the satisfaction
about Fire safety & Alarms among the unmarried respondents the mean score
was (3.57 1.25).
The satisfaction about Cleanliness of the Work Place shows with
respect to the Married respondents the mean score was (3.79 1.17) and the
satisfaction about Regular Clearing of Waste bins of working among the
unmarried respondents the mean score was (3.73 1.15).
144
Table 4.23 Marital status wise satisfaction towards Safety and Health aspects
Particulars
Marital status
t p Married Unmarried
Mean SD Mean SD
Periodic Vaccinations given 3.33 1.17 3.15 1.18 1.33 0.185
Face Masks & Hand Gloves provided 3.61 1.18 3.90 1.09 2.25 0.025*
Fire safety & Alarms 3.87 1.13 3.57 1.25 2.17 0.031*
Cleanliness of the Work Place 3.79 1.17 3.73 1.15 0.46 0.646
Regular Clearing of Waste bins 3.80 1.01 3.80 1.10 0.04 0.965
Adequate Lighting & Ventilation 3.78 1.09 3.80 1.16 0.14 0.893 *Significant; ** Highly Significant
The satisfaction about Regular Clearing of Waste bins shows with
respect to the Married respondents the mean score was (3.80 1.01) and the
satisfaction about shows with respect to the Married respondents the mean
score was (3.80 1.10).
The satisfaction about Adequate Lighting & Ventilation shows with
respect to the Married respondents the mean score was (3.78 1.09) and the
satisfaction about shows with respect to the Married respondents the mean
score was (3.80 1.16).
Thus, it is inferred from the above analysis that the maximum
Satisfaction of Periodic Vaccinations given was found among married
respondents, about Face Masks & Hand Gloves provided it was found among
unmarried, about Fire safety & Alarms it was found among married and about
Cleanliness of the Work Place it was found among married respondents.
The maximum Satisfaction about Regular Clearing of Waste bins it was
found among unmarried respondents, about Adequate Lighting & Ventilation it
was found among unmarried respondents.
145
Further to test the significant difference between the mean score among
the respondents with respect Marital status the Student’s Independent t test is
used and the result is also shown in table 4.23. Since the P value is less than
0.05 regarding Face Masks & Hand Gloves provided and Fire safety & Alarms
and hence there is highly significant difference in the mean scores with
respect to marital status.
Education wise satisfaction towards Safety and Health aspects
To study the effect of Education, the distributions of sample
respondents according to Education the Satisfactions of the respondents are
shown in the following table 4.24
It could be noted from the table 4.24 that the Satisfaction of Periodic
Vaccinations given shows among the Education group of Primary Education
the mean score was (3.37 1.10), among the higher secondary education the
mean score was (2.98 1.21) and the mean score among the College
Education was (2.95 1.43). The satisfaction about Face Masks & Hand
Gloves provided shows among the Education group of Primary Education the
mean score was (3.81 1.16), among the higher secondary education the
mean score was (3.77 1.06) and the mean score among the college
education was (3.84 1.30).
146
Table 4.24 Education wise satisfaction towards Safety and Health aspects
Particulars
Educational Qualification
ANOVA P Technical Education
UG PG
Mean SD Mean SD Mean SD
Periodic Vaccinations given 3.37 1.10 2.98 1.21 2.95 1.43 4.57 0.011*
Face Masks & Hand Gloves provided
3.81 1.16 3.77 1.06 3.84 1.30 0.06 0.946
Fire safety & Alarms 3.72 1.18 3.61 1.27 3.53 1.31 0.42 0.658
Cleanliness of the Work Place 3.88 1.11 3.57 1.22 3.47 1.07 3.22 0.041*
Regular Clearing of Waste bins 3.85 1.01 3.74 1.14 3.68 1.20 0.53 0.589
Adequate Lighting & Ventilation 3.84 1.12 3.68 1.21 4.00 0.82 0.98 0.377
*Significant; ** Highly Significant
The satisfaction about Fire safety & Alarms shows among the Education
group of Technical Education the mean score was (3.72 1.18), among the
under graduation the mean score was (3.61 1.27) and the mean score
among the post graduation was (3.47 1.07).
The satisfaction about Cleanliness of the Work Place shows among the
Education group of Technical Education the mean score was (3.88 1.11),
among the under graduation the mean score was (3.57 1.22) and the mean
score among the post graduation was (3.47 1.07).
The satisfaction about Regular Clearing of Waste bins shows among
the Education group of Technical Education the mean score was
(3.85 1.01), among the under graduation the mean score was (3.74 1.14)
and the mean score among the post graduation was (3.68 1.20).
The satisfaction about Adequate Lighting & Ventilation shows among
the Education group of Technical Education the mean score was
147
(3.84 1.12), among the under graduation the mean score was (3.68 1.21)
and the mean score among the post graduation was (4.00 0.82).
Thus, it is inferred from the above analysis that the maximum
Satisfaction of Periodic Vaccinations given it was found among the technical
education, about Face Masks & Hand Gloves provided it was found among
the under graduation, about Fire safety & Alarms it was found among the
Education group of Technical education, about Cleanliness of the Work Place
it was found among the Education group of Technical education, about
Regular Clearing of Waste bins it was found among the Education group of
technical education, about Adequate Lighting & Ventilation it was found
among the Education group of post graduation.
Further to test the significant difference between the mean score among
the respondents with respect Education the ANOVA test is used and the result
is also shown in table 4.24. Since the P value is less than 0.05 regarding
Periodic Vaccinations given, cleanliness of the work place and hence there is
significant difference in the mean scores found with respect to Education.
Experience wise satisfaction towards Safety and Health aspects
To study the effect of Experience (in Years), the distributions of sample
respondents according to experience the Satisfactions of the respondents are
shown in the following table 4.25. It could be noted from the table 4.25 that the
Satisfaction of Periodic Vaccinations given shows with respect to the
Experience of below 5 years the mean score was (3.09 1.18), among the
148
Experience of 5 - 15 years the mean score was (3.28 1.11), among the
Experience of 10- 15 years the mean score was (3.56 1.11) and among the
Experience of 15- 25 years the mean score was (3.18 1.78).
The satisfaction about Face Masks & Hand Gloves provided shows with
respect to the Experience of below 5 years the mean score was (3.83 1.14),
among the Experience of 5 - 15 years the mean score was (3.70 1.06),
among the Experience of 10- 15 years the mean score was (3.88 1.11) and
among the Experience of 15- 25 years the mean score was (3.64 1.57). The
satisfaction about Fire safety & Alarms shows with respect to the Experience
of below 5 years the mean score was (3.55 1.27), among the Experience of
5 - 15 years the mean score was (3.72 1.18), among the Experience of 10-
15 years the mean score was (4.06 1.02) and among the Experience of 15-
25 years the mean score was (3.55 1.13).
The satisfaction about Cleanliness of the Work Place shows with
respect to the Experience of below 5 years the mean score was (3.66 1.17),
among the Experience of 5 - 15 years the mean score was (3.93 1.06),
among the Experience of 10- 15 years the mean score was (3.83 1.23) and
among the Experience of 15- 25 years the mean score was (3.55 1.29).
149
Table 4.25 Experience (Yrs) wise satisfaction towards Safety and Health aspects
Particulars Experience (in Years)
ANOVA p Below 5 5-10 10-15 15-25 Mean SD Mean SD Mean SD Mean SD
Periodic Vaccination given
3.09 1.18 3.28 1.11 3.56 1.04 3.18 1.78 2.3 0.08
Face Masks & Hand Gloves provided
3.83 1.14 3.7 1.06 3.88 1.11 3.64 1.57 0.45 0.72
Fire safety & Alarms
3.55 1.27 3.72 1.18 4.06 1.02 3.55 1.13 2.45 0.06
Cleanliness of the Work Place
3.66 1.17 3.93 1.06 3.83 1.23 3.55 1.29 1.17 0.32
Regular Clearing of Waste bins
3.8 1.06 3.77 1.06 3.85 1.04 3.91 1.51 0.09 0.96
Adequate Lighting & Ventilation
3.76 1.19 3.91 0.95 3.79 1.11 3.55 1.51 0.56 0.64
The satisfaction about Regular clearing of waste bins shows with
respect to the Experience of below 5 years the mean score was (3.80 1.06),
among the Experience of 5 - 15 years the mean score was (3.77 1.06),
among the Experience of 10- 15 years the mean score was (3.85 1.04) and
among the Experience of 15- 25 years the mean score was (3.91 1.51).
The satisfaction about Adequate Lighting & Ventilation shows with
respect to the Experience of below 5 years the mean score was (3.76 1.19),
among the Experience of 5 - 15 years the mean score was (3.91 0.95),
among the Experience of 10- 15 years the mean score was (3.79 1.11) and
among the Experience of 15- 25 years the mean score was (3.55 1.51).
Thus, it is inferred from the above analysis that the maximum
Satisfaction of Periodic Vaccinations given it was found among the Experience
of 10 - 15 years, about Face Masks & Hand Gloves provided it was found
among the Experience of below 5 years, about Fire safety & Alarms it was
found among the Experience of 10 - 15 years, about cleanliness of the work
150
place it was found among the Experience of 5 - 10 years, about regular
cleaning of waste bin it was found among the Experience of 15-25 years and
about adequate lighting & ventilation it was found among the Experience of 5 -
10 years.
Further to test the significant difference between the mean score among
the respondents with respect age the ANOVA test is used and the result is
also shown in table 4.25. Since the P value is greater than 0.05 regarding all
the factors and hence there is no significant difference in the mean scores
with respect to Experience.
Monthly Salary wise satisfaction towards Safety and Health aspects
To study the effect of Monthly Salary, the distributions of sample
respondents according to Monthly Salary the Satisfactions of the respondents
are shown in the following table 4.26.
Table 4.26 Monthly Salary wise satisfaction towards Safety and Health aspects
Factors Monthly Salary
ANOVA p Below 5,000 5,000 -10,000 10,000 15,000 Above 15,000 Mean SD Mean SD Mean SD Mean SD
Periodic Vaccinations given
3.23 1.07 3.17 1.19 3.49 1.05 2.97 1.3 1.56 0.2
Face Masks & Hand Gloves provided
3.93 0.98 3.82 1.16 3.73 1.08 3.63 1.19 0.46 0.713
Fire safety & Alarms
3.83 1.05 3.63 1.26 3.71 1.2 3.73 1.14 0.29 0.832
Cleanliness of the Work Place
3.87 0.9 3.71 1.19 3.75 1.16 3.93 1.2 0.43 0.729
Regular Clearing of Waste bins
3.97 0.96 3.77 1.11 3.82 0.98 3.87 0.97 0.36 0.782
Adequate Lighting & Ventilation
3.93 0.98 3.77 1.17 3.8 1.11 3.8 1.1 0.18 0.909
151
It could be noted from the table 4.26 that the Satisfaction of Periodic
Vaccinations given shows among the monthly income of below Rs 5,000 the
mean score was (3.23 1.07), among the monthly income of Rs 5,000 -
10,000 the mean score was (3.17 1.19), among the monthly income of Rs
10,000 - 15,000 the mean score was (3.49 1.05) and among the monthly
income of above Rs 15,000 the mean score was (2.97 1.30).
The Satisfaction of Face Masks & Hand Gloves provided shows among
the monthly income of below Rs 5,000 the mean score was (3.93 0.98),
among the monthly income of Rs 5,000 - 10,000 the mean score was
(3.82 1.16), among the monthly income of Rs 10,000 - 15,000the mean
score was (3.73 1.08) and among the monthly income of above Rs
15,000the mean score was (3.63 1.19).
The Satisfaction of Fire safety & Alarms shows among the monthly
income of below Rs 5,000 the mean score was (3.83 1.05), among the
monthly income of Rs 5,000 - 10,000 the mean score was (3.63 1.26),
among the monthly income of Rs 10,000 - 15,000 the mean score was
(3.71 1.20) and among the monthly income of above Rs 15,000 the mean
score was (3.73 1.14).
The Satisfaction of Cleanliness of the Work Place shows among the
monthly income of below Rs 5,000 the mean score was (3.87 0.90), among
the monthly income of Rs 5,000 - 10,000 the mean score was (3.71 1.19),
among the monthly income of Rs 10,000 - 15,000 the mean score was
152
(3.75 1.16) and among the monthly income of above Rs 15,000 the mean
score was (3.93 1.20).
The Satisfaction of Regular Clearing of Waste bins shows among the
monthly income of below Rs 5,000 the mean score was (3.97 0.96), among
the monthly income of Rs 5,000 - 10,000 the mean score was (3.77 1.11),
among the monthly income of Rs 10,000 - 15,000 the mean score was
(3.82 0.98) and among the monthly income of above Rs 15,000 the mean
score was (3.78 0.97).
The Satisfaction of Adequate Lighting & Ventilation shows among the
monthly income of below Rs 5,000 the mean score was (3.93 10.98), among
the monthly income of Rs 5,000 - 10,000 the mean score was (3.77 1.17),
among the monthly income of Rs 10,000 – 15,000 the mean score was
(3.80 1.11) and among the monthly income of above Rs15,000 the mean
score was (3.80 1.10).
Thus, it is inferred from the above analysis that the maximum
Satisfaction of Periodic Vaccinations given it was found among the monthly
income of Rs 10,000-15,000, about Face Masks & Hand Gloves provided it
was found among the monthly income of below Rs 5,000, about Fire safety &
Alarms it was found among the monthly income of below Rs 5,000, about
Cleanliness of the Work Place it was found among the monthly income of
below Rs 5,000 , about Regular Clearing of Waste bins it was found among
the monthly income of below Rs 5,000 , about Adequate Lighting & Ventilation
it was found among the monthly income of below Rs 5,000.
153
Further to test the significant difference between the mean score among
the respondents with respect Monthly Salary the ANOVA test is used and the
result is also shown in table 4.26. Since the P value is greater than 0.05
regarding Periodic Vaccinations given, Face Masks & Hand Gloves provided,
fire safety & alarms, Cleanliness of the Work Place, regular clearing of waste
bins and adequate lighting & ventilation and hence there is no significant
difference in the mean scores with respect to Monthly Salary.
Number of Dependents wise satisfaction towards Safety and Health aspects
To study the effect of Number of Dependents, the distributions of
sample respondents according to Number of Dependents the Satisfactions of
the respondents are shown in the following table 4.27.
It could be noted from the table 4.27 that the Satisfaction of Periodic
Vaccinations given shows among the Number of Dependent of 1 – 3 the mean
score was (3.35 1.07), among the Number of Dependent of 4 – 6 the mean
score was (3.27 1.18) and among the Number of Dependent of above 6 the
mean score was (2.59 1.31).
Table 4.27 Number of Dependents wise satisfaction towards Salary and Pay
Particulars Number of Dependents
ANOVA p 1- 3 4 – 6 Above 6 Mean SD Mean SD Mean SD
Periodic Vaccinations given 3.35 1.07 3.27 1.18 2.59 1.31 8.13 < 0.001** Face Masks & Hand Gloves provided
3.97 1.05 3.69 1.20 3.54 1.13 3.58 0.029*
Fire safety & Alarms 3.84 1.11 3.69 1.20 3.07 1.42 7.47 0.001** Cleanliness of the Work Place
3.88 1.07 3.79 1.20 3.20 1.19 6.61 0.002**
Regular Clearing of Waste bins
3.90 1.03 3.80 1.01 3.46 1.26 3.16 0.044*
Adequate Lighting & Ventilation
3.90 1.13 3.82 1.11 3.37 1.12 3.96 0.020*
*Significant; ** Highly Significant
154
The Satisfaction of Face Masks & Hand Gloves provided shows among
the Number of Dependent of 1 – 3 the mean score was (3.97 1.05), among
the Number of Dependent of 4 – 6 the mean score was (3.69 1.20) and
among the Number of Dependent of above 6 the mean score was
(3.54 1.13).
The Satisfaction of Fire safety & Alarms shows among the Number of
Dependent of 1 – 3 the mean score was (3.84 1.11), among the Number of
Dependent of 4 – 6 the mean score was (3.69 1.20) and among the Number
of Dependent of above 6 the mean score was (3.07 1.42).
The Satisfaction of Cleanliness of the Work Place shows among the
Number of Dependent of 1 – 3 the mean score was (3.88 1.07), among the
Number of Dependent of 4 – 6 the mean score was (3.79 1.20) and among
the Number of Dependent of above 6 the mean score was (3.20 1.19).
The Satisfaction of Regular Clearing of Waste bins shows among the
Number of Dependent of 1 – 3 the mean score was (3.90 1.03), among the
Number of Dependent of 4 – 6 the mean score was (3.80 1.01) and among
the Number of Dependent of above 6 the mean score was (3.46 1.26).
The Satisfaction of Adequate Lighting & Ventilation shows among the
Number of Dependent of 1 – 3 the mean score was (3.90 1.13), among the
Number of Dependent of 4 – 6 the mean score was (3.82 1.11) and among
the Number of Dependent of above 6 the mean score was (3.37 1.12).
Thus, it is inferred from the above analysis that the maximum
Satisfaction of Periodic Vaccinations given it was found among the Number of
155
Dependents of above 6, about Face Masks & Hand Gloves provided it was
found among the Number of Dependents of 1-3, about Fire safety & Alarms it
was found among the Number of Dependents of 1-3, about Cleanliness of the
Work Place it was found among the Number of Dependents of 1-3, about
Regular Clearing of Waste bins it was found among the Number of
Dependents of 1-3, about Adequate Lighting & Ventilation it was found among
the Number of Dependents of 1-3.
Further to test the significant difference between the mean score among
the respondents with respect Number of Dependents the ANOVA test is used
and the result is also shown in table 4.27. Since the P value is less than 0.05
regarding Periodic Vaccinations given, Face Masks & Hand Gloves provided,
fire safety & alarms, Cleanliness of the Work Place, regular clearing of waste
bins and hence there is significant difference in the mean scores with respect
to Number of Dependents.
SECTION 4: Job Security & Training aspects
In this section QWL factor Job Security & Training aspects are analyzed.
4.4.1 Opinion about Encouragement of Management & supervisor to participate in Decision making
The Opinion about Encouragement of Management & supervisor to
participate in Decision making with respect to the profile of respondent namely
Sex, Marital status, Age (in Years), Educational Qualification, Experience (in
Years), Monthly Salary (in Rs) & Number of Dependents was analyzed in this
section and result is shown in table.4.28.
156
The Table 4.28 shows that 21.9 % of the respondent stated the opinion
about Encouragement of Management & supervisor to participate in Decision
making as “Sometimes”, 25.8 % of the respondent stated the opinion about
Encouragement of Management & supervisor to participate in Decision
making as Rarely, 20.4 % of the respondent stated the opinion about
Encouragement of Management & supervisor to participate in Decision
making as Never, 21.0 % of the respondent stated the opinion about
Encouragement of Management & supervisor to participate in Decision
making as Often and 10.88 % of the respondent stated the opinion about
Encouragement of Management & supervisor to participate in Decision
making as Very often.
Hence majority of the respondent stated the opinion about
Encouragement of Management & supervisor to participate in Decision
making as rarely.
In order to find the association between the Opinion about
Encouragement of Management & supervisor to participate in Decision
making and the profile of the respondent chi-square test was used and result
of the test is shown in table.4.29.
It is noted from the table 4.29 that the p value is less than 0.01 for the
profile of the respondents ie., Gender of the respondents & Number of
dependents the results are significant at 1% level.
157
158
Table 4.29 – Opinion about Encouragement of Management & supervisor to participate in
Decision making- Chi square Test
Profile of the respondent Value df P Sig.
Gender 15.35 4 0.004 Highly Significant
Marital status 5.77 4 0.217 Not Significant
Age 9.46 8 0.305 Not Significant
Educational Qualification 1.45 8 0.994 Not Significant
Experience (in Years) 17.19 12 0.143 Not Significant
Monthly Salary 9.31 12 0.676 Not Significant
Number of Dependents 28.37 8 0.000 Highly Significant
From the analysis it is concluded that there is highly significant
association was found between all profile of Gender & Number of dependents
and opinion about Encouragement of Management & supervisor to participate
in Decision making.
4.4.2 Opinion about Frequency of Staff Development training Programs arranged by the hospital
The Opinion about Frequency of Staff Development training Programs
arranged by the hospital with respect to the profile of respondent namely
Gender, Marital status, Age (in Years), Educational Qualification, Experience
(in Years), Monthly Salary (in Rs) & Number of Dependents was analyzed in
this section and result is shown in table.4.30.
159
The Table 4.30 shows that 16.9 % of the respondent stated the opinion
about Frequency of Staff Development training Programs arranged by the
hospital as “Monthly”, 23.7 % of the respondent stated the opinion about
Frequency of Staff Development training Programs arranged by the hospital
as Quarterly, 25.8 % of the respondent stated the opinion about Frequency of
Staff Development training Programs arranged by the hospital as Half-yearly,
21.6 % of the respondent stated the opinion about Frequency of Staff
Development training Programs arranged by the hospital as Yearly once and
12.6 % of the respondent stated the opinion about Frequency of Staff
Development training Programs arranged by the hospital as Once in a year.
Hence majority of the respondent stated the opinion about Frequency of
Staff Development training Programs arranged by the hospital as Half-yearly.
In order to find the association between the Opinion about Frequency of
Staff Development training Programs arranged by the hospital and the profile
of the respondent chi-square test was used and result of the test is shown in
table.4.31
It is noted from the table 4.31 that the p value is less than 0.05 for the
profile of Monthly Salary & Number of dependents it is concluded that there is
significant association was found only between Monthly Salary & number of
dependents and Opinion about Frequency of Staff Development training
Programs arranged by the hospital.
160
161
Table 4.31 – Opinion about Frequency of Staff Development training Programs arranged by the
hospital- Chi square Test
Profile of the respondent Value df P Sig.
Gender 7.24 4 0.124 Not Significant
Marital status 7.38 4 0.117 Not Significant
Age 14.12 8 0.079 Not Significant
Educational Qualification 14.63 8 0.067 Not Significant
Experience (in Years) 9.05 12 0.699 Not Significant
Monthly Salary 24.88 12 0.015 Not Significant
Number of Dependents 38.5 8 0 Significant
4.4.3 Satisfaction towards Job Security & Training aspects
The Table No.4.32 describes the level of Satisfaction towards Job
Security & Training aspects. The level of satisfaction was observed over the
factors of “Promotion Policies followed by the hospital, Hospital sponsoring
higher studies on nurses, Availability of On-Campus and Off-Campus Training
Programme, Performance appraisals made by the management”.
Table 4.32 Satisfaction towards Job Security & Training aspects
Factors
HDS DS N S HS Total
N % N % N % N % N %
Promotion Policies followed by the hospital
40 12 167 50.2 68 20 43 12.9 15 4.5 333
Hospital sponsoring Higher studies on nurses
48 14 92 27.6 130 39 45 13.5 18 5.4 333
Availability of On-Campus and Off-Campus Training Programme
36 11 99 29.7 98 29 82 24.6 18 5.4 333
Performance appraisals made by the management
36 11 87 26.1 105 32 90 27 15 4.5 333
162
It is clear from the table 4.32 that majority 50.2 percent of the
respondents are dissatisfied with the factor of “Promotion Policies followed by
the hospital”, majority 39.0 percent of the respondents are Neither dissatisfied
nor satisfied with the factor of “Hospital sponsoring Higher studies on nurses”,
29.7 % of the respondents are dissatisfied with the factor of “Availability of On-
Campus and Off-Campus Training Programme”, 31.5% of the respondents
are Neither satisfied or dissatisfied with the factor of “Performance appraisals
made by the management.
In order to identify the factor which is more influencing the respondent
towards attitude the Friedman’s test analysis was used and the results were
given in Table 4.33
Table 4.33 Friedman Test- Factors influence Satisfaction towards Job Security & Training
aspects
Factors Mean SD Mean Rank Reliability
Promotion Policies followed by the hospital 2.48 1.01 2.13
0.739
Hospital sponsoring Higher studies on nurses 2.68 1.05 2.47
Availability of On-Campus and Off-Campus Training Programme
2.84 1.08 2.66
Performance appraisals made by the management 2.88 1.06 2.75
It could be noted from the above table that among the four factors
“Performance appraisals made by the management” was ranked first. It is
followed by the “Availability of On-Campus and Off-campus Training
163
Programme”. “Hospital sponsoring higher studies on nurses” was ranked third
and the reliability is 0.739.
4.4.4 Area wise satisfaction towards Job Security & Training aspects
An attempt has been made to study the opinion of respondent’s
satisfaction towards Job Security & Training aspects. After converting the
qualitative information of the opinion into a quantitative one the average score
were obtained from the respondents on various dimensions like ‘Promotion
Policies followed by the hospital, Hospital sponsoring Higher studies on
nurses, Availability of On-Campus and Off-Campus Training Programme &
Performance appraisals made by the management’ and obtained results are
and presented in Table 4.34.
Table No.4.34 Area wise satisfaction towards Job Security & Training aspects
Factors Min Max Mean SD Mean %
Promotion Policies followed by the hospital 1 5 2.48 1.01 49.55
Hospital sponsoring Higher studies on nurses 1 5 2.68 1.05 53.57
Availability of On-Campus and Off-Campus Training Programme
1 5 2.84 1.08 56.82
Performance appraisals made by the management 1 5 2.88 1.06 57.66
Area wise distribution of mean, Standard Deviation and mean
percentage of satisfaction towards Job Security & Training aspects that
among seven areas, the highest mean % score (2.48 1.01) which is 49.55%
is obtained for the area “Promotion Policies followed by the hospital” whereas,
164
the lowest mean % score (2.68 1.05) which is 53.57% was obtained for
‘Hospital sponsoring higher studies on nurses’.
The mean score on ‘Availability of On-campus and off-campus Training
programme’ was (2.84 1.05) which is 56.82% and the mean score on
‘Performance appraisals made by the management’ was (2.88 1.06) which
is 57.66%. Hence majority satisfaction towards Job Security & Training
aspects in performance appraisals made by the management.
4.4.5 Satisfaction towards Job Security & Training aspects with respect to demographic variables - Average score analysis
In this section the satisfaction towards Job Security & Training aspects
is analyzed with respect to the demographic variables Age, Gender,
Educational Status, Experience (in Years), Monthly Salary, Number of
Dependents was analyzed in this section.
Null Hypothesis: There is no significant difference between the mean
scores regarding satisfaction towards Job Security & Training aspects with
respect to the selected demographic variables.
Age wise satisfaction towards Job Security & Training aspects
To study the effect of Age of the respondents, the distributions of
sample respondents according to Age the Satisfactions of the respondents are
shown in the following table 4.35.
It could be noted from the table 4.35 that the Satisfaction of Promotion
Policies followed by the hospital among the age group of 20 - 30 years the
165
mean score was (2.52 0.99), among the age group of 20 - 30 years the
mean score was (2.39 1.05), among the age group of 41 & Above years the
mean score was (2.33 1.15).
Table 4.35 Age wise satisfaction towards Job Security & Training aspects
Factors
Age
ANOVA p 20 – 30 31 - 40 41 &
Above
Mean SD Mean SD Mean SDPromotion Policies followed by the hospital
2.52 1 2.39 1.05 2.33 1.2 0.6 0.53
Hospital sponsoring Higher studies on nurses
2.63 1.1 2.86 1.05 2.5 0.9 1.7 0.19
Availability of On Campus and Off-Campus Training Programme
2.81 1.1 2.99 1.11 2.5 1 1.5 0.23
Performance appraisals made by the management
2.87 1.1 2.9 1 3.08 1 0.3 0.77
** Highly Significant
The satisfaction about Hospital sponsoring Higher studies on nurses
shows with respect to the age group of 20 - 30 years the mean score was
(2.63 1.05), among the age group of 31 - 40 years the mean score was
(2.86 1.05), among the age group of 41 & Above years the mean score was
(2.50 0.90).
The satisfaction about Availability of On-Campus and Off-Campus
Training Programme shows with respect to the age group of 20 - 30 years the
mean score was (2.81 1.07), among the age group of 31 - 40 years the
mean score was (2.99 1.11), among the age group of 41 & Above years the
mean score was (2.50 1.00).
The Performance appraisals made by the management shows with
respect to the age group of 20 - 30 years the mean score was (2.87 1.09),
166
among the age group of 31 - 40 years the mean score was (2.90 1.00),
among the age group of 41 & Above years the mean score was (3.08 1.00).
Thus, it is inferred from the above analysis that the maximum
Satisfaction of Promotion Policies followed by the hospital it was found among
the age group of 20-30 yrs, about Hospital sponsoring Higher studies on
nurses it was found among the age group of 31 - 40 yrs, about Availability of
On-Campus and Off-Campus Training Programme it was found among the
age group of 31-40 years, about Performance appraisals made by the
management for extra hours of working it was found among the age group of
41 & above.
Further to test the significant difference between the mean score among
the respondents with respect age the ANOVA test is used and the result is
also shown in table 4.35. Since the P value is greater than 0.05 regarding
Promotion Policies followed by the hospital, Hospital sponsoring Higher
studies on nurses, availability on on-campus and off-campus training
programme & Performance appraisals made by the management and hence
there is no significant difference in the mean scores with respect to age.
Gender wise satisfaction towards Job Security & Training aspects
To study the effect of Gender, the distributions of sample respondents
according to Gender the Satisfactions of the respondents are shown in the
following table 4.36.
It could be noted from the table 4.36 that the Satisfaction of Promotion
Policies followed by the hospital among the Male respondents the mean score
167
was (2.43 0.92) and among the female respondents the mean score was
(2.50 1.05).
The satisfaction about Hospital sponsoring Higher studies on nurses
shows with respect to the Male respondents the mean score was (2.81
0.99) and among the female respondents the mean score was (2.62 1.07).
The satisfaction availability of on-campus and off-campus training
programme shows with respect to the Male respondents the mean score was
(2.85 1.04) and the satisfaction about Availability of On-Campus and Off-
Campus Training Programme among the female respondents the mean score
was (2.83 1.10).
The satisfaction about Performance appraisals made by the
management shows with respect to the Male respondents the mean score
was (3.00 1.00) and the satisfaction about Performance appraisals made by
the management shows with respect to the Female respondents the mean
score was (2.83 1.09)
Table 4.36 Gender wise satisfaction towards Job Security & Training aspects
Factors
Gender
t p Male Female
Mean SD Mean SD
Promotion Policies followed by the hospital 2.43 0.92 2.50 1.05 0.61 0.544
Hospital sponsoring Higher studies on nurses 2.81 0.99 2.62 1.07 1.48 0.140
Availability of On-Campus and Off-Campus Training Programme
2.85 1.04 2.83 1.10 0.15 0.879
Performance appraisals made by the management
3.00 1.00 2.83 1.09 1.34 0.180
168
Further to test the significant difference between the mean score among
the respondents with respect Gender the Student’s Independent t test is used
and the result is also shown in table 4.36. Since the P value is greater than
0.05 regarding Promotion Policies followed by the hospital, Hospital
sponsoring higher studies on nurses, Availability of On-Campus and Off-
Campus Training Programme and performance appraisals made by the
management and hence there is no significant difference in the mean scores
with respect to Gender.
Thus, it is inferred from the above analysis that the maximum
Satisfaction of Promotion Policies followed by the hospital was found among
female respondents, about Hospital sponsoring Higher studies on nurses it
was found among male, about Availability of On-Campus and Off-Campus
Training Programme it was found among female and about Performance
appraisals made by the management it was found among male respondents.
Marital status wise satisfaction towards Job Security & Training aspects
To study the effect of Marital status, the distributions of sample
respondents according to Marital status the Satisfactions of the respondents
are shown in the following table 4.37.
It could be noted from the table 4.37 that the Satisfaction of Promotion
Policies followed by the hospital among the Married respondents the mean
score was (2.52 1.07) and among the unmarried respondents the mean
score was (2.45 0.98).
169
The satisfaction about Hospital sponsoring Higher studies on nurses
shows with respect to the Married respondents the mean score was (2.74
1.05) and among the unmarried respondents the mean score was
(2.64 1.05).
Table 4.37 Marital status wise satisfaction towards Job Security & Training aspects
Factors
Marital status
t p Married Unmarried
Mean SD Mean SD
Promotion Policies followed by the hospital 2.52 1.07 2.45 0.98 0.59 0.559
Hospital sponsoring Higher studies on nurses 2.74 1.05 2.64 1.05 0.79 0.432
Availability of On-Campus and Off-Campus Training Programme
2.90 1.09 2.81 1.08 0.73 0.464
Performance appraisals made by the management 2.92 1.07 2.86 1.07 0.53 0.597
The satisfaction availability of on-campus and off-campus training
programme shows with respect to the Married respondents the mean score
was (2.90 1.09) and the satisfaction about Availability of On-Campus and
Off-Campus Training Programme among the unmarried respondents the
mean score was (2.81 1.08).
The satisfaction about Performance appraisals made by the
management shows with respect to the Married respondents the mean score
was (2.92 1.07) and the satisfaction about Regular Clearing of Waste bins
of working among the unmarried respondents the mean score was
(2.86 1.07). Thus, it is inferred from the above analysis that the maximum
Satisfaction of Promotion Policies followed by the hospital was found among
unmarried respondents, about Hospital sponsoring Higher studies on nurses it
was found among unmarried, about Availability of On-Campus and Off-
170
Campus Training Programme it was found among unmarried and about
Performance appraisals made by the management it was found among
unmarried respondents.
Further to test the significant difference between the mean score among
the respondents with respect Marital status the Student’s Independent t test is
used and the result is also shown in table 4.37. Since the P value is greater
than 0.05 regarding Promotion Policies followed by the hospital, Hospital
sponsoring Higher studies on nurses, Availability of On-Campus and Off-
Campus Training Programme and overall and hence there is highly significant
difference in the mean scores with respect to Marital status.
Education wise satisfaction towards Job Security & Training aspects
To study the effect of Education, the distributions of sample
respondents according to Education the Satisfactions of the respondents are
shown in the following table 4.38.
It could be noted from the table 4.38 that the Satisfaction of Promotion
Policies followed by the hospital shows among the Education group of
Technical education the mean score was (2.53 1.06), among the under
graduation the mean score was (2.34 0.85) and the mean score among the
post graduation was (2.74 1.28).
The satisfaction about Hospital sponsoring Higher studies on nurses
shows among the Education group of Technical education the mean score
was (2.74 1.07), among the under graduation the mean score was
171
(2.54 0.98) and the mean score among the post graduation was
(2.84 1.21).
The satisfaction about Availability of On-Campus and Off-Campus
Training Programme shows among the Education group of Technical
education the mean score was (2.94 1.09), among the under graduation the
mean score was (2.68 1.03) and the mean score among the post graduation
was (2.84 1.21).
Table 4.38 Education wise satisfaction towards Job Security & Training aspects
Factors
Educational Qualification
ANOVA p Technical Education
UG PG
Mean SD Mean SD Mean SD
Promotion Policies followed by the hospital
2.53 1.06 2.34 0.85 2.74 1.28 1.93 0.147
Hospital sponsoring Higher studies on nurses
2.74 1.07 2.54 0.98 2.84 1.21 1.51 0.222
Availability of On-Campus and Off-Campus. Training Programme
2.94 1.09 2.68 1.03 2.84 1.21 2.10 0.124
Performance appraisals made by the management
2.99 1.10 2.74 1.02 2.68 0.89 2.34 0.098
*Significant; ** Highly Significant
The satisfaction about Performance appraisals made by the
management shows among the Education group of Technical education the
mean score was (2.99 1.10), among the under graduation the mean score
was (2.74 1.02) and the mean score among the post graduation was
(2.68 0.89).
Thus, it is inferred from the above analysis that the maximum
Satisfaction of Promotion Policies followed by the hospital it was found among
the technical education, about Hospital sponsoring Higher studies on nurses it
was found among the technical education, about Availability of On-Campus
and Off-Campus Training Programme it was found among the Education
172
group of technical education, about Performance appraisals made by the
management it was found among the Education group of technical education.
Further to test the significant difference between the mean score among
the respondents with respect Education the ANOVA test is used and the result
is also shown in table 4.38. Since the P value is greater than 0.05 regarding
Promotion Policies followed by the hospital, Hospital sponsoring higher
studies on nurses, Availability of On-Campus and Off-Campus Training
Programme and performance appraisals made by the management and
hence there is no significant difference in the mean scores found with respect
to Education.
Experience wise satisfaction towards Job Security & Training aspects
To study the effect of Experience (in Years), the distributions of sample
respondents according to experience the Satisfactions of the respondents are
shown in the following table 4.39. It could be noted from the table 4.39 that the
Satisfaction of Promotion Policies followed by the hospital shows with respect
to the Experience of below 5 years the mean score was (2.44 0.90), among
the Experience of 5 - 10 years the mean score was (2.52 1.15), among the
Experience of 10- 15 years the mean score was (2.65 1.06) and among the
Experience of 15- 25 years the mean score was (2.00 1.34).
The satisfaction about Hospital sponsoring Higher studies on nurses
shows with respect to the Experience of below 5 years the mean score was
(2.53 0.97), among the Experience of 5 - 10 years the mean score was
173
(2.80 1.13), among the Experience of 10- 15 years the mean score was
(3.10 0.96) and among the Experience of 15- 25 years the mean score was
(2.36 1.57).
Table 4.39 Experience (Yrs) wise satisfaction towards Job Security & Training
aspects
Factors Experience (in Years)
Anova P Below 5 05-Oct Oct-15 15 - 25 Mean SD Mean SD Mean SD Mean SD
Promotion Policies followed by the hospital
2.44 0.9 2.52 1.15 2.65 1.06 2 1.34 1.52 0.21
Hospital sponsoring Higher studies on nurses
2.53 0.97 2.8 1.13 3.1 0.96 2.36 1.57 4.94 0.002**
Availability of On-Campus and Off-Campus Training Programme
2.72 1.01 2.98 1.15 3.15 1.02 2.36 1.63 3.4 0.018*
Performance appraisals made by the management
2.81 1.04 2.98 1.14 3.06 0.87 2.64 1.57 1.18 0.318
** Highly Significant
The satisfaction about Availability of On-Campus and Off-Campus
Training Programme shows with respect to the Experience of below 5 years
the mean score was (2.72 1.01), among the Experience of 5 - 10 years the
mean score was (2.98 1.15), among the Experience of 10- 15 years the
mean score was (3.15 1.02) and among the Experience of 15- 25 years the
mean score was (2.36 1.63).
The satisfaction about Performance appraisals made by the
management shows with respect to the Experience of below 5 years the mean
score was (2.81 1.04), among the Experience of 5 - 10 years the mean
174
score was (2.98 1.14), among the Experience of 10- 15 years the mean
score was (3.06 0.87) and among the Experience of 15- 25 years the mean
score was (2.64 1.57).
Thus, it is inferred from the above analysis that the maximum
Satisfaction of Promotion Policies followed by the hospital it was found among
the Experience of 10 - 15 years, about Hospital sponsoring Higher studies on
nurses it was found among the Experience of 10 - 15 years, about Availability
of On-Campus and Off-Campus Training Programme it was found among the
Experience of 10 - 15 years and about Performance appraisals made by the
management it was found among the Experience of 10 - 15 years yrs.
Further to test the significant difference between the mean score among
the respondents with respect age the ANOVA test is used and the result is
also shown in table 4.39. Since the P value is less than 0.05 regarding
Hospital sponsoring Higher studies on nurses and Availability of On-Campus
and Off-Campus Training Programme and hence there is highly significant
difference in the mean scores with respect to Experience.
Monthly Salary wise satisfaction towards Job Security & Training aspects
To study the effect of Monthly Salary, the distributions of sample
respondents according to Monthly Salary the Satisfactions of the respondents
are shown in the following table 4.40.
It could be noted from the table 4.40 that the Satisfaction of Promotion
Policies followed by the hospital shows among the monthly income of Below
175
5,000 the mean score was (2.33 0.84), among the monthly income of Rs
5,000 - 10,000 the mean score was (2.49 0.98), among the monthly income
of Rs 10,000 - 15,000 the mean score was (2.49 1.03) and among the
monthly income of above Rs 15,000 the mean score was (2.53 1.33).
The Satisfaction of Hospital sponsoring Higher studies on nurses shows
among the monthly income of Below Rs 5,000 the mean score was
(2.80 1.10), among the monthly income of Rs 5,000 - 10,000 the mean score
was (2.66 1.02), among the monthly income of Rs 10,000 - 15,000 the mean
score was (2.84 1.05) and among the monthly income of Rs Above 15,000
the mean score was (2.43 1.19).
Table 4.40 Monthly Salary wise satisfaction towards Job Security & Training aspects
Factors Monthly Salary
ANOVA p Below 5,000 5,000 -10,000 10,000 -15,000 Above 15,000 Mean SD Mean SD Mean SD Mean SD
Promotion Policies followed by the hospital
2.33 0.84 2.49 0.98 2.49 1.03 2.53 1.33 0.24 0.868
Hospital sponsoring Higher studies on nurses
2.8 1.1 2.66 1.02 2.84 1.05 2.43 1.19 1.13 0.338
Availability of On-Campus and Off-Campus Training Programme
2.47 0.86 2.89 1.08 2.87 1 2.83 1.37 1.34 0.261
Performance appraisals made by the management
3.03 1 2.85 1.05 3.07 1.03 2.6 1.22 1.55 0.201
*Significant; ** Highly Significant
The Satisfaction of Availability of On-Campus and Off-Campus Training
Programme shows among the monthly income of Below Rs5,000 the mean
score was (2.47 0.86), among the monthly income of Rs 5,000 - 10,000 the
mean score was (2.89 1.08), among the monthly income of Rs 10,000 -
176
15,000 the mean score was (2.87 1.00) and among the monthly income of
above Rs15,000 the mean score was (2.83 1.37).
The Satisfaction of Performance appraisals made by the management
shows among the monthly income of Rs Below 5,000 the mean score was
(3.03 1.00), among the monthly income of Rs 5,000 - 10,000 the mean score
was (2.85 1.05), among the monthly income of Rs 10,000 - 15,000 the mean
score was (307 1.03) and among the monthly income of above Rs15,000 the
mean score was (2.60 1.22).
Thus, it is inferred from the above analysis that the maximum
Satisfaction of Promotion Policies followed by the hospital it was found among
the monthly income of Rs 10,000-15,000, about Hospital sponsoring Higher
studies on nurses it was found among the monthly income of Rs 10,000-
15,000, about Availability of On-Campus and Off-Campus Training
Programme it was found among the monthly income of Rs 10,000-15,000,
about Performance appraisals made by the management it was found among
the monthly income of Rs 10,000-15,000.
Further to test the significant difference between the mean score among
the respondents with respect Monthly Salary the ANOVA is used and the
result is also shown in table 4.40. Since the P value is greater than 0.05
regarding Promotion Policies followed by the hospital, Hospital sponsoring
Higher studies on nurses, availability of on-campus and off-campus training
programme and Performance appraisals made by the management and
177
hence there is no significant difference in the mean scores with respect to
Monthly Salary.
Number of Dependents wise satisfaction towards Job Security & Training aspects
To study the effect of Number of Dependents, the distributions of
sample respondents according to Number of Dependents the Satisfactions of
the respondents are shown in the following table 4.41.
It could be noted from the table 4.41 that the Satisfaction of Promotion
Policies followed by the hospital shows among the Number of Dependent of 1
– 3 the mean score was (2.46 0.98), among the Number of Dependent of 4 –
6 the mean score was (2.41 0.96) and among the Number of Dependent of
above 6 the mean score was (2.80 1.35).
The Satisfaction of Hospital sponsoring Higher studies on nurses shows
among the Number of Dependent of 1 – 3 the mean score was (2.83 0.94),
among the Number of Dependent of 4 – 6 the mean score was (2.60 1.05)
and among the Number of Dependent of above 6 the mean score was
(2.39 1.32).
The Satisfaction of Availability of On-Campus and Off-Campus Training
Programme shows among the Number of Dependent of 1 – 3 the mean score
was (3.06 1.06), among the Number of Dependent of 4 – 6 the mean score
was (2.70 0.99) and among the Number of Dependent of above 6 the mean
score was (2.50 1.26).
178
Table 4.41 Number of Dependents wise satisfaction towards Salary and Pay
Factors Number of Dependents
ANOVA p 1-3 4-6 Above 6Mean SD Mean SD Mean SD
Promotion Policies followed by the hospital
2.45 0.94 2.41 0.96 2.78 1.32 2.5 0.084
Hospital sponsoring Higher studies on nurses
2.83 0.94 2.6 1.05 2.39 1.32 3.82 0.023*
Availability of On-Campus and Off-Campus Training Programme
3.06 1.06 2.7 0.99 2.5 1.26 6.68 0.001**
Performance appraisals made by the management
2.97 1.04 2.83 1 2.74 1.31 1.18 0.308
*Significant; ** Highly Significant
The Satisfaction of Performance appraisals made by the management
shows among the Number of Dependent of 1 – 3 the mean score was
(2.97 1.04), among the Number of Dependent of 4 – 6 the mean score was
(2.83 1.00) and among the Number of Dependent of above 6 the mean
score was (2.74 1.31).
Thus, it is inferred from the above analysis that the maximum
Satisfaction of Promotion Policies followed by the hospital it was found among
the Number of Dependents of above 6, about Hospital sponsoring Higher
studies on nurses it was found among the Number of Dependents of 1-3,
about Availability of On-Campus and Off-Campus Training Programme it was
found among the Number of Dependents of 1-3, about Performance
appraisals made by the management it was found among the Number of
Dependents of 4-6. Further to test the significant difference between the mean
score among the respondents with respect Number of Dependents the
ANOVA test is used and the result is also shown in table 4.41. Since the P
179
value is less than 0.05 regarding Hospital sponsoring Higher studies on
nurses, Availability on on-campus and off campus training programme and
hence there is significant difference in the mean scores with respect to
Number of Dependents regarding these factors.
SECTION 5: Relationship with Superiors & subordinates
In this section Quality of work life relating to Opinion about supervisor’s
reaction when struggle or do not know to do some of the work, Satisfaction
towards Relationship with Superiors & subordinates, Facing Physical / Mental
Harassment from Superiors or Co-Staff are analyzed.
4.5.1 Opinion about supervisor’s reaction when struggle or do not know to do some of the work
The Supervisor’s reaction when struggle or do not know to do some of
the work namely Giving Assistance for the time being, etc., with respect to the
profile of respondent namely Gender, Marital status, Age (in Years),
Educational Qualification, Experience (in Years), Monthly Salary (in Rs) &
Number of Dependents ware analyzed in this section and result is shown in
table.4.42.
The Table shows that the Opinion about supervisor’s reaction when
struggle or do not know to do some of the work for 15.9 % of the respondent is
“Assist for time being”, 36.0 % of the respondent stated “Assist for providing
guidelines”, 19.7% of the respondent stated as “Depute work to some other
staff”, 19.2 % of the respondent stated as “Get anger and scold” and 11.7% of
the respondent stated the Opinion about supervisor’s reaction when struggle
180
or do not know to do some of the work as all the above. Hence majority of the
respondent stated the supervisor’s reaction when struggle or do not know to
do some of the work is Assist for providing guidelines.
181
In order to find the association between the Opinion about supervisor’s
reaction when struggle or do not know to do some of the work and the profile
of the respondent chi-square test was used and result of the test is shown in
table.4.43.
Table 4.43 Opinion about supervisor’s reaction when struggle or do not know to do some of the work - Chi square Test
Profile of the respondent Value df p Sig.
Gender 4.92 4 0.295 Not Significant
Marital status 3.33 4 0.503 Not Significant
Age 8.50 8 0.386 Not Significant
Educational Qualification 11.20 8 0.190 Not Significant
Experience (in Years) 4.80 12 0.964 Not Significant
Monthly Salary 18.50 12 0.101 Not Significant
Number of Dependents 14.26 8 0.075 Not Significant
It is noted from the table 4.43 that the p value is greater than 0.05 for
the all profile of the respondent it is concluded that there is no significant
association was found between all the profile of the respondent and Opinion
about supervisor’s reaction when struggle or do not know to do some of the
work.
4.5.2 Satisfaction towards Relationship with Superiors & subordinates
The Table No.4.44 describes the level of Satisfaction towards
Relationship with Superiors & subordinates. The level of satisfaction was
observed over the factors of “Relationship with co-staff nurses,
Communication flow between Senior Nurses & Staff nurses, Team spirit
among staff nurses, Response given by superior nurse for any grievances or
182
complaints made and Response given by management for any suggestions
made”.
Table 4.44 Satisfaction towards Relationship with Superiors & subordinates
Factors HDS DS N S HS
Total N % N % N % N % N %
Relationship with co-staff nurses
7 2.1 9 2.7 32 9.6 122 36.6 163 48.9 333
Communication flow between Senior Nurses & Staff nurses
4 1.2 12 3.6 32 9.6 182 54.7 103 30.9 333
Team spirit among staff nurses
6 1.8 15 4.5 69 20.7 129 38.7 114 34.2 333
Response given by superior nurse for any grievances or complaints made
5 1.5 18 5.4 74 22.2 150 45 86 25.8 333
Response given by management for any suggestions made
12 3.6 25 7.5 89 26.7 137 41.1 70 21 333
It is clear from the table 4.44 that majority 48.9 percent of the
respondents are Highly satisfied with the factor of “Relationship with co-staff
nurses”, majority 54.7 percent of the respondents are satisfied with the factor
of “Communication flow between Senior Nurses & Staff nurses”, 38.7 % of the
respondents are satisfied with the factor of “Team spirit among staff nurses”,
45 % of the respondents are satisfied with the factor of “Response given by
superior nurse for any grievances or complaints made”, 41 % of the
respondents are satisfied with the factor of “Response given by management
for any suggestions made”.
In order to identify the factor which is more influencing the respondent
towards attitude the Friedman’s test analysis was used and the results were
given in Table 4.45.
183
Table 4.45 Friedman Test- Factors influence Satisfaction towards Relationship with Superiors & subordinates
Factors Mean SD Mean Rank
Reliability
Relationship with co-staff nurses 4.28 0.9 3.49
0.623
Communication flow between Senior Nurses & Staff nurses 4.11 0.81 3.15
Team spirit among staff nurses 3.99 0.95 3 Response given by superior nurse for any grievances or complaints made
3.88 0.91 2.8
Response given by management for any suggestions made 3.68 1 2.56
It could be noted from the above table that among the five factors
“Relationship with co-staff nurses” was ranked first. It is followed by the
“Communication flow between Senior Nurses & staff nurses”. “Team spirit
among staff nurses” was ranked third and the reliability is 0.623.
4.5.3 Area wise satisfaction towards Relationship with Superiors & subordinates
An attempt has been made to study the opinion of respondent’s
satisfaction towards Relationship with Superiors & subordinates. After
converting the qualitative information of the opinion into a quantitative one the
average score were obtained from the respondents on various dimensions like
‘Relationship with co-staff nurses, Communication flow between Senior
Nurses & Staff nurses, Team spirit among staff nurses & Response given by
superior nurse for any grievances or complaints made, Response given by
management for any suggestions made’ and obtained results are and
presented in Table 4.46.
184
Table No.4.46 Area wise satisfaction towards Relationship with Superiors & subordinates
Factors Min Max Mean SD Mean %
Relationship with co-staff nurses 1 5 4.28 0.90 85.53
Communication flow between Senior Nurses & Staff nurses 1 5 4.11 0.81 82.10
Team spirit among staff nurses 1 5 3.99 0.95 79.82
Response given by superior nurse for any grievances or complaints made
1 5 3.88 0.91 77.66
Response given by management for any suggestions made 1 5 3.68 1.00 73.69
Area wise distribution of mean, Standard Deviation and mean
percentage of satisfaction towards Relationship with Superiors & subordinates
that among, the highest mean % score (4.28 0.90) which is 85.53% is
obtained for the area “Relationship with co-staff nurses” whereas, the lowest
mean % score (3.68 1) which is 73.69 % was obtained for ‘Response given
by management for any suggestions made’. The mean score on
‘Communication flow between Senior Nurses & Staff nurses’ was (4.11
0.81) which is 82.10% and the mean score on ‘Response given by superior
nurse for any grievances or complaints made’ was (3.88 0.91) which is
77.76%. Hence majority satisfaction towards Relationship with Superiors &
subordinates is Relationship with co-staff nurses.
4.5.4 Satisfaction towards Relationship with Superiors & subordinates with respect to demographic variables - Average score analysis
In this section the satisfaction towards Relationship with Superiors &
subordinates is analyzed with respect to the demographic variables Age,
Gender, Educational Status, Experience (in Years), Monthly Salary, Number
of Dependents was analyzed in this section.
185
Null Hypothesis: There is no significant difference between the mean
scores regarding satisfaction towards Relationship with Superiors &
subordinates with respect to the selected demographic variables
Age wise satisfaction towards Relationship with Superiors &
subordinates
To study the effect of Age of the respondents, the distributions of
sample respondents according to Age the Satisfactions of the respondents are
shown in the following table 4.47.
It could be noted from the table 4.47 that the Satisfaction of
Relationship with co-staff nurses among the age group of 20 - 30 years the
mean score was (4.26 0.85), among the age group of 31 - 40 years the
mean score was (4.36 1.01), among the age group of 41 & Above years the
mean score was (3.92 1.00).
The satisfaction about Communication flow between Senior Nurses &
Staff nurses shows with respect to the age group of 20 - 30 years the mean
score was (4.14 0.77), among the age group of 31 - 40 years the mean
score was (3.96 0.89), among the age group of 41 & Above years the mean
score was (4.33 0.89).
186
Table 4.47 Age wise satisfaction towards Relationship with Superiors & subordinates
Factors
Age
ANOVA p 20 - 30 31 – 40 41 & Above
Mean SD Mean SD Mean SD
Relationship with co-staff nurses 4.26 0.85 4.36 1.01 3.92 1 1.35 0.26
Communication flow between Senior Nurses & Staff nurses
4.14 0.77 3.96 0.89 4.33 0.89 2.03 0.133
Team spirit among staff nurses 3.96 0.97 4 0.9 4.5 0.67 1.86 0.157
Response given by superior nurse for any grievances or complaints made
3.88 0.9 3.87 0.91 4 1.04 0.11 0.894
Response given by management for any suggestions made
3.63 1.02 3.87 1 3.5 0.52 1.94 0.145
The satisfaction about Team spirit among staff nurses shows with
respect to the age group of 20 - 30 years the mean score was (3.96 0.97),
among the age group of 31 - 40 years the mean score was (4 0.90), among
the age group of 41 & Above years the mean score was (4.50 0.67).
The Response given by superior nurse for any grievances or complaints
made shows with respect to the age group of 20 - 30 years the mean score
was (3.88 0.90), among the age group of 31 - 40 years the mean score was
(3.87 0.91), among the age group of 41 & Above years the mean score was
(4.00 1.04).
The Response given by management for any suggestions made shows
with respect to the age group of 20 - 30 years the mean score was
(3.63 1.02), among the age group of 31 - 40 years the mean score was
(3.87 1.00), among the age group of 41 & Above years the mean score was
(3.50 0.52).
Thus, it is inferred from the above analysis that the maximum
Satisfaction of Relationship with co-staff nurses it was found among the age
187
group of 31 - 40 yrs, about Communication flow between Senior Nurses &
Staff nurses it was found among the age group of 41 and above yrs, about
Team spirit among staff nurses it was found among the age group of 41 and
above, about Response given by superior nurse for any grievances or
complaints made for extra hours of working it was found among the age group
of 41 and above, about Response given by management for any suggestions
made for extra hours of working it was found among the age group of 41 and
above.
Further to test the significant difference between the mean score among
the respondents with respect age the ANOVA test is used and the result is
also shown in table 4.47. Since the P value is greater than 0.05 regarding
Relationship with co-staff nurses, Communication flow between Senior Nurses
& Staff nurses, Team spirit among staff nurses, Response given by superior
nurse for any grievances or complaints made & Response given by
management for any suggestions made and hence there is no significant
difference in the mean scores with respect to age.
Gender wise satisfaction towards Relationship with Superiors & subordinates
To study the effect of Gender, the distributions of sample respondents
according to Gender the Satisfactions of the respondents are shown in the
following table 4.48. It could be noted from the table 4.48 that the Satisfaction
of Relationship with co-staff nurses among the Male respondents the mean
188
score was (4.31 1.03) and among the female respondents the mean score
was (4.26 0.84).
The satisfaction about Communication flow between Senior Nurses &
Staff nurses shows with respect to the Male respondents the mean score was
(4.12 0.82) and among the female respondents the mean score was
(4.10 0.80). The satisfaction about Accident Insurance paid by the hospital
for extra hours of working shows with respect to the Male respondents the
mean score was (3.94 1.02) and the satisfaction about Team spirit among
staff nurses among the female respondents the mean score was (4.01 0.91).
Table 4.48 Gender wise satisfaction towards Relationship with Superiors & subordinates
Particulars
Gender
T P Male Female
Mean SD Mean SD
Relationship with co-staff nurses 4.31 1.03 4.26 0.84 0.47 0.64
Communication flow between Senior Nurses & Staff nurses
4.12 0.82 4.1 0.8 0.17 0.86
Team spirit among staff nurses 3.94 1.02 4.01 0.91 0.64 0.53
Response given by superior nurse for any grievances or complaints made
3.88 0.95 3.88 0.89 0.01 0.99
Response given by management for any suggestions made
3.62 1.01 3.71 1 0.77 0.44
The satisfaction about Response given by superior nurse for any
grievances or complaints made shows with respect to the Male respondents
the mean score was (3.88 0.95) and the satisfaction about Response given
by management for any suggestions made of working among the female
respondents the mean score was (3.88 0.89).
Thus, it is inferred from the above analysis that the maximum
Satisfaction of Relationship with co-staff nurses was found among male
189
respondents, about Communication flow between Senior Nurses & Staff
nurses it was found among female, about Team spirit among staff nurses it
was found among female and about Response given by superior nurse for any
grievances or complaints made it was found among female respondents and
about given by management for any suggestions made among female.
Further to test the significant difference between the mean score among
the respondents with respect Gender the Student’s Independent t test is used
and the result is also shown in table 4.48. Since the P value is greater than
0.05 regarding Relationship with co-staff nurses, Communication flow
between Senior Nurses & Staff nurses, Team spirit among staff nurses,
Response given by superior nurse for any grievance or complaints made and
response given by management for any suggestions made and hence there is
no significant difference in the mean scores with respect to Gender.
Marital status wise satisfaction towards Relationship with Superiors & subordinates
To study the effect of marital status, the distributions of sample
respondents according to marital status the Satisfactions of the respondents
are shown in the following table 4.49.
It could be noted from the table 4.49 that the Satisfaction of
Relationship with co-staff nurses among the Married respondents the mean
score was (4.26 0.96) and among the unmarried respondents the mean
score was (4.29 0.87).
190
The satisfaction about Communication flow between Senior Nurses &
Staff nurses shows with respect to the Married respondents the mean score
was (4.00 0.83) and among the unmarried respondents the mean score was
(4.16 0.79).
The satisfaction about Accident Insurance paid by the hospital for extra
hours of working shows with respect to the Married respondents the mean
score was (3.94 0.96) and the satisfaction about Team spirit among staff
nurses among the unmarried respondents the mean score was (4.02 0.94).
The satisfaction about Response given by superior nurse for any
grievances or complaints made shows with respect to the Married
respondents the mean score was (3.94 0.92) and the satisfaction about
Response given by management for any suggestions made of working among
the unmarried respondents the mean score was (3.85 0.90). The satisfaction
about Bonus paid shows with respect to the Married respondents the mean
score was (3.79 0.90) and the satisfaction about Accident Insurance paid by
the hospital shows with respect to the Married respondents the mean score
was (3.63 1.05)
191
Table 4.49 Marital status wise satisfaction towards Relationship with Superiors & subordinates
Particulars Married Unmarried
T p
Mean SD Mean SD
Relationship with co-staff nurses 4.26 0.96 4.29 0.87 0.24 0.81
Communication flow between Senior Nurses & Staff nurses
4 0.83 4.16 0.79 1.78 0.08
Team spirit among staff nurses 3.94 0.96 4.02 0.94 0.72 0.47
Response given by superior nurse for any grievances or complaints made
3.94 0.92 3.85 0.9 0.88 0.38
Response given by management for any suggestions made
3.79 0.9 3.63 1.05 1.43 0.15
Thus, it is inferred from the above analysis that the maximum
Satisfaction of Relationship with co-staff nurses was found among unmarried
respondents, about Communication flow between Senior Nurses & Staff
nurses it was found among unmarried, about Team spirit among staff nurses it
was found among unmarried, about Response given by superior nurse for any
grievances or complaints made it was found among married respondents and
about Response given by management for any suggestions made it was
found among married respondents .
Further to test the significant difference between the mean score among
the respondents with respect Marital status the Student’s Independent t test is
used and the result shows there is no significant difference in the mean scores
regarding all the factors with respect to Marital status.
Education wise satisfaction towards Relationship with Superiors & subordinates
To study the effect of Education, the distributions of sample
respondents according to Education the Satisfactions of the respondents are
shown in the following table 4.50.
192
It could be noted from the table 4.50 that the Satisfaction of
Relationship with co-staff nurses shows among the Education group of
Technical Education the mean score was (4.29 0.90), among the under
graduation the mean score was (4.25 0.90) and the mean score among the
post graduation was (4.37 0.90).
The satisfaction about Communication flow between Senior Nurses &
Staff nurses shows among the Education group of technical education the
mean score was (4.05 0.82), among the under graduation the mean score
was (4.25 0.64) and the mean score among the post graduation was
(4.24 0.96).
The satisfaction about Team spirit among staff nurses shows among the
Education group of technical education the mean score was (4.02 86),
among the under graduation the mean score was (4.22 0.68) and the mean
score among the post graduation was (4.32 0.89).
The satisfaction about Response given by superior nurse for any
grievances or complaints made shows among the Education group of
technical education the mean score was (3.99 0.99), among the under
graduation the mean score was (3.94 0.91) and the mean score among the
post graduation was (4.32 0.67).
The satisfaction about Response given by management for any
suggestions made shows among the Education group of technical education
the mean score was (3.91 0.87), among the under graduation the mean
193
score was (3.88 0.95) and the mean score among the post graduation was
(3.63 1.01).
Table 4.50 Education wise satisfaction towards Relationship with Superiors & subordinates
Particulars
Educational Qualification
ANOVA p Technical Education
UG PG
Mean SD Mean SD Mean SD
Relationship with co-staff nurses 4.29 0.9 4.25 0.9 4.37 0.96 0.17 0.84
Communication flow between Senior Nurses & Staff nurses
4.02 0.86 4.22 0.68 4.32 0.89 2.95 0.054
Team spirit among staff nurses 3.99 0.99 3.94 0.91 4.32 0.67 1.3 0.275Response given by superior nurse for any grievances or complaints made
3.91 0.87 3.88 0.95 3.63 1.01 0.82 0.44
Response given by management for any suggestions made
3.72 0.99 3.65 1.04 3.58 0.96 0.27 0.765
Thus, it is inferred from the above analysis that the maximum
Satisfaction of Relationship with co-staff nurses it was found among the
technical education, about Communication flow between Senior Nurses &
Staff nurses it was found among the under graduation, about Team spirit
among staff nurses it was found among the Education group of post
graduation, about Response given by superior nurse for any grievances or
complaints made it was found among the Education group of technical
education, about Response given by management for any suggestions made
it was found among the Education group of technical education.
Further to test the significant difference between the mean score among
the respondents with respect Education the ANOVA test is used and the result
is also shown in table 4.50. Since the P value is greater than 0.05 regarding
Relationship with co-staff nurses, Communication flow between senior nurses
& staff nurses, Team spirit among staff nurses, Response given by superior
194
nurse for any grievances or complaints made and Response given by
management for any suggestions made and hence there is no significant
difference in the mean scores of all factors was found with respect to
Education.
Experience wise satisfaction towards Relationship with Superiors & subordinates
To study the effect of Experience (in Years), the distributions of sample
respondents according to experience the Satisfactions of the respondents are
shown in the following table 4.51. It could be noted from the table 4.51 that the
Satisfaction of Relationship with co-staff nurses shows with respect to the
Experience of below 5 years the mean score was (4.29 0.82), among the
195
Experience of 5 - 10 years the mean score was (4.41 0.87), among the
Experience of 10-15 years the mean score was (4.12 1.08) and among the
Experience of 15-25 years the mean score was (3.73 1.27).
The satisfaction about Communication flow between Senior Nurses &
Staff nurses shows with respect to the Experience of below 5 years the mean
score was (4.23 0.66), among the Experience of 5 - 10 years the mean
score was (4.09 0.74), among the Experience of 10-15 years the mean
score was (3.69 1.09) and among the Experience of 15-25 years the mean
score was (4.09 1.30). The satisfaction about Team spirit among staff
nurses shows with respect to the Experience of below 5 years the mean score
was (4.05 0.91), among the Experience of 5 - 10 years the mean score was
(3.87 1.00), among the Experience of 10-15 years the mean score was
(3.98 0.94) and among the Experience of 15-25 years the mean score was
(3.91 1.14).
The satisfaction about Response given by superior nurse for any
grievances or complaints made shows with respect to the Experience of below
5 years the mean score was (3.88 0.90), among the Experience of 5 - 10
years the mean score was (3.99 0.85), among the Experience of 10-15
years the mean score was (3.83 0.96) and among the Experience of 15-25
years the mean score was (3.45 1.04). The satisfaction about Response
given by management for any suggestions made shows with respect to the
Experience of below 5 years the mean score was (3.60 1.02), among the
Experience of 5 - 10 years the mean score was (3.89 0.94), among the
196
Experience of 10-15 years the mean score was (3.77 0.98) and among the
Experience of 15-25 years the mean score was (3.27 1.01). Further to test
the significant difference between the mean score among the respondents
with respect age the ANOVA test is used and the result is also shown in table
4.1. Since the P value is less than 0.01 regarding communication flow
between senior nurses & staff nurses and less than >0.05 regarding the
response given by management for any suggestions made and hence there is
highly significant difference in the mean scores regarding communication flow
between senior nurses & staff nurses and significant difference in the mean
scores regarding the response given by management for any suggestions
made was found with respect to Experience.
Thus, it is inferred from the above analysis that the maximum
Satisfaction of Relationship with co-staff nurses it was found among the
Experience of 5-10 yrs, about Communication flow between Senior Nurses &
Staff nurses it was found among the Experience of below 5yrs, about Team
spirit among staff nurses it was found among the Experience of below 5 yrs,
about response given by superior nurse for any grievance or complaints made
it was found among the Experience of 5-10 yrs and response given by
management for any suggestions made it was found among the Experience of
5-10 yrs.
197
Monthly Salary wise satisfaction towards Relationship with Superiors & subordinates
To study the effect of Monthly Salary, the distributions of sample
respondents according to Monthly Salary the Satisfactions of the respondents
are shown in the following table 4.52.
It could be noted from the table 4.52 that the Satisfaction of
Relationship with co-staff nurses shows among the monthly income of Below
5,000 the mean score was (4.23 0.94), among the monthly income of Rs
5,000 - 10,000 the mean score was (4.30 0.87), among the monthly income
of Rs 10,000 - 15,000 the mean score was (4.27 0.91) and among the
monthly income of Rs Above 15,000 the mean score was (4.17 1.09).
The Satisfaction of Communication flow between Senior Nurses & Staff
nurses shows among the monthly income of Below 5,000 the mean score was
(4.50 0.63), among the monthly income of Rs 5,000 - 10,000 the mean score
was (4.11 0.77), among the monthly income of Rs 10,000 - 15,000 the mean
score was (3.96 0.94) and among the monthly income of Rs Above 15,000
the mean score was (3.97 0.85).
The Satisfaction of Team spirit among staff nurses shows among the
monthly income of Below Rs 5,000 the mean score was (4.13 0.68), among
the monthly income of Rs 5,000 - 10,000 the mean score was (3.96 1.01),
among the monthly income of Rs 10,000 - 15,000 the mean score was
(4.0 0.82) and among the monthly income of Above Rs 15,000 the mean
score was (4.0 0.93).
198
The Satisfaction of Response given by superior nurse for any
grievances or complaints made shows among the monthly income of Below
5,000 the mean score was (3.97 0.76), among the monthly income of Rs
5,000 - 10,000 the mean score was (3.87 0.92), among the monthly income
of Rs 10,000 - 15,000 the mean score was (3.96 0.92) and among the
monthly income of above Rs 15,000 the mean score was (3.73 0.91).
Table 4.52 Monthly Salary wise satisfaction towards Relationship with Superiors &
subordinates
Factors
Monthly Salary
ANOVA p Below 5,000 5,000 -10,000 10,000 - 15,000 Above 15,000
Mean SD Mean SD Mean SD Mean SD Relationship with co-staff nurses
4.23 0.94 4.3 0.87 4.27 0.91 4.17 1.09 0.21 0.887
Communication flow between Senior Nurses & Staff nurses
4.5 0.63 4.11 0.77 3.96 0.94 3.97 0.85 3.33 0.020*
Team spirit among staff nurses
4.13 0.68 3.96 1.01 4 0.82 4.03 0.93 0.31 0.819
Response given by superior nurse for any grievances or complaints made
3.97 0.76 3.87 0.92 3.96 0.92 3.73 0.91 0.51 0.674
Response given by management for any suggestions made
4.1 0.84 3.58 1.02 3.8 0.95 3.8 1 2.89 0.035*
*Significant at 5 %
The Satisfaction of Response given by management for any
suggestions made shows among the monthly income of Below Rs 5,000 the
mean score was (4.10 0.84), among the monthly income of Rs 5,000 -
10,000 the mean score was (3.58 1.02), among the monthly income of Rs
199
10,000 - 15,000the mean score was (3.80 0.95) and among the monthly
income of above Rs15,000 the mean score was (3.80 1.00).
Thus, it is inferred from the above analysis that the maximum
Satisfaction of Relationship with co-staff nurses it was found among the
monthly income of Rs 5,000-10,000, about Communication flow between
Senior Nurses & Staff nurses it was found among the monthly income of Rs
5,000-10,000, about Team spirit among staff nurses it was found among the
monthly income of below Rs 5,000, about Response given by superior
nurse for any grievances or complaints made it was found among the monthly
income of Rs 10,000-15,000, about Response given by management for any
suggestions made it was found among the monthly income of below Rs 5,000.
Further to test the significant difference between the mean score among
the respondents with respect Monthly Salary the ANOVA test is used and the
result is also shown in table 4.52. Since the P value is greater than 0.05
regarding Relationship with co-staff nurses, Communication flow between
Senior Nurses & Staff nurses, team spirit among staff nurses, Response given
by superior nurse for any grievances or complaints made and response given
by management for any suggestions made and hence there is no significant
difference in the mean scores was found regarding all the factors with respect
to Monthly Salary.
200
Number of Dependents wise satisfaction towards Relationship with Superiors & subordinates
To study the effect of Number of Dependents, the distributions of
sample respondents according to Number of Dependents the Satisfactions of
the respondents are shown in the following table 4.53.
It could be noted from the table 4.53 that the Satisfaction of
Relationship with co-staff nurses shows among the Number of Dependent of 1
– 3 the mean score was (4.27 0.93), among the Number of Dependent of 4 –
6 the mean score was (4.30 0.87) and among the Number of Dependent of
above 6 the mean score was (4.24 0.87).
Table 4.53 Number of Dependents wise satisfaction towards Salary and Pay
Particulars
Number of Dependents
ANOVA p 1-3 4-6 Above 6
Mean SD Mean SD Mean SD
Relationship with co-staff nurses 4.27 0.93 4.3 0.87 4.24 0.87 0.07 0.931
Communication flow between Senior Nurses & Staff nurses
4.12 0.86 4.05 0.77 4.22 0.7 0.74 0.48
Team spirit among staff nurses 3.98 0.95 3.92 1.01 4.22 0.7 1.66 0.191
Response given by superior nurse for any grievances or complaints made
3.91 0.89 3.95 0.93 3.61 0.86 2.53 0.081
Response given by management for any suggestions made
3.75 1 3.66 1.04 3.52 0.91 1.03 0.358
201
The Satisfaction of Communication flow between Senior Nurses & Staff
nurses shows among the Number of Dependent of 1 – 3 the mean score was
(4.12 0.86), among the Number of Dependent of 4 – 6 the mean score was
(4.05 0.77) and among the Number of Dependent of above 6 the mean
score was (4.22 0.70).
The Satisfaction of Team spirit among staff nurses shows among the
Number of Dependent of 1 – 3 the mean score was (3.98 0.95), among the
Number of Dependent of 4 – 6 the mean score was (3.92 1.01) and among
the Number of Dependent of above 6 the mean score was (4.22 0.70).
The Satisfaction of Response given by superior nurse for any
grievances or complaints made shows among the Number of Dependent of 1
– 3 the mean score was (3.91 0.86), among the Number of Dependent of 4 –
6 the mean score was (3.95 0.93) and among the Number of Dependent of
above 6 the mean score was (3.61 0.86).
The Satisfaction of Response given by management for any
suggestions made shows among the Number of Dependent of 1 – 3 the mean
score was (3.75 1.00), among the Number of Dependent of 4 – 6 the mean
score was (3.66 1.04) and among the Number of Dependent of above 6 the
mean score was (3.52 0.91).
Thus, it is inferred from the above analysis that the maximum
Satisfaction of Relationship with co-staff nurses it was found among the
Number of Dependents of 1-3, about Communication flow between Senior
Nurses & Staff nurses it was found among the Number of Dependents of
202
above 6, about Team spirit among staff nurses it was found among the
Number of Dependents of above 6, about Response given by superior nurse
for any grievances or complaints made it was found among the Number of
Dependents of 4-6, about Response given by management for any
suggestions made it was found among the Number of Dependents of 1-3.
Further to test the significant difference between the mean score among
the respondents with respect Number of Dependents the ANOVA test is used
and the result is also shown in table 4.53. Since the P value is greater than
0.05 regarding Relationship with co-staff nurses, Communication flow
between Senior Nurses & Staff nurses, team spirit among staff nurses,
Response given by superior nurse for any grievances or complaints made and
Response given by management for any suggestions made and hence there
is no significant difference in the mean scores was found regarding all the
factors with respect to Number of Dependents.
4.5.5 Opinion about Facing Physical / Mental Harassment from Superiors or Co-Staff
The Opinion about Facing Physical / Mental Harassment from Superiors
or Co-Staff with respect to the profile of respondent namely Gender, Marital
status, Age (in Years), Educational Qualification, Experience (in Years),
Monthly Salary (in Rs) & Number of Dependents was analyzed in this section
and result is shown in table.4.53.
The Table 4.53 shows that 22.2 % of the respondent stated as
Sometimes, 30.6 % of the respondent stated as Rarely, 25.2 % of the
203
respondent stated as Never, 15.6 % of the respondent stated as Often and 6.3
% of the respondent stated as very often Facing Physical / Mental
Harassment from Superiors or Co-Staff.
204
Hence majority of the respondent stated as Rarely Facing Physical /
Mental Harassment from Superiors or Co-Staff.
In order to find the association between the Opinion about Facing
Physical / Mental Harassment from Superiors or Co-Staff and the profile of the
respondent chi-square test was used and result of the test is shown in
table.4.54
Table 4.55 – Opinion about Facing Physical / Mental Harassment from Superiors or Co-Staff-
Chi square Test
Profile of the respondent Value df p Sig.
Gender 2.9 4 0.574 Not Significant
Marital status 10.44 4 0.034 Not Significant
Age 18.66 8 0.017 Significant
Educational Qualification 8.44 8 0.392 Not Significant
Experience (in Years) 21.35 12 0.045 Significant
Monthly Salary 19.44 12 0.078 Not Significant
Number of Dependents 9.87 8 0.274 Not Significant
It is noted from the table 4.55 that the p value is greater than 0.05 for
the all profile of the respondent viz Gender, marital status, age, educational
205
qualification, experience, monthly salary and Number of dependents it is
concluded that there is no significant association was found between the
profile of the respondent of a Gender, marital status, age, educational
qualification, experience, monthly salary and Number of dependents and
Opinion about Facing Physical / Mental Harassment from Superiors or Co-
Staff.
4.5.6 Opinion about Behavior of Supervisor / Co-staff towards
The Opinion about Behavior of Supervisor / Co-staff towards with
respect to the profile of respondent namely Gender, Marital status, Age (in
Years), Educational Qualification, Experience (in Years), Monthly Salary (in
Rs) & Number of Dependents was analyzed in this section and result is shown
in table.4.56.
The Table 4.56 shows that 12.6 % of the respondent stated as “Giving
Assistance for the time being”.
In order to find the association between the Opinion about Behavior of
Supervisor / Co-staff towards and the profile of the respondent chi-square test
was used and result of the test is shown in table.4.57.
It is noted from the table 4.57 that the p value is less than 0.05 only for
the profile of Educational Qualification, Number of Dependents the results is
significant at 5% level.
206
207
From the analysis it is concluded that there is significant association
was found between the Educational Qualification, Number of Dependents of
the respondent and Opinion about Behavior of Supervisor / Co-staff towards.
Table 4.57 – Opinion about Behavior of Supervisor / Co-staff towards- Chi square Test
Profile of the respondent Value df p Sig.
Gender 4.09 4 0.394 Not Significant
Marital status 8.9 4 0.064 Not Significant
Age 8.48 8 0.388 Not Significant
Educational Qualification 21.1 8 0.007 Highly Significant
Experience (in Years) 20.85 12 0.053 Not Significant
Monthly Salary 20.54 12 0.057 Not Significant
Number of Dependents 17.72 8 0.023 Significant
SECTION 6: MISCELLANEOUS
In this section Quality of work life relating to Opinion about working in
night shifts is affecting family affairs, Opinion about the present Quality of the
Food & Canteen facility, Hospital management arranges for any refreshments
in between working hours, Prefer to stay in the same organization, Prefer the
hospital to arrange for any Yoga or Meditation sessions to ease out stress,
Intend to leave the hospital & Reason to leave the hospital are analyzed.
4.6.1 Opinion about Working in night shifts is affecting family affairs
The Opinion about Working in night shifts is affecting family affairs with
respect to the profile of respondent namely Gender, Marital status, Age (in
Years), Educational Qualification, Experience (in Years), Monthly Salary (in
Rs) & Number of Dependents was analyzed in this section and result is shown
in table.4.58.
208
209
The Table shows that the Opinion about Working in night shifts is
affecting family affairs for 21 % of the respondent is “Sometimes”, 30% of the
respondent stated “Rarely”, 25.8 % of the respondent stated as “Never”, 13.2
% of the respondent stated as “Often” and 9.9 % of the respondent stated
“Very Often”.
Hence majority of the respondent stated the Opinion about Working in
night shifts is affecting family affairs is Rarely.
In order to find the association between the Opinions about Working in
night shifts is affecting family affairs and the profile of the respondent chi-
square test was used and result of the test is shown in table.4.59.
Table 4.59 – Opinion about Working in night shifts is affecting family affairs - Chi square Test
Profile of the respondent Chi square Value df p Sig.
Gender 3.04 4 0.55 Not Significant
Marital status 8.86 4 0.07 Not Significant
Age 10.91 8 0.21 Not Significant
Educational Qualification 7.06 8 0.53 Not Significant
Experience(in Years) 11.29 12 0.5 Not Significant
Monthly Salary 17.74 12 0.12 Not Significant
Number of Dependents 11.99 8 0.15 Not Significant
It is noted from the table 4.59 that the p value is greater than 0.05 for
the all profile of the respondent it is concluded that there is no significant
210
association was found between all the profile of the respondent and Opinion
about Working in night shifts is affecting family affairs.
4.6.2 Opinion about Present Quality of the Food & Canteen facility
The Opinion about Present Quality of the Food & Canteen facility with
respect to the profile of respondent namely Gender, Marital status, Age (in
Years), Educational Qualification, Experience (in Years), Monthly Salary (in
Rs) & Number of Dependents was analyzed in this section and result is shown
in table.4.60.
The Table shows that the Opinion about Present Quality of the Food &
Canteen facility for 15 % of the respondent is “Satisfactory”, 32.4 % of the
respondent stated “Good”, 18.3 % of the respondent stated “good but still be
improved”, 15.9 % of the respondent stated as “Bad” and 18.3 % of the
respondent stated the Opinion about Present Quality of the Food & Canteen
facility as “Worst”. Hence majority of the respondent stated the Opinion about
Present Quality of the Food & Canteen facility is Good.
In order to find the association between the Opinions about Present
Quality of the Food & Canteen facility and the profile of the respondent chi-
square test was used and result of the test is shown in table.4.61.
211
212
It is noted from the table 5.61 that the p value is less than 0.05 for the
profile of Gender, Marital status, Age, Experience (in Years), Monthly Salary,
Number of Dependents, it is concluded that there is significant association
was found between the profile of the respondent of Gender, Marital status,
Age, Experience (in Years), Monthly Salary, Number of Dependents and
Opinion about Present Quality of the Food & Canteen facility.
Table 4.61 – Opinion about Present Quality of the Food & Canteen facility - Chi square Test
Profile of the respondent Value df p Sig.
Gender 9.59 4 0.048 Significant
Marital status 10.16 4 0.038 Significant
Age 18.55 8 0.017 Significant
Educational Qualification 8.29 8 0.406 Not Significant
Experience (in Years) 24.84 12 0.016 Significant
Monthly Salary 36.43 12 0 Highly Significant
Number of Dependents 45.58 8 0 Highly Significant
4.6.3 Opinion about Hospital management arranges for any refreshments in between working hours
The Opinion about Hospital management arranges for any refreshments
in between working hours with respect to the profile of respondent namely
Gender, Marital status, Age (in Years), Educational Qualification, Experience
(in Years), Monthly Salary (in Rs) & Number of Dependents was analyzed in
this section and result is shown in table.4.62.
213
214
The Table shows that the Opinion about Hospital management
arranges for any refreshments in between working hours is 73.6 % of the
respondent stated as “Hospital management arranges refreshment” and 26.4
% of the respondent stated as “Hospital management not arranges
refreshments”.
Hence majority of the respondent stated that Hospital management
arranges refreshment in between the working hours.
In order to find the association between the Opinions about Hospital
management arranges for any refreshments in between working hours and
the profile of the respondent chi-square test was used and result of the test is
shown in table.4.63.
Table 4.63 – Opinion about Hospital management arranges for any refreshments in between
working hours - Chi square Test
Profile of the respondent Value df P Sig.
Gender 4.88 1 0.027 Significant
Marital status 0.01 1 0.908 Not Significant
Age 4.99 2 0.083 Not Significant
Educational Qualification 0.58 2 0.747 Not Significant
Experience (in Years) 2.68 3 0.443 Not Significant
Monthly Salary 6.19 3 0.103 Not Significant
Number of Dependents 43.35 2 0.000 Highly Significant
It is noted from the table 4.63 that the p value is less than 0.05 for
Gender & Number of Dependents of the respondent it is concluded that there
is significant association was found between gender, number of dependents
215
and Opinion about Hospital management arranges for any refreshments in
between working hours.
4.6.4 Opinion about Preferring the hospital to arrange for any Yoga or Meditation sessions to ease out stress
The Opinion about Preferring the hospital to arrange for any Yoga or
Meditation sessions to ease out stress with respect to the profile of
respondent namely Gender, Marital status, Age (in Years), Educational
Qualification, Experience (in Years), Monthly Salary (in Rs) & Number of
Dependents was analyzed in this section and result is shown in table.4.64.
216
The Table shows that the majority 76.9 % of the respondents preferring
the hospital to arrange for Yoga or Meditation sessions to ease out stress.
In order to find the association between the Opinions about Personal life
affairs is interfering in the performance of work and the profile of the
respondent chi-square test was used and result of the test is shown in
table.4.65.
Table 4.65 – Opinion about Preferring the hospital to arrange for any Yoga or Meditation
sessions to ease out stress - Chi square Test
Profile of the respondent
Value df P Sig.
Gender 0.05 1 0.818 Not Significant
Marital status 2.24 1 0.135 Not Significant
Age 8.36 2 0.015 Significant
Educational Qualification 0.12 2 0.943 Not Significant
Experience (in Years) 3.44 3 0.328 Not Significant
Monthly Salary 4.68 3 0.197 Not Significant
Number of Dependents 33.68 2 0 Highly Significant
It is noted from the table 4.65 that the p value is less than 0.05 for the
profile of the respondent of age and less than 0.01 for Number of dependents
it is concluded that there is significant & highly significant association was
found between age & number of dependents and Opinion about Preferring the
hospital to arrange for any Yoga or Meditation sessions to ease out stress.
217
SECTION 7: Satisfaction towards Organizational commitment factors
The Table No.4.66 describes the level of Satisfaction towards
Organizational commitment factors. The level of satisfaction was observed
over the factors of “Getting Good salary compared to other hospitals, Feeling
Pride of working for the hospital, Feeling of attachment and Oneness towards
the organization, Having satisfaction in the Job & Having Carrier &
Promotional opportunities”.
Friedman Test- Factors influencing Satisfaction towards Organizational commitment factors
Table :4.66 Opinion of the respondents towards the reason for working in the hospitals
Factors SDA DA N A SA
Mean SD Mean Rank
Reliability N N N N N
Feeling pride in getting good salary compared to other hospitals
156 75 11 3 10
1.57 0.94 3.83
0.68
-61.2 -29 (4.3.) -1.2 -3.9
Feeling Pride of working for the hospital
8 21 77 71 78 3.75 1.08 3.76
-3.1 -8.2 -30.2 -27.8 -30.6
Feeling of attachment and Oneness towards the organization
4 14 74 103 60 3.79 0.92 3.72
-1.6 -5.5 -29 -40.4 -23.5
Having satisfaction in the Job
30 60 46 52 67 3.26 1.38 3.24
-11.8 -24 -18 -20.4 -26.3
Having Carrier & Promotional opportunities
54 81 46 19 55 2.76 1.43 2.75
-21.1 -32 -18 -7.5 -21.6
*Figures in the parenthesis indicate as percentage of the total.
218
In order to identify the most influenced commitment factor, the
Friedman’s test was used and the results were also given in Table 4.66. It
reveals that among the various factors “Feeling pride in getting good salary
compared to other hospitals” was ranked first. It is followed by “Feeling Pride
in working for the hospital, Feeling of attachment and Oneness towards the
hospital, and having satisfaction in the Job” was ranked fourth and the
reliability is 0.68.
4.7.1 Organizational commitment with respect to demographic variables - Average score analysis
In this section the organizational commitment is analyzed with respect
to the demographic variables Age, Gender, Educational Status, Experience (in
Years), Monthly Salary, Number of Dependents was analyzed in this section.
Null Hypothesis: There is no significant difference between the mean
scores regarding organizational commitment with respect to the selected
demographic variables.
Age wise organizational commitment
To study the effect of Age of the respondents, the distributions of
sample respondents according to Age the Satisfactions of the respondents are
shown in the following table 4.67.
It could be noted from the table 4.67 that the Organizational
commitment towards Getting Good salary compared to other hospitals among
the age group of 20 - 30 years the mean score was (1.51 0.91), among the
219
age group of 31 - 40 years the mean score was (1.72 1.62), among the age
group of 41 & Above years the mean score was (1.60 0.70).
The Organizational commitment towards Feeling Pride of working for
the organization shows with respect to the age group of 20 - 30 years the
mean score was (3.67 1.14), among the age group of 31 - 40 years the
mean score was (3.97 0.88), among the age group of 41 & Above years the
mean score was (3.50 1.08).
Table 4.67 Age wise organizational commitment
Organizational commitment factors
AgeANOVA p 20 – 30 31 – 40 41 & Above
Mean SD Mean SD Mean SDFeeling Pride in getting Good salary compared to other hospitals
1.51 0.9 1.72 1.02 1.6 0.7 1.2 0.3
Feeling Pride in working for the hospital
3.67 1.1 3.97 0.88 3.5 1.1 2.17 0.12
Feeling of attachment and Oneness towards the hospital
3.8 0.9 3.81 0.92 3.5 0.5 0.51 0.6
Having satisfaction in the Job
3.23 1.4 3.29 1.41 3.5 1.7 0.21 0.81
Having Carrier & Promotional opportunities
2.85 1.4 2.47 1.43 3.2 1.9 2.25 0.11
The Organizational commitment towards Feeling of attachment and
Oneness towards the hospital shows with respect to the age group of 20 - 30
years the mean score was (3.80 0.94), among the age group of 31 - 40
years the mean score was (3.81 0.92), among the age group of 41 & Above
years the mean score was (3.50 0.53).
The Organizational commitment towards Having satisfaction in the Job
shows with respect to the age group of 20 - 30 years the mean score was
(3.23 1.36), among the age group of 31 - 40 years the mean score was
220
(3.29 1.41), among the age group of 41 & Above years the mean score was
(3.50 1.65).
The Organizational commitment towards Having Carrier & Promotional
opportunities shows with respect to the age group of 20 - 30 years the mean
score was (2.85 1.39), among the age group of 31 - 40 years the mean
score was (2.47 1.43), among the age group of 41 & Above years the mean
score was (3.20 1.93).
Thus, it is inferred from the above analysis that the maximum
Organizational commitment towards Getting Good salary compared to other
hospitals it was found among the age group of 31 - 40 yrs, about
Organizational commitment towards Feeling Pride in working for the hospital
was found among the age group of 41 & above, about Organizational
commitment towards Feeling of attachment and Oneness towards the
organization it was found among the age group of 31-40, about Organizational
commitment towards Having satisfaction in the Job for extra hours of working
it was found among the age group of 31-40.
Further to test the significant difference between the mean score among
the respondents with respect to age the ANOVA test is used and the result is
also shown in table 4.67. Since the P value is less than 0.05 regarding Getting
Good salary compared to other hospitals and hence there is significant
difference in the mean scores with respect to age.
221
Gender wise organizational commitment
To study the effect of Gender, the distributions of sample respondents
according to Gender the Satisfactions of the respondents are shown in the
following table 4.68.
It could be noted from the table 4.68 that the Organizational
commitment towards Getting Good salary compared to other hospitals among
the Male respondents the mean score was (1.62 0.88) and among the
female respondents the mean score was (1.55 0.97).
The Organizational commitment towards Feeling Pride in working for
multi-speciality hospital shows with respect to the Male respondents the mean
score was (3.77 1.03) and among the female respondents the mean score
was (3.73 1.10).
The satisfaction about Feeling of attachment and Oneness towards the
hospital shows with respect to the Male respondents the mean score was
(3.75 0.93) and the Organizational commitment towards Feeling of
attachment and Oneness towards the hospital among the female respondents
the mean score was (3.81 0.92).
The Organizational commitment towards Having satisfaction in the Job
shows with respect to the Male respondents the mean score was (3.11 1.46)
and the satisfaction about Response given by management for any
suggestions made of working among the female respondents the mean score
was (3.33 1.34).
222
Table 4.68 Gender wise organizational commitment
Organizational commitment towards Gender
t p Male Female Mean SD Mean SD
Feeling Pride in getting Good salary compared to other hospitals
1.62 0.88 1.55 0.97 0.56 0.579
Feeling Pride in working for the hospital 3.77 1.03 3.73 1.1 0.3 0.766
Feeling of attachment and Oneness towards the hospital
3.75 0.93 3.81 0.92 0.46 0.642
Having satisfaction in the Job 3.11 1.46 3.33 1.34 1.23 0.219
Having Carrier & Promotional opportunities 2.74 1.53 2.78 1.39 0.21 0.836
The Organizational commitment towards Having Carrier & Promotional
opportunities shows with respect to the Male respondents the mean score was
(2.74 1.53) and the satisfaction about Response given by management for
any suggestions made of working among the female respondents the mean
score was (2.78 1.39).
Thus, it is inferred from the above analysis that the maximum
Organizational commitment towards Getting Good salary compared to other
hospitals was found among female respondents, about Organizational
commitment towards Feeling Pride in working for the hospital it was found
among male, about Organizational commitment towards Feeling of attachment
and Oneness towards the hospital it was found among female and about
Organizational commitment towards Having satisfaction in the Job it was
found among female respondents.
Further to test the significant difference between the mean score among
the respondents with respect Gender the Student’s Independent t test is used
and the result is also shown in table 4.68. Since the P value is greater than
223
0.05 regarding Getting Good salary compared to other hospitals, Feeling Pride
in working for the hospital, Feeling of attachment and Oneness towards the
hospital and Having satisfaction in the Job and hence there is no significant
difference in the mean scores was found with respect to Gender.
Marital status wise organizational commitment
To study the effect of Marital status, the distributions of sample
respondents according to Marital status the Satisfactions of the respondents
are shown in the following table 4.69.
It could be noted from the table 4.69 that the Organizational
commitment towards Getting Good salary compared to other hospitals among
the Married respondents the mean score was (1.70 1.05) and among the
unmarried respondents the mean score was (1.50 0.86).
The Organizational commitment towards Feeling Pride in working for
the hospital shows with respect to the Married respondents the mean score
was (3.81 0.91) and among the unmarried respondents the mean score was
(3.71 1.16).
The Organizational commitment towards Feeling of attachment and
Oneness towards the hospital shows with respect to the Married respondents
the mean score was (3.83 0.89) and the Organizational commitment
towards Feeling of attachment and Oneness towards the hospital among the
unmarried respondents the mean score was (3.77 0.94).
224
Table 4.69 Marital status wise organizational commitment
Organizational commitment
Marital status
t p Married Unmarried
Mean SD Mean SD
Feeling Pride in getting Good salary compared to other hospitals
1.7 1.05 1.5 0.86 1.64 0.102
Feeling Pride in working for the hospital 3.81 0.91 3.71 1.16 0.69 0.492
Feeling of attachment and Oneness towards the hospital 3.83 0.89 3.77 0.94 0.52 0.602
Having satisfaction in the Job 3.32 1.42 3.22 1.36 0.56 0.577
Having Carrier & Promotional opportunities 2.67 1.47 2.82 1.41 0.83 0.409
The Organizational commitment towards Having satisfaction in the Job
shows with respect to the Married respondents the mean score was
(3.32 1.42) and the satisfaction about Response given by management for
any suggestions made of working among the unmarried respondents the
mean score was (3.22 1.36).
The Organizational commitment towards Having Carrier & Promotional
opportunities shows with respect to the Married respondents the mean score
was (2.67 1.47) and the satisfaction about Response given by management
for any suggestions made of working among the unmarried respondents the
mean score was (2.82 0.83).
Thus, it is inferred from the above analysis that the maximum
Organizational commitment towards Getting Good salary compared to other
hospitals was found among married respondents, about Organizational
commitment towards Feel Pride in working for the hospital, it was found
among married, about Organizational commitment towards Feeling of
attachment and Oneness towards the hospital it was found among married
225
and about Organizational commitment towards Having satisfaction in the Job
it was found among married respondents.
Further to test the significant difference between the mean score among
the respondents with respect Marital status the Student’s Independent t test is
used and the result is also shown in table 4.69. Since the P value is greater
than 0.05 regarding Organizational commitment factors there is no significant
difference in the mean scores was observed with respect to marital status.
Education wise organizational commitment
To study the effect of Education, the distributions of sample
respondents according to Education the Satisfactions of the respondents are
shown in the following table 4.70. It could be noted from the table 4.70 that the
Organizational commitment towards Getting Good salary compared to other
hospitals shows among the Education group of Technical Education the mean
score was (1.55 0.96), among the post graduation the mean score was
(1.59 0.87) and the mean score among the under graduation was
(1.69 1.08).
Table 4.70 Education wise organizational commitment
Organizational commitment factors
Educational Qualification
ANOVA p Technical education
UG PG
Mean SD Mean SD Mean SD
Feeling Pride in getting Good salary compared to other hospitals
1.55 0.96 1.59 0.87 1.69 1.08 0.17 0.84
Feeling Pride in working for the hospital 3.8 1.07 3.64 1.08 3.75 1.13 0.62 0.54
Feeling of attachment and Oneness towards the hospital
3.84 0.95 3.77 0.82 3.38 1.09 1.89 0.153
Having satisfaction in the Job 3.21 1.35 3.4 1.41 3.06 1.53 0.7 0.498
Having Carrier & Promotional opportunities
2.74 1.39 2.75 1.5 3.06 1.61 0.37 0.693
226
The Organizational commitment towards Feel Pride of working in the
hospital shows among the Education group of Technical education the mean
score was (3.80 1.07), among the under graduation the mean score was
(3.64 1.08) and the mean score among the post graduation was
(3.75 1.13).
The Organizational commitment towards Feeling of attachment and
Oneness towards the hospital shows among the Education group of technical
education the mean score was (3.84 0.95), among the under graduation the
mean score was (3.77 0.82) and the mean score among the post graduation
was (3.38 1.09).
The Organizational commitment towards having satisfaction in the Job
shows among the Education group of technical education the mean score was
(3.21 1.35), among the under graduation the mean score was (3.40 1.41)
and the mean score among the under graduation was (3.06 1.53).
The Organizational commitment towards having Carrier & Promotional
opportunities shows among the Education group of technical education the
mean score was (2.74 1.39), among the under graduation the mean score
was (2.75 1.50) and the mean score among the post graduation was
(3.06 1.61).
Thus, it is inferred from the above analysis that the maximum
Organizational commitment towards Getting Good salary compared to other
hospitals it was found among the technical education, about Organizational
commitment towards Feeling Pride in working for the hospital it was found
227
among the technical education, about Organizational commitment towards
Feeling of attachment and Oneness towards the hospital it was found among
the Education group of technical education, about Organizational commitment
towards Having satisfaction in the Job it was found among the Education
group of Under Graduation.
Further to test the significant difference between the mean score among
the respondents with respect Education the ANOVA test is used and the result
is also shown in table 4.70. Since the P value is less than 0.05 regarding
Organizational commitment towards Getting Good salary compared to other
hospitals, and Feeling of attachment and Oneness towards the hospital and
hence there is significant difference in the mean scores found with respect to
Education. Similarly P value is greater than 0.05 regarding Organizational
commitment towards Safety and healthy aspects and having satisfaction in the
Job and hence there is no significant difference in the mean scores found with
respect to Education.
Experience wise organizational commitment
To study the effect of Experience (in Years), the distributions of sample
respondents according to experience the Satisfactions of the respondents are
shown in the following table 4.71. It could be noted from the table 4.71 that the
Organizational commitment towards Getting Good salary compared to other
hospitals shows with respect to the Experience of below 5 years the mean
score was (1.52 1.01), among the Experience of 5 - 10 years the mean
score was (1.42 0.59), among the Experience of 10 - 15 years the mean
228
score was (1.95 1.03) and among the Experience of 15-25 years the mean
score was (1.60 0.89).
The Organizational commitment towards Feel Pride in working for the
hospital shows with respect to the Experience of below 5 years the mean
score was (3.69 1.12), among the Experience of 5 - 10 years the mean
score was (3.67 1.01), among the Experience of 10 - 15 years the mean
score was (4.00 .099) and among the Experience of 15 - 25 years the mean
score was (4.00 1.41).
The Organizational commitment towards Feeling of attachment and
Oneness towards the hospital shows with respect to the Experience of below
5 years the mean score was (3.77 0.98), among the Experience of 5 - 10
years the mean score was (3.88 0.83), among the Experience of 10 - 15
years the mean score was (3.77 0.80) and among the Experience of 15-25
years the mean score was (3.20 1.30).
Table 4.71 Experience (Yrs) wise organizational commitment
Organizational commitment factors
Experience (in Years)
ANOVA p Below 5 5-10 10-15 15 - 25
Mean SD Mean SD Mean SD Mean SD
Feeling Pride in getting Good salary compared to other hospitals
1.52 1.01 1.42 0.59 1.95 1.03 1.6 0.89 3.22 0.02
Feeling Pride in working for the hospital 3.69 1.12 3.67 1.01 4 0.99 4 1.41 1.14 0.33
Feeling of attachment and Oneness towards the hospital
3.77 0.98 3.88 0.83 3.77 0.8 3.2 1.3 0.89 0.45
Having satisfaction in the Job 3.25 1.36 3.28 1.4 3.34 1.46 2.6 1.14 0.44 0.73
Having Carrier & Promotional opportunities
2.88 1.33 2.84 1.49 2.25 1.54 3 1.87 2.35 0.07
** Highly Significant
229
The Organizational commitment towards Having satisfaction in the Job
shows with respect to the Experience of below 5 years the mean score was
(3.25 1.36), among the Experience of 5 - 10 years the mean score was
(3.28 1.40), among the Experience of 10 - 15 years the mean score was
(3.34 1.46) and among the Experience of 15-25 years the mean score was
(2.60 1.14).
The Organizational commitment towards Having Carrier & Promotional
opportunities shows with respect to the Experience of below 5 years the mean
score was (2.88 1.33), among the Experience of 5 - 10 years the mean
score was (2.84 1.49), among the Experience of 10 - 15 years the mean
score was (2.25 1.45) and among the Experience of 15-25 years the mean
score was (3.00 1.87).
Thus, it is inferred from the above analysis that the maximum
Organizational commitment towards Getting Good salary compared to other
hospitals it was found among the Experience of 10 - 15 years, about
Organizational commitment towards Feel Pride in working for the hospital it
was found among the Experience of 10 - 15 years, about Organizational
commitment towards Feeling of attachment and Oneness towards the hospital
it was found among the Experience of 10 - 15 years and about Organizational
commitment towards Having satisfaction in the Job it was found among the
Experience of 5 - 10 years.
Further to test the significant difference between the mean score among
the respondents with respect age the ANOVA test is used and the result is
230
also shown in table 4.71. Since the P value is less than 0.05 regarding Getting
Good salary compared to other hospitals and hence there is highly significant
difference in the mean scores with respect to Experience.
Monthly Salary wise organizational commitment
To study the effect of Monthly Salary, the distributions of sample
respondents according to Monthly Salary the Satisfactions of the respondents
are shown in the following table 4.72.
It could be noted from the table 4.72 that the Organizational
commitment towards Getting Good salary compared to other hospitals shows
among the monthly income of Below Rs 5,000 the mean score was
(19.30 4.79), among the monthly income of Rs 5,000 - 10,000 the mean
score was (18.28 5.44), among the monthly income of Rs 10,000 - 15,000
the mean score was (19.16 5.15) and among the monthly income of above
Rs 15,000 the mean score was (17.96 6.34).
The Organizational commitment towards Feel Pride in working for the
hospital shows among the monthly income of Rs Below 5,000 the mean score
was (22.74 4.28), among the monthly income of Rs 5,000 - 10,000 the mean
score was (21.96 5.52), among the monthly income of Rs 10,000 - 15,000
the mean score was (22.34 4.81) and among the monthly income of Above
Rs15,000 the mean score was (21.37 5.12).
The Organizational commitment towards Feeling of attachment and
Oneness towards the hospital shows among the monthly income of Below Rs
5,000 the mean score was (10.52 3.13), among the monthly income of Rs
231
5,000 - 10,000 the mean score was (10.96 3.16), among the monthly income
of Rs 10,000 - 15,000 the mean score was (11.40 2.84) and among the
monthly income of Above Rs 15,000 the mean score was (10.30 4.55).
The Organizational commitment towards Having satisfaction in the Job
shows among the monthly income of below Rs 5,000 the mean score was
(3.08 1.53), among the monthly income of Rs 5,000 - 10,000 the mean score
was (3.18 1.35), among the monthly income of Rs 10,000 - 15,000 the mean
score was (3.57 1.42) and among the monthly income of above Rs 15,000
the mean score was (3.53 1.28).
Table 4.72 Monthly Salary wise organizational commitment
Organizational commitment
factors
Monthly Salary
ANOVA p Below 5,000
5,000 - 10,000
10,000 - 15,000
Above 15,000
Mean SD Mean SD Mean SD Mean SD
Feeling Pride in getting Good salary compared to other hospitals
1.60 0.76 1.53 0.95 1.50 0.76 2.18 1.29 2.64 0.050
Feeling Pride in working for the hospital
3.64 1.15 3.70 1.11 3.89 0.89 4.00 1.12 0.75 0.521
Feeling of attachment and Oneness towards the hospital
3.76 0.93 3.79 0.94 3.95 0.71 3.35 1.06 1.78 0.152
Having satisfaction in the Job
3.08 1.53 3.18 1.35 3.57 1.42 3.53 1.28 1.30 0.276
Having Carrier & Promotional opportunities
3.00 1.55 2.91 1.40 2.52 1.42 1.59 1.06 5.31 0.001
The Organizational commitment towards Having Carrier & Promotional
opportunities shows among the monthly income of below Rs 5,000 the mean
score was (3.00 1.55), among the monthly income of Rs 5,000 - 10,000 the
232
mean score was (2.91 1.40), among the monthly income of Rs 10,000 -
15,000the mean score was (2.52 1.42) and among the monthly income of
above Rs 15,000the mean score was (1.59 1.06).
Thus, it is inferred from the above analysis that the maximum
Organizational commitment towards Getting Good salary compared to other
hospitals it was found among the monthly income of below Rs 5,000, about
Organizational commitment towards Feel Pride in working for the hospital it
was found among the monthly income of below 5,000, about Organizational
commitment towards Feeling of attachment and Oneness towards the hospital
it was found among the monthly income of Rs 10,000-15,000, about
Organizational commitment towards Having satisfaction in the Job it was
found among the monthly income of below Rs 5,000.
Further to test the significant difference between the mean score among
the respondents with respect Monthly Salary the ANOVA test is used and the
result is also shown in table 4.72. Since the P value is greater than 0.05
regarding Organizational commitment towards Getting Good salary compared
to other hospitals, Organizational commitment towards Feeling Pride in
working for the hospital, Feeling of attachment and Oneness towards the
hospital & Organizational commitment towards Having satisfaction in the Job
and hence there is no significant difference in the mean scores with respect to
Monthly Salary.
233
Number of Dependents wise organizational commitment
To study the effect of Number of Dependents, the distributions of
sample respondents according to Number of Dependents the Satisfactions of
the respondents are shown in the following table 4.73.
It could be noted from the table 4.73 that the Organizational
commitment towards Getting Good salary compared to other hospitals shows
among the Number of Dependent of 1 – 3 the mean score was (1.47 0.81),
among the Number of Dependent of 4 – 6 the mean score was (1.64 1.01)
and among the Number of Dependent of above 6 the mean score was
(2.15 1.28).
Table 4.73 Number of Dependents wise organizational commitment
Organizational commitment
factors
Number of Dependents ANOVA p
1 – 3 4 – 6 Above 6 Mean SD Mean SD Mean SD
Feeling Pride in getting Good
salary compared to other hospitals
1.47 0.81 1.64 1.01 2.15 1.28 3.71 0.026
Feeling Pride in working for the
hospital 3.74 1.16 3.8 0.92 3.38 1.26 0.87 0.421
Feeling of attachment and
Oneness towards the hospital
3.77 0.88 3.9 0.9 3 1.08 5.86 0.003
Having satisfaction in the Job
3.32 1.31 3.19 1.47 3.15 1.46 0.31 0.737
Having Carrier & Promotional opportunities
2.69 1.41 2.77 1.4 3.46 1.85 1.72 0.182
* Significant at 5 %
The Organizational commitment towards Feel Pride in working for
hospital shows among the Number of Dependent of 1 – 3 the mean score was
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(3.74 1.16), among the Number of Dependent of 4 – 6 the mean score was
(23.80 0.92) and among the Number of Dependent of above 6 the mean
score was (3.38 1.26).
The Organizational commitment towards Feeling of attachment and
Oneness towards the hospital shows among the Number of Dependent of 1 –
3 the mean score was (3.77 0.88), among the Number of Dependent of 4 – 6
the mean score was (3.90 0.90) and among the Number of Dependent of
above 6 the mean score was (3.00 1.08).
The Organizational commitment towards Having satisfaction in the Job
shows among the Number of Dependent of 1 – 3 the mean score was
(3.32 1.31), among the Number of Dependent of 4 – 6 the mean score was
(3.19 1.47) and among the Number of Dependent of above 6 the mean
score was (3.15 1.46).
The Organizational commitment towards Having Carrier & Promotional
opportunities shows among the Number of Dependent of 1 – 3 the mean
score was (2.96 1.41), among the Number of Dependent of 4 – 6 the mean
score was (2.77 1.40) and among the Number of Dependent of above 6 the
mean score was (3.46 1.85).
Thus, it is inferred from the above analysis that the maximum
Organizational commitment towards Getting Good salary compared to other
hospitals it was found among the Number of Dependents of above 6, about
Organizational commitment towards Feeling Pride in working for the hospital it
was found among the Number of Dependents of 1-3, about Organizational
235
commitment towards Feeling of attachment and Oneness towards the hospital
it was found among the Number of Dependents of 1-3 and about
Organizational commitment towards Having satisfaction in the Job it was
found among the Number of Dependents of 1-3.
Further to test the significant difference between the mean score among
the respondents with respect Number of Dependents the ANOVA test is used
and the result is also shown in table 4.73. Since the P value is less than 0.05
regarding Organizational commitment towards Getting Good salary compared
to other hospitals & Feeling Pride in working for the hospital and hence there
is highly significant difference in the mean scores with respect to Number of
Dependents.
SECTION 8: Impact of Quality of Work Life on Organizational commitment (Regression Analysis)
In this section multiple regression analysis is used to explain the variation
in the Organizational commitment factors (dependent variable) based on the
variation over the variables (independent variable) Overall satisfaction towards
Salary and Pay Benefit, Overall satisfaction towards Safety and Health
aspects, Overall satisfaction towards Job Security and Training aspects,
Overall satisfaction towards Relationship with Superiors & subordinates.
Therefore the multiple regression equation becomes
Y = b0 + b1X1 + b2X2+ b3X3+ b4X4
Dependent variable Y = Organizational commitment factors
Independent variables are
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X1 = Overall satisfaction towards Salary& Pay Benefit
X2 = Overall satisfaction towards Safety and Health aspects
X3 = Overall satisfaction towards Job Security and Training aspects
X4 =Overall satisfaction towards Relationship with Superiors & subordinates
Table 4.74 – Impact of Quality of Work Life on Organizational commitment (Multiple Regression Analysis)
S.No Factors Multiple
R R2 Adj R
Std Error
F Value
Sig. Beta co-
Efficient
Impact status
1 Salary and
Pay Benefits 0.099 0.01 0.006 1.691 0.115 0.115 0.742 Positive
2 Safety and
Health aspects
0.023 0.001 0.003 1.699 0.132 0.717 0.328 Positive
3 Job Security and Training
aspects 0.043 0.002 -0.002 1.698 0.477 0.49 -0.029 Negative
4
Relationship with
Superiors & subordinates
0.034 0.001 -0.003 1.699 0.294 0.588 -0.021 Negative
From table 4.74, it is clear that among the various Quality of Work Life
factors, Salary and Pay Benefit and Safety and Health aspects have positive
impact on the Organizational Commitment of the staff nurses. Henceforth it is
proved that the Quality of Work Life Factors have both positive and negative
impact on the Organizational commitment of the staff nurses.
SECTION 9: Relationship between Quality of Work Life and Organizational commitment (Correlation Analysis)
The correlation table is shown in Table 4.75. The values in the
correlation table are standardized and range from -1 to +1. The upper
diagonal values of correlation table shows the correlation between the
237
variables and lower diagonal values showing their significance. Further the
table shows that that the Organizational commitment factors have significant
correlation with the independent variables of Overall satisfaction towards
Salary and Pay Benefit.
Hypothesis
Ho: There is no significant relationship between organizational
commitment and salary and pay benefits.
Ho: There is no significant relationship between organizational
commitment Safety and Health aspects
Ho: There is no significant relationship between organizational
commitment and Job Security and Training aspects.
Ho: There is no significant relationship between organizational
commitment and Relationship with superiors & superiors.
Ho: There is no significant difference between the marital status of the
staff nurses and the Quality of Work Life factors.
To find the relationship between Quality of Work Life and Organizational
Commitment among staff nurses, Correlation Matrix is applied.
238
Table 4.75 : Relationship between Quality of Work Life and Organizational Commitment
(Correlation Matrix)
Factors Organizational Commitment
Salary and Pay Benefit
Safety and
Health
Job security
and Training
Relationship with superiors &
subordinates
Organizational Commitment
Corr. 1
Sig.
Salary& Pay Benefits
Corr. 0.648** 1
Sig. 0.006
Safety and Health
Corr. 0.782* 0.516* 1
Sig. 0.032 0.046
Job security and Training
Corr. -0.391 0.296 0.901** 1
Sig. 0.116 0.69 0.001
Relationship with Superiors &
Subordinates
Corr. -0.527** 0.138 0.831 0.445* 1
Sig. 0.001 0.244 0.471 0.034
* Correlation significant at the 0.05 level (2 tailed)
** Correlation significant at the 0.01 level (2 tailed)
Table 4.76 Summary of Result – Correlation Analysis
Factor Relationship Hypothesis Significance
Salary & Pay Benefit Positive Ho Rejected
Significant at 0.01 level
Safety &Health Positive Ho Rejected
Significant at 0.05 level
Job security & Training Negative Ho Rejected
Not Significant
Relationship with superiors & subordinates
Negative Ho Rejected
Significant at 0.01 level
The above table 4.76 shows that there is a positive relationship
between Salary & Pay benefits and Safety & Health Aspect with the
Organizational Commitment of the staff nurses whereas the other QWL
factors are negative.
239
SECTION 10: Analysis relating to overall satisfaction
An attempt has been made to study the opinion of respondent’s overall
satisfaction. After converting the qualitative information of the opinion into a
quantitative one the average score were obtained from the respondents on
various dimensions like Overall satisfaction towards Salary and Pay Benefit,
Safety and Health aspects, Job Security and Training aspects & Relationship
with Superiors & subordinates’ and obtained results are and presented in
Table 4.77
Table No.4.77 Area wise overall satisfaction
Overall satisfaction Min Max Mean SD Mean %
Salary and Pay Benefit 7 35 18.47 5.26 52.76
Safety and Health aspects 6 30 22.03 5.28 73.43
Job Security and Training aspects 4 20 10.88 3.15 54.4
Relationship with Superiors & subordinates 8 25 19.94 2.89 79.76
Area wise distribution of mean, Standard Deviation and mean
percentage of overall satisfaction that among seven areas, the highest mean
% score (18.47 5.26) which is 52.76% is obtained for the area “Salary and
Health aspects” whereas, the lowest mean % score (22.03 5.28) which is
73.43% was obtained for ‘Job Security and Training aspects’. The mean score
on ‘Salary and pay benefit’ was (10.88 3.15) which is 54.4% and the mean
score on ‘Relationship with Superiors & subordinates’ was (19.94 2.89)
which is 79.76%.
Hence majority overall satisfaction is Overall satisfaction towards Safety
and health aspects.
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4.10.1 Overall satisfaction with respect to demographic variables - Average score analysis
In this section the overall satisfaction is analyzed with respect to the
demographic variables Age, Gender, Educational Status, Experience (in
Years), Monthly Salary, Number of Dependents was analyzed in this section.
Null Hypothesis: There is no significant difference between the mean
scores regarding overall satisfaction with respect to the selected demographic
variables
Age wise overall satisfaction
To study the effect of Age of the respondents, the distributions of
sample respondents according to Age the Satisfactions of the respondents are
shown in the following table 4.78.
It could be noted from the table 4.78 that the Overall satisfaction
towards Salary and Pay Benefit among the age group of 20 - 30 years the
mean score was (17.96 5.41), among the age group of 31 - 40 years the
mean score was (19.96 4.55), among the age group of 41 & Above years
the mean score was (18.17 5.17).
The Overall satisfaction towards Safety and Health aspects shows with
respect to the age group of 20 - 30 years the mean score was (21.78 5.44),
among the age group of 31 - 40 years the mean score was (22.70 4.80),
among the age group of 41 & Above years the mean score was
(22.33 4.68).
241
Table 4.78 Age wise overall satisfaction
Overall satisfaction
Age
ANOVA p 20 – 30 31 - 40 41 & Above
Mean SD Mean SD Mean SD
Salary and Pay Benefit 17.96 5.41 19.96 4.55 18.17 5.17 4.6 0.011*
Safety and Health aspects
21.78 5.46 22.7 4.8 22.33 4.68 0.95 0.388
Job Security and Training aspects
10.82 3.17 11.13 3.16 10.42 2.78 0.44 0.641
Relationship with Superiors & subordinates
19.88 2.79 20.06 3.21 20.25 2.67 0.19 0.829
* Significant
The Overall satisfaction towards Job Security and Training aspects
shows with respect to the age group of 20 - 30 years the mean score was
(10.82 3.17), among the age group of 31 - 40 years the mean score was
(11.13 3.16), among the age group of 41 & Above years the mean score
was (10.42 2.78).
The Overall satisfaction towards Relationship with Superiors &
subordinates shows with respect to the age group of 20 - 30 years the mean
score was (19.88 2.79), among the age group of 31 - 40 years the mean
score was (20.06 3.21), among the age group of 41 & Above years the
mean score was (20.25 2.67).
Thus, it is inferred from the above analysis that the maximum Overall
satisfaction towards Salary and Pay Benefit it was found among the age group
of 31 - 40 yrs, about Overall satisfaction towards Safety and Health aspects it
was found among the age group of 41 & above, about Overall satisfaction
towards Job Security and Training aspects it was found among the age group
of 31-40, about Overall satisfaction towards Relationship with Superiors &
242
subordinates for extra hours of working it was found among the age group of
31-40.
Further to test the significant difference between the mean score among
the respondents with respect to age the ANOVA test is used and the result is
also shown in table 4.78. Since the P value is less than 0.05 regarding Salary
and Pay Benefit and hence there is significant difference in the mean scores
with respect to age.
Gender wise overall satisfaction
To study the effect of Gender, the distributions of sample respondents
according to Gender the Satisfactions of the respondents are shown in the
following table 4.79.
It could be noted from the table 4.79 that the Overall satisfaction
towards Salary and Pay Benefit among the Male respondents the mean score
was (18.40 4.74) and among the female respondents the mean score was
(18.50 5.48).
The Overall satisfaction towards Safety and Health aspects shows with
respect to the Male respondents the mean score was (22.83 4.93) and
among the female respondents the mean score was (21.67 5.40).
The satisfaction about Accident Insurance paid by the hospital for extra
hours of working shows with respect to the Male respondents the mean score
was (11.09 2.73) and the Overall satisfaction towards Job Security and
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Training aspects among the female respondents the mean score was
(10.79 3.32).
The Overall satisfaction towards Relationship with Superiors &
subordinates shows with respect to the Male respondents the mean score was
(19.87 3.39) and the satisfaction about Response given by management for
any suggestions made of working among the female respondents the mean
score was (19.97 2.65).
Table 4.79 Gender wise overall satisfaction
Overall satisfaction
Gender
t p Male Female
Mean SD Mean SD
Salary and Pay Benefit 18.4 4.74 18.5 5.48 0.16 0.876
Safety and Health aspects 22.83 4.93 21.67 5.4 1.87 0.063
Job Security and Training aspects 11.09 2.73 10.79 3.32 0.8 0.422
Relationship with Superiors & subordinates
19.87 3.39 19.97 2.65 0.28 0.78
Thus, it is inferred from the above analysis that the maximum Overall
satisfaction towards Salary and Pay Benefit was found among female
respondents, about Overall satisfaction towards Safety and Health aspects it
was found among male, about Overall satisfaction towards Job Security and
Training aspects it was found among female and about Overall satisfaction
towards Relationship with Superiors & subordinates it was found among
female respondents.
Further to test the significant difference between the mean score among
the respondents with respect Gender the Student’s Independent t test is used
and the result is also shown in table 4.79.
244
Since the P value is greater than 0.05 regarding Salary and Pay Benefit,
Safety and Health aspects, Job Security and Training aspects and relationship
with superiors & subordinates and hence there is no significant difference in
the mean scores was found with respect to Gender.
Marital status wise overall satisfaction
To study the effect of Marital status, the distributions of sample
respondents according to Marital status the Satisfactions of the respondents
are shown in the following table 4.80.
It could be noted from the table 4.80 that the Overall satisfaction
towards Salary and Pay Benefit among the Married respondents the mean
score was (19.61 4.95) and among the unmarried respondents the mean
score was (17.83 5.32).
The Overall satisfaction towards Safety and Health aspects shows with
respect to the Married respondents the mean score was (22.18 5.01) and
among the unmarried respondents the mean score was (21.95 5.43).
Table 4.80 Marital status wise overall satisfaction
Overall satisfaction
Marital status
t p Married Unmarried
Mean SD Mean SD
Salary and Pay Benefit 19.61 4.95 17.83 5.32 3.01 0.003**
Safety and Health aspects 22.18 5.01 21.95 5.43 0.38 0.706
Job Security and Training aspects 11.08 3.19 10.77 3.13 0.88 0.379
Relationship with Superiors & subordinates
19.93 3.16 19.94 2.74 0.03 0.973
** Highly significant
245
The Overall satisfaction towards job security and training aspects shows
with respect to the Married respondents the mean score was (11.08 3.19)
and the Overall satisfaction towards Job Security and Training aspects among
the unmarried respondents the mean score was (10.77 3.13).
The Overall satisfaction towards Relationship with Superiors &
subordinates shows with respect to the Married respondents the mean score
was (19.93 3.16) and the satisfaction about Response given by
management for any suggestions made of working among the unmarried
respondents the mean score was (19.94 2.74).
Thus, it is inferred from the above analysis that the maximum Overall
satisfaction towards Salary and Pay Benefit was found among married
respondents, about Overall satisfaction towards Safety and Health aspects it
was found among married, about Overall satisfaction towards Job Security
and Training aspects it was found among married and about Overall
satisfaction towards Relationship with Superiors & subordinates it was found
among married respondents.
Further to test the significant difference between the mean score among
the respondents with respect Marital status the Student’s Independent t test is
used and the result is also shown in table 4.80. Since the P value is less than
0.01 regarding Overall satisfaction towards Safety and Health aspects alone
there is significant difference in the mean scores was observed with respect to
Marital status.
246
Education wise overall satisfaction
To study the effect of Education, the distributions of sample
respondents according to Education the Satisfactions of the respondents are
shown in the following table 4.81.
It could be noted from the table 4.81 that the Overall satisfaction
towards Salary and Pay Benefit shows among the Education group of
Technical education the mean score was (19.22 5.01), among the under
graduation the mean score was (17.16 5.16) and the mean score among the
post graduation was (18.37 6.88).
The Overall satisfaction towards Safety and Health aspects shows
among the Education group of technical education the mean score was
(22.47 5.09), among the under graduation the mean score was
(21.36 5.58/) and the mean score among the post graduation was
(21.47 5.14).
Table 4.81 Education wise overall satisfaction
Overall satisfaction
Educational Qualification
ANOVA p Technical Education
UG PG
Mean SD Mean SD Mean SD
Salary and Pay Benefit 19.22 5.01 17.16 5.16 18.37 6.88 5.75 0.003**
Safety and Health aspects 22.47 5.09 21.36 5.58 21.47 5.14 1.71 0.182
Job Security and Training aspects
11.19 3.28 10.3 2.76 11.11 3.68 2.99 0.052
Relationship with Superiors & subordinates
19.92 2.94 19.93 2.89 20.21 2.55 0.09 0.916
*Significant; ** Highly Significant
The Overall satisfaction towards Job Security and Training aspects
shows among the Education group of technical education the mean score was
(11.19 3.28), among the under graduation the mean score was
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(10.30 2.76) and the mean score among the post graduation was
(11.11 3.68).
The Overall satisfaction towards Relationship with Superiors &
subordinates shows among the Education group of technical education the
mean score was (19.92 2.94), among the under graduation the mean score
was (19.93 2.89) and the mean score among the post graduation was
(2.021 2.55).
Thus, it is inferred from the above analysis that the maximum Overall
satisfaction towards Salary and Pay Benefit it was found among the technical
education, about Overall satisfaction towards Safety and Health aspects it was
found among the technical education, about Overall satisfaction towards Job
Security and Training aspects it was found among the Education group of
technical education, about Overall satisfaction towards Relationship with
Superiors & subordinates it was found among the Education group of under
graduation.
Further to test the significant difference between the mean score among
the respondents with respect Education the ANOVA test is used and the result
is also shown in table 4.81. Since the P value is less than 0.05 regarding
Overall satisfaction towards Salary and Pay Benefit, and job security and
training aspects and hence there is significant difference in the mean scores
found with respect to Education. Similarly P value is greater than 0.05
regarding Overall satisfaction towards Safety and healthy aspects and
248
relationship with superiors & subordinates and hence there is no significant
difference in the mean scores found with respect to Education.
Experience wise overall satisfaction
To study the effect of Experience (in Years), the distributions of sample
respondents according to experience the Satisfactions of the respondents are
shown in the following table 4.82. It could be noted from the table 4.82 that the
Overall satisfaction towards Salary and Pay Benefit shows with respect to the
Experience of below 5 years the mean score was (17.70 5.35), among the
Experience of 5 - 10 years the mean score was (18.98 4.94), among the
Experience of 10 - 15 years the mean score was (20.40 4.41) and among
the Experience of 15-25 years the mean score was (18.64 7.16).
The Overall satisfaction towards Safety and Health aspects shows with
respect to the Experience of below 5 years the mean score was
(21.69 5.42), among the Experience of 5 - 10 years the mean score was
(22.30 4.81), among the Experience of 10 - 15 years the mean score was
(22.96 4.97) and among the Experience of 15-25 years the mean score was
(21.36 7.38).
The Overall satisfaction towards Job Security and Training aspects
shows with respect to the Experience of below 5 years the mean score was
(10.49 2.85), among the Experience of 5 - 10 years the mean score was
(11.28 3.52), among the Experience of 10 - 15 years the mean score was
249
(11.96 2.92) and among the Experience of 15-25 years the mean score was
(9.36 4.63).
Table 4.82 Experience (Yrs) wise overall satisfaction
Overall satisfaction
Experience (in Years)
ANOVA p Below 5 5-10 10-15 15 – 25
Mean SD Mean SD Mean SD Mean SD
Salary and Pay Benefit
17.7 5.35 18.98 4.94 20.4 4.41 18.64 7.16 4.07 0.007**
Safety and Health aspects
21.69 5.42 22.3 4.81 22.96 4.97 21.36 7.38 0.93 0.43
Job Security and Training aspects
10.49 2.85 11.28 3.52 11.96 2.92 9.36 4.63 4.4 0.005**
Relationship with Superiors & subordinates
20.05 2.54 20.24 3.01 19.38 3.34 18.45 4.7 2.01 0.11
** Highly Significant
The Overall satisfaction towards Relationship with Superiors &
subordinates shows with respect to the Experience of below 5 years the mean
score was (20.05 2.54), among the Experience of 5 - 10 years the mean
score was (20.24 3.01), among the Experience of 10 - 15 years the mean
score was (19.38 3.34) and among the Experience of 15-25 years the mean
score was (18.45 4.70).
Thus, it is inferred from the above analysis that the maximum Overall
satisfaction towards Salary and Pay Benefit it was found among the
Experience of 10 - 15 years, about Overall satisfaction towards Safety and
Health aspects it was found among the Experience of 10 - 15 years, about
Overall satisfaction towards Job Security and Training aspects it was found
among the Experience of 10 - 15 years and about Overall satisfaction towards
Relationship with Superiors & subordinates it was found among the
Experience of 5 - 10 years.
250
Further to test the significant difference between the mean score among
the respondents with respect age the ANOVA test is used and the result is
also shown in table 4.82. Since the P value is less than 0.05 regarding Salary
and pay benefit and hence there is highly significant difference in the mean
scores with respect to Experience.
Monthly Salary wise overall satisfaction
To study the effect of Monthly Salary, the distributions of sample
respondents according to Monthly Salary the Satisfactions of the respondents
are shown in the following table 4.83.
It could be noted from the table 4.83 that the Overall satisfaction
towards Salary and Pay Benefit shows among the monthly income of Rs
Below 5,000 the mean score was (19.53 4.60), among the monthly income
of Rs 5,000 - 10,000 the mean score was (18.24 5.27), among the monthly
income of Rs 10,000 - 15,000 the mean score was (19.04 5.08) and among
the monthly income of above Rs 15,000 the mean score was (18.00 6.06).
The Overall satisfaction towards Safety and Health aspects shows
among the monthly income of Rs Below 5,000 the mean score was
(22.77 4.29), among the monthly income of Rs 5,000 - 10,000 the mean
score was (21.88 5.51), among the monthly income of Rs 10,000 - 15,000
the mean score was (22.29 4.95) and among the monthly income of Rs
Above 15,000 the mean score was (21.93 5.20).
251
The Overall satisfaction towards Job Security and Training aspects
shows among the monthly income of Rs Below 5,000 the mean score was
(10.63 2.99), among the monthly income of Rs 5,000 - 10,000 the mean
score was (10.88 3.02), among the monthly income of Rs 10,000 - 15,000
the mean score was (11.27 3.02) and among the monthly income of Rs
Above 15,000 the mean score was (10.40 4.37).
The Overall satisfaction towards Relationship with Superiors &
subordinates shows among the monthly income of Below Rs 5,000 the mean
score was (20.93 2.12), among the monthly income of Rs 5,000 - 10,000 the
mean score was (19.82 2.82), among the monthly income of Rs 10,000 -
15,000 the mean score was (20.00 2.83) and among the monthly income of
Above Rs 15,000 the mean score was (19.70 3.95).
Table 4.83 Monthly Salary wise overall satisfaction
Overall satisfaction
Monthly Salary
ANOVA p Below 5,000 5,000 - 10,000 10,000 -15,000
Above 15,000
Mean SD Mean SD Mean SD Mean SD Salary and Pay Benefit
19.53 4.6 18.24 5.27 19.04 5.08 18 6.06 0.84 0.47
Safety and Health aspects
22.77 4.29 21.88 5.51 22.29 4.95 21.93 5.2 0.3 0.82
Job Security and Training aspects
10.63 2.99 10.88 3.02 11.27 3.02 10.4 4.37 0.58 0.63
Relationship with Superiors & subordinates
20.93 2.12 19.82 2.82 20 2.83 19.7 3.95 1.38 0.25
Thus, it is inferred from the above analysis that the maximum Overall
satisfaction towards Salary and Pay Benefit it was found among the monthly
income of below Rs 5,000, about Overall satisfaction towards Safety and
Health aspects it was found among the monthly income of below Rs 5,000,
about Overall satisfaction towards Job Security and Training aspects it was
252
found among the monthly income of Rs 10,000-15,000, about Overall
satisfaction towards Relationship with Superiors & subordinates it was found
among the monthly income of below Rs 5,000.
Further to test the significant difference between the mean score among
the respondents with respect Monthly Salary the ANOVA test is used and the
result is also shown in table 4.83. Since the P value is greater than 0.05
regarding Overall satisfaction towards Salary and Pay Benefit, Overall
satisfaction towards Safety and Health aspects, job security and training
aspects & Overall satisfaction towards Relationship with Superiors &
subordinates and hence there is no significant difference in the mean scores
with respect to Monthly Salary.
Number of Dependents wise overall satisfaction
To study the effect of Number of Dependents, the distributions of
sample respondents according to Number of Dependents the Satisfactions of
the respondents are shown in the following table 4.84.
It could be noted from the table 4.84 that the Overall satisfaction
towards Salary and Pay Benefit shows among the Number of Dependent of 1
– 3 the mean score was (19.25 4.79), among the Number of Dependent of 4
– 6 the mean score was (18.98 4.71) and among the Number of Dependent
of above 6 the mean score was (14.35 6.35).
The Overall satisfaction towards Safety and Health aspects shows
among the Number of Dependent of 1 – 3 the mean score was (22.85 4.97),
253
among the Number of Dependent of 4 – 6 the mean score was (22.05 5.32)
and among the Number of Dependent of above 6 the mean score was
(19.22 5.35).
The Overall satisfaction towards Job Security and Training aspects
shows among the Number of Dependent of 1 – 3 the mean score was
(11.31 3.00), among the Number of Dependent of 4 – 6 the mean score was
(10.54 2.75) and among the Number of Dependent of above 6 the mean
score was (10.41 4.38).
Table 4.84
Number of Dependents wise overall satisfaction
Overall satisfaction
Number of Dependents
ANOVA P 1 - 3 4 – 6 Above 6
Mean SD Mean SD Mean SD
Salary and Pay Benefit
19.25 4.79 18.98 4.71 14.35 6.35 18.18 < 0.001**
Safety and Health aspects
22.85 4.97 22.05 5.32 19.22 5.35 8.77 < 0.001**
Job Security and Training aspects
11.31 3 10.54 2.75 10.41 4.38 2.75 0.065
Relationship with Superiors & subordinates
20.03 2.85 19.88 3.11 19.8 2.41 0.16 0.854
* Significant at 5 %
The Overall satisfaction towards Relationship with Superiors &
subordinates shows among the Number of Dependent of 1 – 3 the mean
score was (20.03 2.85), among the Number of Dependent of 4 – 6 the mean
score was (19.88 3.11) and among the Number of Dependent of above 6 the
mean score was (19.80 2.41).
Thus, it is inferred from the above analysis that the maximum Overall
satisfaction towards Salary and Pay Benefit it was found among the Number
254
of Dependents of above 6, about Overall satisfaction towards Safety and
Health aspects it was found among the Number of Dependents of 1-3, about
Overall satisfaction towards Job Security and Training aspects it was found
among the Number of Dependents of 1-3 and about Overall satisfaction
towards Relationship with Superiors & subordinates it was found among the
Number of Dependents of 1-3.
Further to test the significant difference between the mean score among
the respondents with respect Number of Dependents the ANOVA test is used
and the result is also shown in table 4.84. Since the P value is less than 0.05
regarding Overall satisfaction towards Salary and Pay Benefit & Safety and
Health aspects and hence there is highly significant difference in the mean
scores with respect to Number of Dependents.
255
CHAPTER - V
256
CHAPTER - 5
SUMMARY OF FINDINGS, CONCLUSIONS AND SUGGESTIONS
The study entitled “Impact of Quality of Work Life towards
Organizational Commitment among Staff Nurses” is carried out on a highly
structured manner. The study is scientifically organized and systematically
studied. The data is analyzed and drawn statistically and the summary of
findings, suggestions and conclusions are presented in this chapter.
OBJECTIVES
1. To study the impact of Quality of Work Life on the Organizational
Commitment of the staff nurses in practice.
2. To study the relationship between Quality of Work Life and Organizational
Commitment prevailing in the hospital industry.
3. To find the factors influencing the quality of work life among staff nurses in
hospital industry.
4. To find the factors influencing the Organizational Commitments of staff
nurses in hospitals.
5. To study the various demographic variables involved in the quality of work
life of the staff nurses.
257
5.1 FINDINGS
5.1.1. Findings based on Demographic factors:
1. Majority of the respondents were female.
2. 64.26% were unmarried.
3. 71.47% of the samples were in the age group between 20 -30years
4. Majority respondent’s education status was technical education
5. 56.46% of the respondents’ experience was below 5 years
5.1.2 Findings based on Salary & Pay benefit factors
1. Over time payment for extra hours of working was ranked first, followed
by the accident insurance paid by the hospital are found to be the
factors influencing the satisfaction towards salary & pay benefits.
2. Majority of the respondents opined higher satisfaction towards the
financial loans given by the hospitals.
3. Female respondents are found to have maximum Satisfaction on the
financial Loans given, bonus paid and accident insurance paid by the
hospital.
4. Majority of the married respondents were satisfied about the Timely
Payment of Salary, Financial Loans, Bonus paid and Yearly Increments
given by the hospital.
5. Maximum Satisfaction regarding timely payment of salary, over time
payment for extra hours of working, bonus paid and accident Insurance
paid by the hospital was found among the technically educated
samples.
258
6. Respondents having 10 - 15 years of the experience had maximum
Satisfaction regarding timely payment of salary, over time payment for
extra hours of working, yearly increments, accident insurance and
financial loans given by the hospital.
7. Marital status of the respondents has significant association with the
Opinion about salary advances given by the hospital during unavoidable
emergency situations.
5.1.3 Findings based on Safety & health factors
1. Majority of the respondents opined that in their job nature, work
pressure and work over load are causing much stress on them.
2. Face masks & hand gloves and adequate lighting & ventilation was
ranked first, followed by the Cleanliness of the work place are found to
be the factors influencing satisfaction towards safety and health
aspects,.
3. Maximum satisfaction about face masks & hand gloves provided, fire
safety & alarms was found among the age group of 20 - 30 yrs and
technically educated respondents.
4. Unmarried respondents were satisfied on regular clearing of waste bins
and adequate lighting & ventilation.
5. No significant difference in the mean scores is found with respect to
Monthly Salary and Periodic Vaccinations given, Face Masks & Hand
259
Gloves provided, fire safety & alarms, Cleanliness of the Work Place,
regular clearing of waste bins and adequate lighting & ventilation.
6. There is significant difference in the mean scores with respect to
number of dependents and periodic vaccinations given face masks &
hand gloves provided, fire safety & alarms, cleanliness of the work
place and regular clearing of waste bins.
5.1.3 Findings based on Job security & Training
1. Majority of the respondent stated that encouragement by the
management & supervisor to participate in decision making was rare.
2. Majority of the respondent stated that the hospitals conducted
development & training programs once in six months.
3. Among the various job security &training factors, Performance
appraisals made by the management was ranked first, followed by the
availability of on-campus and off-campus training programme.
4. Maximum Satisfaction of promotion policies and availability of on-
campus and off-campus training programme was found among the age
group of 31 - 40 yrs.
5. Maximum satisfaction of promotion policies followed by the hospital and
availability of on-campus and off-campus training programme was found
among female respondents.
260
6. Maximum satisfaction of promotion policies, hospital sponsoring higher
studies, availability of on-Campus and off-Campus training programme
was found among unmarried and technically educated (DGNM)
respondents.
7. Further to test the significant difference between the mean score among
the respondents with respect education of the respondents.
5.1.4 Findings based on relationship with superiors & subordinates
1. Majority of the respondents opined that the supervisor’s provided
guidelines reaction when they struggled to do some of the work.
2. Among the various factors influencing the satisfaction, relationship with
co-staff nurse, followed by Communication flow between Senior Nurses
& staff nurses.
3. 41 years and above category of respondents found maximum
satisfaction on communication flow between senior nurses & staff
nurses, team spirit and grievances handling.
4. No significant difference in the mean scores was found between
relationship with supervisors and gender, Marital status, Monthly Salary,
education & number of dependents
5. Technically educated respondents found maximum satisfaction on
Communication flow between Senior Nurses, grievances handling.
6. Majority of the respondent opined that they rarely faced physical /
mental harassment from Superiors or co-staff.
261
General findings
1. Working in night shifts is rarely affecting family affairs of majority of the
respondents and there is no significant association was found between
all the profile of the respondent and Opinion about Working in night
shifts is affecting family affairs of the respondents.
2. Majority of the respondents opined that the Quality of the Food &
Canteen facility is good.
3. 73.6% of the respondent stated that Hospital management arranges
refreshment in between the working hours.
4. 76.9 % of the respondents preferring the hospital to arrange for Yoga or
Meditation sessions to ease out stress
5.1.5 Findings based on organizational commitment factors
1. Among the various factors influencing satisfaction towards
organizational commitment factors, feeling pride in getting good salary
compared to other hospitals was ranked first, followed by feeling Pride
in working for the hospital.
2. Maximum commitment due to getting good salary compared to other
hospitals and feeling of attachment and Oneness towards the hospital
was found among the age group of 31 - 40 yrs.
3. Maximum commitment due to getting good salary compared to other
hospitals was found among female respondents, feeling of attachment
and Oneness towards the hospital and having satisfaction in the Job.
262
4. Maximum commitment due to getting good salary compared to other
hospitals, feeling pride in working for the hospital was found among
married respondents.
5. There is no significant difference in the mean scores found with respect
to Education.
6. Maximum commitment due to feeling pride in working for the hospital,
feeling of attachment and Oneness towards the hospital and having
satisfaction in the job was found among the respondents having 1-3
dependents.
5.1.8 Findings based on impact of quality of work life on organizational commitment
1. Among the various Quality of Work Life factors, Salary and Pay Benefit
and Safety and Health aspects have positive impact on the
Organizational Commitment of the staff nurses. Henceforth it is found
that the Quality of Work Life factors have both positive and negative
impact on the Organizational commitment of the staff nurses.
5.1.9 Findings based on relationship between quality of work Life and organizational commitment
1. There is a positive relationship between Salary & Pay benefits and
Safety & Health Aspect with the Organizational Commitment of the staff
nurses whereas the other Quality of Work Life factors are negative.
263
5.1.10 Findings based on overall satisfaction
1. Overall satisfaction towards Salary and Pay Benefit, Job Security and
Training and Relationship with Superiors & subordinates was found
among the age group of 31 - 40 yrs.
2. Overall satisfaction towards Salary and Pay Benefit, Safety and Health
aspects and Job Security and Training aspects was found among
married, female and technically educated respondents.
3. Overall satisfaction towards Salary and Pay Benefit and Safety and
Health aspects was found among the monthly income of below Rs
5,000.
264
5.2 CONCLUSION
Today in the competitive working environment, Quality of Work Life
should be well maintained for the betterment of the human resource in the
working environment. In this relation, this study analyzed the “Impact of
Quality of Work Life towards Organizational Commitments among staff
nurses”. The results of this study provide baseline information in
understanding the work life of nurses and their commitment in hospital sector.
It is evident from the earlier research works that, quality of work life
plays a vital role in the organizations, as a source of commitment among the
employees. From the findings, it is also found that salary and pay benefits and
safety and health aspects have a very crucial role in the organizational
commitment of staff nurses. These parameters also have positive impact
towards the services rendered by the staff nurses in the hospitals.
It is evident from the study that, salary and pay benefits and safety and
health aspects also have positive relationship with commitment of employees
to their work and the organizations. In the working environment, they are
suffering from stress originating due to work load and work pressure being the
primary factor. Similarly it was found that employees have the habit of feeling
pride in working for better salary and in working for the hospitals. While
analyzing the effect of quality of work life factors on Organizational
Commitment, the varying demographic categories of staff nurses have
different understanding and expectation.
265
This study have given insights in to the management efforts to improve the
quality of work life and to engage the staff nurses with the right form of
commitment and increase the level of commitment. The organizations should
concentrate on providing rewards and recognition to employees, career
advancement based on performance and work committee members should
comprise from all levels of organization sector and should communicate with
employees while taking decisions. If the suggestions offered in this study are
accepted, most of the hospital will attain an outstanding nursing community
and, in turn, will ensure the better quality of services provide.
The Impact of Quality of Work Life (QWL) influences the level of
satisfaction, motivation, their involvement and the organizational commitment
which individuals experience with respect to their lives at work. It is no doubt
that the improvement in the quality of work life would bring about a drastic
change in the organizational commitment of the staff nurses.
266
5.3 SUGGESTIONS
This study investigated the impact of quality of work towards
organizational commitment among staff nurses. For the betterment of quality
of work life and organizational commitment among employees based on the
findings of the present study, the following practical suggestions may be
considered.
The satisfaction of the staff nurses can be improved further by giving
rewards (Monetary) and awards for their contribution in work. Dedicated Staff
nurses need to be selected on performance basis and be awarded on some
special occasions or celebrations held in the hospital. By recognizing nurse’s
performance through the provision of an effective reward system, promotions
and monetary rewards, they may be made to feel respected and valued for
their skills, their knowledge and their performance. Over time payment and
Bonus is important in the way that the staff nurses would be more dedicated
and committed to their services and their organization. The salary of staff
nurses should be increased at par with the tasks performed. Nurses also
should be provided with fair financial benefits such as allowances for housing,
working in remote areas, dealing with infectious diseases, or working in open
public areas.
Performance appraisals should be done on rational basis and is bound
to bring about a development in organizational commitment of the staff
nurses. The degree to which people are committed will depend on their
perception of the likelihood of obtaining the reward that matches their
267
expectancy. The literature reviewed in this study shows that higher effort or
motivation exists when staff nurses perceive a link between effort,
performance and rewards. Therefore in order to enhance motivation, it is
important that employers make rewards contingent upon performance.
The degree to which staff nurses are committed will depend on the level
of higher team spirit among the other co-staff. Higher level of motivation
exists when employees perceive a link between group effort, team
performance and rewards. Encouraging the involvement of staff nurses in the
decision making process, particularly in decision regarding the nursing
department, may increase their commitment and trust in their organization.
The hospital management and the nursing supervisors should
encourage the professional growth of nurses through the provision of a
systematic career ladder and promotional opportunities. Currently, there is no
significant difference in roles and positions among their nurses, irrespective of
their qualifications or experience.
Work committee members should be selected from each department
and quality circles be formed. While taking any managerial decisions, it should
be communicated properly to staff nurses in all departments.
The hospital management should consider partnership with educational
organizations in offering on-campus and off -campus part-time and distance-
learning opportunities and training, to enable nurses to further their education
and develop their nursing knowledge and skills while being on the job in the
hospitals.
268
The management should arrange training courses on communication
skill and methodologies, as this may help them to communicate better and
improve performance. Nursing supervisors should be provided with short
training programs on the art of management, Leadership and communication
skills. Approaches should be developed to allow staff nurses to participate in
decision making regarding practices that influence their work life, receive
meaningful feedback on their performance and recognition for their
accomplishments. Equitable distribution of the current nursing staff is needed
to reduce workload, and to ensure that adequate nursing services are
rendered for the patients.
The Hospital management and the Nursing supervisors need to consider
the family aspect of their registered nurses. Childcare facilities, support for
nurses who have elderly parents and sufficient vacations should be made
available for nurses. These advantages will help nurses to balance work with
their family requirements.
Quality of Work Life is said to have direct impact on Organizational
commitment of the staff nurses, even though it is not a strong predictor. It
reflects that when Quality of Work Life increases, the level of organizational
commitment so increases in direct relationship. Therefore, the above said
suggestions shall be considered to improve the commitment of the staff
nurses to an organization.
269
Future research can be conducted in the following areas
(a) The number of respondents from each hospital was small and this made
inter-company comparison very difficult. Therefore, it is important that
research on organizational commitment and QWL be conducted in large
organizations with many employees.
(b) In order to obtain the true effects from an investigation of this nature, it is
essential those longitudinal studies be carried out as literature survey has
shown that organizational commitment and QWL develops slowly over time.
(c) The current study is undertaken with one dependent variable such as
organizational commitment. Further research could be done using two or more
dependent variables such as Job satisfaction, employee effectiveness, etc..,
(d) There are a number of other vitally important variables, besides the ones
taken in this present study, which could be chosen as independent variables
for determining their impact on organizational commitment, such as role
efficacy, job involvement, work life balance, level of motivation, trust etc..,
(e) The same method can be replicated in many service industries and over a
longer periods of time with a much bigger sample size and time horizon.
270
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271
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[10] William G, Cochram, Sampling Techniques, John Wiley & Sons
Publications (2nd Edi), 1963, PP : 226 - 227.
DESSERTATIONS REFERRED
[1] Kanagalakshmi, L and Nirmala Devi .B, “A Study On Perception Of Quality
Of Work Life Among Textile Manufacturing Workers In Tirunelveli”, A research
article, submitted to Department of Management Studies, Manonmaniam
Sundaranar University, Tirunelveli, 2009, PP : 45-49.
[2] Dev Raj Adhikari and Dhruba Kumar Gautam, “Improving Quality of Work
Life through Labour Legislation”, A research thesis submitted to Faculty of
Management, Tribhuvan University, Kathmandu, Nepal, 2010, PP : 310-315.
[3] Saravanan .D, “A study on employee’s quality of work life in small scale
industries with special reference to Pudhucherry”, A research thesis submitted
to Bharathidasan University, Tiruchirappalli, 2008, PP : 212 & 218.
[4] Richard Winter, “A study on “Quality of Work life of Academics in Australian
Universities”, Research thesis submitted to Monash University, Australia, vol
5, 2001, PP : 315-320.
[5] Wilson O, “Work Ethics of the Industrial Workforce”, A Study with
Reference to selected Public and Private Sector Enterprises in Kerala - Ph.D.
Thesis, University of Kerala, Thiruvananthapuram, 2003.
281
REPORTS
[1] IMA board Directory (2012-2013)
[2] Directory of Tamilnadu Medical & Health (2012-2013)
WEBSITES
[1] www.ibef india.com
[2] wikipedia.org/wiki/Nursing
[3] www.lifeatunitedworld.wordpress.com
[4] wikipedia.org/wiki/Organizational_commitment
[5] www.indianchild.com/health_care_in_india.htm
[6] www.gobalhrm.blogspot.in/p/quality-of-work-life.html
[7] www.aiims.edu/aiims/nursingservices/introduction.htm
[8] www.lifeatunitedworld.wordpress.com/tag/healthcare-in-india/
[9] www.gurugram.org.in/blog/115-quality-of-work-life-qwl-.html
[10] www.cnn.com/2004/US/Careers/11/04/quality. life/indes.html.
282
PUBLICATIONS
283
JOURNAL PUBLICATIONS
1. “Quality of Work Life among women employees working in garment
factories in Coimbatore district”, Asia Pacific Journal of Research-A peeer reviewed international Journal, ISSN 2320-5504 (Print) ISSN-2347-4793 (Online ), Vol 1 (12), Dec 2013, PP : 22-29.
2. “The Role of Demographic Factors on Authority and responsibility held among College Teachers in Salem District, Tamilnadu” International Journal of Business and Administration Research Review, ISSN No. 2347 – 856X Vol 1(2), Nov 2013 - Jan2014, PP : 83-87
3. “A theoretical study on the basic concepts and developments in Organizational Commitment” International Journal of Advanced Research in Management (IJARM) © IAEME, ISSN 0976 – 6324 (Print),ISSN 0976 – 6332 (Online), Vol 5(2), Mar- Apr (2014), PP : 1-9
284
APPENDIX
285
IMPACT OF QUALITY OF WORK LIFE TOWARDS ORGANIZATIONAL COMMITMENTS AMONG STAFF NURSES
QUESTIONNAIRE
Personal Details
1. Name of the staff nurse :
-------------------------------------------------------------------
2. Sex :
3. Marital Status :
1. Male [ ]
2. Female [ ]
4. Age :
1. 20 – 30 [ ] 2. 31 – 40 [ ] 3. 41 and Above [ ]
5. Educational
Qualification :
1. Technical Education(DGNM) [ ]
2. Under Graduation 3. Post Graduation
[ ] [ ]
6. Experience (in Years) :
1. Below 5 Years [ ] 2. 5 - 10 Years [ ] 3. 10 - 15 Years [ ] 4. 15 - 25 Years [ ]
7. Monthly Salary : In Rupees(Gross)
1. Below 5,000 [ ] 2. 5,000 – 10,000 [ ] 3. 10,000 – 15,000 [ ] 4. Above 15,000 [ ]
8. Number of
Dependents : 1. 1-3 [ ] 2. 4-6 3. Above 6
[ ] [ ]
1. Married [ ] 2. Unmarried [ ]
286
9. Salary and Pay Benefit: (HDS – Highly Dissatisfied; DS – Dissatisfied; N – Neutral; S – Satisfied; HS – Highly Satisfied)
S.No Factors HDS DS N S HS1. Opinion about the Present Salary 2. Timely Payment of Salary 3. Over Time Payment for extra hours of working 4. Yearly Increments given 5. Financial Loans given by the hospital 6. Bonus paid 7. Accident Insurance paid by the hospital
10. During unavoidable emergency situations, the hospital gives you salary advances
[ ] Yes, immediately [ ] Part payment is made
[ ] Gives with interest
[ ] Gives with Hesitation
[ ] Never give advances
11. Safety and Health aspects:(HDS – Highly Dissatisfied; DS – Dissatisfied; N – Neutral; S – Satisfied; HS – Highly Satisfied)
S.No Factors HDS DS N S HS1. Periodic Vaccinations given 2. Face Masks & Hand Gloves provided 3. Fire safety & Alarms 4. Cleanliness of the Work Place 5. Regular Clearing of Waste bins 6. Adequate Lighting & Ventilation
12. The reason for your stress
[ ] Work over load
[ ] Work pressure
[ ] Tight supervision
[ ] Fear of committing mistakes
[ ] All the above
287
13. Job Security and Training aspects: (HDS – Highly Dissatisfied; DS – Dissatisfied; N – Neutral; S – Satisfied; HS – Highly Satisfied) S.No Factors HDS DS N S HS
1. Promotion Policies followed by the hospital 2. Hospital sponsoring Higher studies on nurses
3. Availability of On-Campus and Off-Campus Training Programme
4. Performance appraisals made by the management
14. The management & the supervisor allow or encourage you to participate in Decision making process regarding the departmental activities [ ]Sometimes [ ] Rarely [ ] Never [ ] Often [ ] Very Often
15. Frequency of the hospital arranging for Staff Development training Programs on & off the campus [ ] Monthly [ ] Quarterly [ ]Half-Yearly [ ] Yearly Once [ ] Hardly
once in a year
16. Relationship with Superiors & subordinates: (E-Excellent, G-Good, S-Satisfactory, P-Poor, VP-Very Poor) S.No Factors E G S P V P
1 Relationship with co-staff nurses
2 Communication flow between Senior Nurses & Staff nurses
3 Team spirit among staff nurses
4 Response given by superior nurse for any grievances or complaints made
5 Response given by management for any suggestions made
288
17. Your supervisor’s reaction when you struggle or do not know to do some of the work assigned [ ] Giving Assistance for the time being
[ ] Providing Guidelines for Better Performance
[ ] Depute the work to some other staff for the instant
[ ] Get anger and scold for not doing the work
[ ] All the above
18. You face Physical / Mental Harassment from your Superiors or Co-Staff
[ ] Sometimes [ ] Rarely [ ] Never [ ] Often [ ] Very Often
19. Behavior of your Supervisor / Co-staff towards you
[ ] Rude [ ] Hard [ ] Neither Hard nor Soft [ ] Soft [ ] Cordial & Friendly
Miscellaneous
20. You prefer working in night shifts for your hospital
[ ] Very much
[ ] To an extend [ ] No [ ] Rarely [ ] Never
21. Opinion about the present Quality of the Food & Canteen facility
[ ] Satisfactory [ ] good [ ] Good but still be improved [ ] Bad [ ] Worst
22. The hospital management arranges for any refreshments in between working hours
[ ] Yes [ ] No
289
23. Prefer the hospital to arrange for any Yoga or Meditation sessions to ease out your stress
[ ] Yes [ ] No 24. Opinion about the reason preferring to stay in the same organization: (SA-Strongly Agree, A-Agree, N-Neutral, D-Disagree, SDA-Strongly DisAgree) S.No Factors SA A N D SDA
1. Feeling pride in getting good salary compared to other hospitals
2. Feeling Pride of working for the hospital
3. Feeling of attachment and Oneness towards the hospital
4. Having satisfaction in the Job 5. Having Carrier & Promotional opportunities
THANKING YOU
