The nature of many jobs. Kenny et al.,

The Indian women, who were mostly found in a socially
acceptable employment like teaching, nursing, banking, etc. in the last decade,
are diverted now and actively participate in the Information Technology
revolution. It has become a common phenomenon that majority of the employees,
especially the knowledge workers, are working harder and longer ever before. As
a consequence, they find it difficult to achieve work life quality. This new
information technology profession with a good pay, night shifts, cultural and
social change has brought work life imbalance among the women employees in
Information Technology Industry. This study is based on an empirical
investigation conducted among women employees from leading Information
Technology Companies.

Review
of Literature

Cooper, (2003)
Being successful in the competitive market depends on the level of the
satisfaction of the workers in the establishments. The satisfaction or
dissatisfaction of the workers affects the performance of the organization.
Also job satisfaction provides positive attitudes and behaviors of the workers.
New working practices and rapid technological advances are changing the nature
of many jobs.

Kenny et al.,
(2000) one of the most important factors that
affect the behaviors of the workers in the establishments is the feeling of
working satisfaction, that is to say, job satisfaction. There is growing
evidence that current trends in employment conditions may be eroding levels of
job satisfaction and directly damaging the physical and mental health of
employees.

 Narehan et
al., 2002 discussed the similarity between QWL and Maslow’s hierarchy of
needs and stated that QWL has two levels of needs. The lower level contains
health/safety needs and economic needs, while the higher level is comprised of
social, self-actualization and knowledge needs. They also explained the
relationship between QWL and Quality of Life (QOL) and concluded that QWL is
significantly and positively correlated with QOL. The authors urged
organizations to enforce the QWL programs to improve QOL among workers.

 

 

Objectives
of the Study

The
present study aimed at the following objectives.

To
find out the relationship between demographic variables quality of work
life Information Technology Companies. 

2.     
To identify various factors
affecting quality of work life of the women employees in Information
Technology.

Data Collection 

The study is based on primary data
comprising the perception of women employees in selected IT companies in
Chennai. The data are collected through questionnaire women employees. The secondary
data used for this includes the study on quality of work life and details about
company which were collected from website, Journals, magazine and books.

Sample Size

                    The sample size of the
study is consisting of 350 Women employees in the selected Information
Technology (IT) companies in and around of Chennai. . Simple random sampling
technique and Mean Score is adopted for selecting the respondents from the
selected Information Technology companies.

The study has been conduct in Chennai. Chennai is the
capital state of Tamil Nadu in India. The IT sector is the fastest growing
industry in Chennai in terms of employment generation. In the light of these
facts, Chennai city is taken up as the study area and a systematic attempt has
been made for studying the different aspects of QWL of Women employees in
Information Technology (IT) companies.

Framework of Analysis 

Data collected have been presented
in tabular form and analysis has been made, using simple percentage and mean
score.  Likert five-point scale has been
used to measure the attitude and opinions of respondents to ascertain the
impact of quality work life.

 

 

 

 

 

Limitations of the Study

1. The study examines the impact of
quality work life on the basis of opinions collected from High level, Middle
level and Low level women employees working in Chennai.  There is a possibility of prejudice having
entered into their perceptions.

2. The present study is confined
to Chennai city.

Data Analysis and
Interpretations

                                                                   Table.
1

                                                     
Respondents of profile

Demographic

Classification

Frequency

Percentage

Marital Status

Married

190

54.29

 

    Unmarried

160

45.71

Age

20-30

120

34.29

 

31-40

91

26.00

 

41-50

78

22.29

 

51-60

61

17.42

Experience

11-15

115

32.86

 

16-20

104

29.71

 

21-25

77

22.00

 

26-30

54

15.43

Source: Primary Data

From the above table it is clear that most of the respondents fell
in the marital status of 54.29 per cent of the respondents are married and 45.71
per cent are Unmarried. Next age group of the above 20 to 30 years (34.29 per
cent),  followed by 31 to 40 years (26
per cent), followed by 41 to 50 years ( 22.29 per cent ), 17.42 per cent of the
respondents belong to the age group of 51to 60 years . The women employees
having 11 to15 years of women employee experience comes to 32.86 percent and
29.71 per cent of the respondents gain women employees of 16 to 20 years and
the rest 22 per cent have 21 to 25 years of women employee experience. Followed
by 26 to 30 years (15.43 percent).

                                      

 

 

 

                                                                

                                                               Table. 2

Impact of Quality of Work
Life

 
Impact of Quality of Work life

Rating Points of Respondents

 

 
Mean          Score

Leadership

Management policies

Work relate pressure

Inter personal relation

Job Security

High level(195)

86 (44)

59(30)

32(16)

11(6)

7(4)

4.03

 Middle level(110)

23(21)

25(23)

20(18)

18(16)

        24(22)

3.01

  Low level (45)

18(40)

10(22)

8(18)

9(20)

3.81

Total  (350)

127 (36)

94(27)

60(17)

38(11)

31(9)

3.68

 

Source: Primary Data

       It is an important
factor which contributes to the quality work life. Presence of impact of
quality of work life makes the women employees comfortable at the work place
to contribute to their maximum efficiency as they are relieved of the impact
of quality work life. Premalatha (2003), in his study on quality work life,
has established the connectivity between productivity of women employees with
the impact of quality work life while analyzing the various variables which
have a bearing on quality of work life. In this context, the variable has
been inducted into the present analysis. The perception of the women employees
about the level of factors has been tabulated in the table 1. Analysis of
mean scores of the respondents reveals the fact that respondents of the entry
level enjoy a measure of support ranging from total to management policies in
terms of percentage. Since most of the employees under this category are yet
to start the impact factors. Therefore the mean score may point to total
management policies. Similarly employees at higher level too can have access
to near management policies (3.81). Since most of the respondents under this
category are almost settled into their industries with their employees having
been placed elsewhere in the job and with the women employee being with them
at the category gets a near moderate level of support.

 

 

 

 

 

 

 

 

 

 

However, respondents at the middle level could get only moderate
support (mean score 3.01).  It is also
appalling to note that 18 per cent of middle level factors from inter personal
relation and lack of impact of factors. 
It is only 21 per cent of the respondents could have impact of leadership. 

Conclusion

The various life programmers implemented by I.T. firms in Chennai
reveal that work lie programs implemented satisfy different categories of
employees differently. In other words the set of factors effect of quality work
life. The overall satisfaction of the respondents across the various quality
work life factors to the fact of the employees are highly satisfied with the
current work life initiatives.  
Therefore the management of I.T. companies surveyed has to find out the
reasons for moderate satisfaction and dissatisfaction prevailing among the rest
of women employees.