A study on fairness perceptions of work life balance initiatives

International Journal of Management (IJM)
Volume 11, Issue 2, February 2020, pp. 264–270, Article ID: IJM_11_02_027
Available online at />Journal Impact Factor (2020): 10.1471 (Calculated by GISI) www.jifactor.com
ISSN Print: 0976-6502 and ISSN Online: 0976-6510
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“A STUDY ON FAIRNESS PERCEPTIONS OF
WORK LIFE BALANCE INITIATIVES”
Magdalene Peter
Assistant Professor, Department of Management Studies, Bharath Institute of Higher
Education and Research, Chennai, India
Dr.S.Fabiyola Kavitha
Associate Professor, SRM Arts and Science College, Trichy, India
ABSRACT
Employee Work Life Balance (WLB) is a major driver in the organization that
helps to achieve higher productivity. It is a healthy blend of both employee's work life
and personal life. There are many factors influencing work-life balance of an
employee in the organization. The researchers have identified some factors along with
demographic variables to study and understand the work life balance. To recognize
the connection between high-quality of labor lifestyles and employees satisfaction. To
apprehend the measures taken by means of the employer to beautify the standard of
exertions lifetime of the workers in the business enterprise. To beautify the excellent of
living of the workers. To make a nice attitude inside the minds of the workers. To
increase the effectiveness of the organizations. The current study focuses the factors
influencing the work life balance of employees and the results of the study will help
the organization to enhance better work life balance towards higher level of
productivity.
Key words: Employee Work Life Balance, Employee, Productivity.
Cite this Article: Magdalene Peter and Dr.S.Fabiyola Kavitha, a Study on Fairness

Perceptions of Work Life Balance Initiatives, International Journal of Management
(IJM), 11 (2), 2020, pp. 264–270.
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1. INTRODUCTION
Nature of labor life alludes to the favourableness or unfavourableness of a vocation state of
affairs for the individuals running in an association. The time of logical administration which
focused completely on specialization and productivity, has experienced a contemporary
change.
The traditional management (like logical administration) centered on human qualities.
Within the present state of affairs, wishes and dreams of the workers are evolving. Bosses are
currently updating employments for better QWL.
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Magdalene Peter and Dr.S.Fabiyola Kavitha
A couple of definitions given by means of famous creators on QWL are given underneath:
1. "QWL is a process of labor associations which empower its people in any respect levels
to effectively; partake in molding the associations condition, techniques and results. This
worth based totally manner is pointed in the direction of assembly the twin goals of upgraded
viability of institutions and advanced personal pleasure grinding away for representatives. "
— The American Society of Training and Development
2. "QWL is a perspective about people, work and institutions, its unmistakable additives
are (I) a fear about the impact of labor on individuals just as on hierarchical viability, and (ii)
the possibility of investment in authoritative crucial questioning and dynamic. " — Nadler and
Lawler
3. "The abrogating motivation in the back of QWL is to change the surroundings grinding
away so the human-modern hierarchical interface activates a advanced nature of work

lifestyles."
Nature of Work Life has constantly been up in deliberating authoritative conduct. It is
apparent from the records that instant investigations on Quality of Work Life started out
pouring-in after the principle paper advent by Davis in 1972 at Arden House, US and from
that point, there has been a more noteworthy weight on Quality of Work Life contemplates as
associations step by step receiving the manner of contemplating satisfying the person grinding
away for upgrading their inspiration and will to paintings. Right now excessive innovation
world, it has end up a remarkable fear for the executives just as workers. Nature of running
life is the most generous enterprise related conduct surprise which has positive impact on
creation, work tradition and viability of the association. In spite of the truth that part of
paintings has been carried out on Quality of Work Life in numerous territories, however sadly
a chunk consideration has been made to elements referring to the flow investigate attempt.
Along those lines, first rate considerations of scientist mainly had been made in this point.
Payne and Pheysey (1971) in the mild of a captivating examination led on authoritative
atmosphere arrived at resolution that activity fulfillment is a feature of wonderful Quality of
Work Life. This become too characteristic characteristics of laborers work existence.
Employment success is a feature of fantastic nature of running existence. Subsequently,
whatever opinions will be superior on work success would determine courting of some issue
as its big determinants.
Taylor (1977) proposed comfort of occupation success gauges in surveying work
attributes in enhancing Quality of Work Life is tricky. Incomprehensibly the high and solid
stages of employment success Kumar and Bohra (1978), examined relationship of people
paintings achievement with their discernment about current hierarchical ecosystem. Results
exposed that apparent authoritative ecosystem influences people paintings achievement
fundamentally. Laborers seeing authoritative surroundings as law based totally had increment
in paintings achievement while contrasted with the individuals who saw hierarchical
atmosphere as dictatorial or unsure.
Balkrishnan (1976) inspected the social importance of physical, social, monetary, security,
accomplishment, obligation, acknowledgment, and development variables of mechanical
workers. Results confirmed that monetary and bodily variables were massive while contrasted

with exceptional elements. Laborers were visible as above bodily

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A Study on Fairness Perceptions of Work Life Balance Initiatives

2. SIGNIFICANCE OF THE STUDY
2.1. Adequate and Fair Compensation:
The salary shape of personnel need to be just, fair and equitable. It need to ensure affordable
wages to employees in order that they can preserve a desirable popular of life. Payment of
Wages Act, 1936 and Minimum Wages Act 1948 shield the hobbies of the workers regarding
charge of wages.
It should be truly understood that for QWL, coins price is not the simplest answer.
However, hefty salaries are being paid to the understanding employees so as the meet their
primary and better level needs for enhancing their QWL.

2.2. Safe and Healthy Working Conditions:
In India, Factories Act 1948 contains variety of provisions pertaining to protection and health
of personnel. Employers are increasingly more looking to supply better working conditions to
their people as compared to their competitors. Flexi-hours of labor, zero threat physical
conditions of labor and safety con to noise, pollution, fume, gases etc. go an extended way in
effecting the high-quality of labor life.

2.3. Opportunity to use and Develop Human Capacities:
The QWL are going to be higher if the roles allow sufficient antonomy and control to its
employees. The workers should receive a possibility to use their skills, abilities and initiative

in planning and imposing the work. The senior humans can keep an eye fixed and a
continuing manage and also offer immediate feedback to the workers. Corrective measures
are often taken immediately within the sunshine of this comments.

2.4. Opportunity to Growth and Security:
When employees are offered possibilities to develop in a company by presenting
merchandising ladder, it allows in improving the QWL. There’s an indoor desire in every
worker for profession progression. If the work is dead-end, it need to be made clean to the
worker on the outset.

2.5. Social Integration within the Work Organization:
A worker develops a way of belongingness to the enterprise during which he's employed.
Discrimination among the personnel on the idea aged, gender, cast, creed, religion etc. Can
act as a hindrance within the way of social intergation. Workers increase self-respect as a
results of social integration and it improves the satisfactory of labor life.

3. OBJECTIVES OF THE STUDY
1. To recognize the connection between high-quality of labor lifestyles and
2.
3.
4.
5.

employees satisfaction.
To apprehend the measures taken by means of the employer to beautify the
standard of exertions lifetime of the workers in the business enterprise.
To beautify the excellent of living of the workers.
To make a nice attitude inside the minds of the workers.
To increase the effectiveness of the organizations

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Magdalene Peter and Dr.S.Fabiyola Kavitha

4. RESEARCH DESIGN
The research design refers back to the overall approach that you select to combine the
different components of the look at in a coherent and logical way, thereby, ensuring you will
correctly cope with the studies problem; it constitutes the blueprint for the collection,
measurement, and analysis of data.
DESCRIPTIVE DESIGN – It endeavors to depict and clarify states of the present by
utilizing numerous subjects and survey to completely portray a marvel.

4.1. METHODS OF DATA COLLECTION
DATA COLLECTION – The records was collected thru polls by means of assist
of review.
Kinds OF DATA
1. PRIMARY DATA - Primary facts is unique studies that is received through direct
examination, whilst auxiliary data is appearance into this is broadly available and gotten from
some other gathering. Essential statistics incorporates information gathered from interviews,
tests, overviews, surveys, center gatherings and estimations.
2. SECONDARY DATA - Secondary information alludes to records that was amassed by
way of somebody aside from the client. Normal wellsprings of auxiliary statistics for
sociology include censuses, statistics accumulated with the aid of government offices,
authoritative information and facts that was to start with amassed for other studies purposes.

4.2. LIMITATIONS






The personal pride includes a more tremendous territory. The present examination
seems at it from prominent and selected measurements because it were. Anyway
it's far manageable that there might be one-of-a-kind variables which probably
won't have been canvassed right now.
Some respondent did not appropriately react to the survey; thus to take out this
viewpoint the scientist has likewise led some near to home meetings.
The board authorized the analyst to acquire the facts from the restrained
respondents as it were.

TABLE – 1 OPINION ABOUT PERSONAL SATISFACTION OF THE WORKERS
OPTIONS
POWERFULLY CONCUR
SEE EYE TO EYE
UNBIASED
OPPOSE
STRONGLY OPPOSE
TOTAL

NO. OF RESPONDENT
19
60
9
12
100

PERCENTAGE (%)
19
60
9
12
100

INFERENCE
The above table shows that 60% of the workers concur that they have individual fulfillment in
the organization and 9% representatives differ on this.

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A Study on Fairness Perceptions of Work Life Balance Initiatives

GRAPH – 1
TABLE- 2 OPINION ABOUT THREATEN AND HARASSMENT OF EMPLOYEES
OPTIONS
STRONGLY HAVE THE
SAME OPINION
HAVE THE SAME OPINION
UNBIASED
OPPOSE
STRONGLY OPPOSE
TOTAL

NO. OF
RESPONDENT

PERCENTAGE
(%)

20

20

2
16
62
100

62
16
2
100

INFERENCE:
The above table shows that 62% of the representatives differ that they don't get compromise
or bugged and 2% concur that they get undermine and hassled.

GRAPH-2

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Magdalene Peter and Dr.S.Fabiyola Kavitha

CHI – SQUARE METHOD
1)
26
18
44

46
10
56

72
28
100

O

G.T

(O-E)

(O-E)2

26
46
18
10

TOTAL

31.68
40.32
12.32
15.68

-5.68
5.68
5.68
-5.68

5.68
5.68
5.68
5.68

(O-E)2
E
0.17
0.14
0.46
0.36
1.13

CVTherefore, Null Hypothesis is accepted.
2)
20
16

36

62
2
64

82
18
100

O

G.T

(O-E)

(O-E)2

20
62
16
2
TOTAL

29.52
52.48
6.48
11.52

-9.52

9.52
9.52
-9.52

9.52
9.52
9.50
9.50

(O-E)2
E
0.32
0.18
1.46
0.82
2.82

CVTherefore, Null Hypothesis is accepted.

5. FINDINGS
•
•
•
•
•
•

Most of the workers concur that they have individual fulfillment while don't concur.
Around half of the representatives said that they add significant commitment to work

in their organization
42% workers firmly concur that they get social insurance and clinical office from the
executives
Half of the workers concur that they get money related and non-fiscal advantages.
24% workers emphatically concur that they have incidental advantages gave by the
board.
More than half of the representatives concur that there is no undermine and badgering
in organization.

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A Study on Fairness Perceptions of Work Life Balance Initiatives

6. SUGGESTIONS AND CONCLUSION
From the examination unmistakably QUALITY OF WORK LIFE fills the holes in
representative’s fulfillment towards the organization. The participative administration,
vocation openings and workplace are the variables that decide nature of work life.

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