QWL Thesis (WWW - Writekraft.com)

A STUDY ON THE IMPACT OF QUALITY OF WORK
LIFE ON EMPLOYEES’ JOB SATISFACTION (WITH

SPECIAL REFERENCE TO IT INDUSTRY IN
HYDERABAD CITY- TELANGANA STATE)
ACKNOWLEDGMENT
DECLARATION
CERTIFICATE
ABSTRACT
Quality of Work Life or commonly known as QWL is known to be a satisfactory

working atmosphere which assists and endorses the contentment by issuing their
staff of members with the various prizes, career elevation, job prospects, job security
and many other things. QWL is related with the work satisfaction, work
involvement, enthusiasm, efficiency, fitness, precautions, job security, capability
growth and stability between job and non-job life.
The purpose of this study is to examine the effect of QWL on workers Job
contentment. Moreover, this research also examines the greater ranges of
disappointment assuming any and gives significant proposals to enhancing in those
regions.
Both primary and secondary data sources are employed for the research. Primary
data is collected with the help of questionnaire survey on the techniques and
apparatuses utilized for leading the present analysis ponders are examined. The
sample size of the research is 120 and the data is analyzed by statistical tool.
The findings of the study revealed that quality of work life is normally an emphasis
on the methods that have revolutionized the organizations to increase the level of
satisfaction in the staff, to improve their performance, to decrease quitting job rate
and alleviate their tension and heighten the level of productivity. Satisfaction of job
position and happiness in a job have highly affected over mental states of employees,
thus he/she tries best to save his/her job which results to show better and desirable
performance. This performance equals to feelings of happiness, therefore the success
of the organization is similar to his/her success in personal life.
TABLE OF CONTENTS
CHAPTER 1: INTRODUCTION ............................................................................. 1
1.1 Research Background ..................................................................................... 4
1.1.1 Quality of work life .................................................................................. 4
1.1.2 Factors affecting the nature of work life ................................................. 10
1.1.3 Job fulfillment ........................................................................................ 10
1.2 Problem Statement........................................................................................ 11
1.3 Aims and Objectives of the Study ................................................................. 13
1.4 Need for the Study ........................................................................................ 13
1.5 Scope of the Study ........................................................................................ 14
CHAPTER 2: LITERATURE REVIEW ................................................................ 15
2.1 Quality of Work Life .................................................................................... 15
2.2 Concept of QWL .......................................................................................... 16
2.3 Models of QWL............................................................................................ 25
2.4 Studies related to QWL in Ascending Order ................................................. 29
2.5 Mechanisms of Quality of Work Life............................................................ 39
2.6 Job Satisfaction ............................................................................................ 45
2.7 Job Satisfaction Concept ............................................................................... 47
2.8 Importance of Job Satisfaction ...................................................................... 48
2.9 Different factors of Job Satisfaction .............................................................. 52
2.10 Measuring Job Satisfaction ......................................................................... 53
CHAPTER 3: INDUSTRY AND COMPANY PROFILE ...................................... 56
3.1 Overview of IT Industry in India .................................................................. 56
3.2 IT Industry in Hyderabad City – Telangana State.......................................... 57
3.3 Challenges Faced By the IT Sector in India .................................................. 58
3.4 Information Technology ............................................................................... 59
3.5 Features of the IT industry ............................................................................ 59

3.6 The Role of the IT industry ........................................................................... 59
3.7 Classification of IT Industry in India ............................................................ 60
3.8 Market Size .................................................................................................. 61
3.9 Investments .................................................................................................. 62
3.10 Government Initiatives ............................................................................... 66
3.11 Road Ahead ................................................................................................ 68
3.12 Tata Consultancy Services Limited (TCS) .................................................. 69
3.12.1 Products and services ........................................................................... 71
3.12.2 Achievements/ recognition ................................................................... 75
3.13 HCL Technologies ...................................................................................... 76
3.13.1 Business lines ....................................................................................... 78
3.13.2 Recognition .......................................................................................... 78
3.14 WIPRO Limited ......................................................................................... 80
3.14.1 Different divisions of the company ....................................................... 82
3.14.3 Milestones ............................................................................................ 85
3.14.4 Achievements/recognition .................................................................... 87
3.15 Infosys ........................................................................................................ 88
3.15.2 Milestones ............................................................................................ 91
3.15.3 Achievements/ recognition ................................................................... 93
3.16 Capital IQ ................................................................................................... 99
3.16.1 Features and benefits .......................................................................... 101
CHAPTER 4: RESEARCH METHODOLOGY ................................................... 102
4.1 Introduction ................................................................................................ 102
4.2 Research Process ........................................................................................ 102
4.3 Research Design ......................................................................................... 103

4.4 Research Philosophy................................................................................... 104
4.4.1 Positivism ............................................................................................ 104
4.4.2 Interpretivism ....................................................................................... 104
4.4.3 Realism ................................................................................................ 105
4.4.4 Research approach ............................................................................... 106
Deductive: .................................................................................................... 106
Inductive:...................................................................................................... 107
4.5 Research Strategy ....................................................................................... 107
4.5.1 Experimental ........................................................................................ 108
4.5.2 Survey.................................................................................................. 108
4.5.3 Interview .............................................................................................. 108
4.5.4 Case study ............................................................................................ 109
4.5.5 Observation .......................................................................................... 109
4.6 Data Collection Methods ............................................................................ 109
4.6.1 The method of secondary data collection .............................................. 110
4.6.2 The method of primary data collection ................................................. 110
Selected data collection method .................................................................... 111
4.7 Sampling Techniques ................................................................................. 112
4.9 Research Hypothesis................................................................................... 113
4.10 Data Analysis Plan.................................................................................... 113
4.11 Ethical Issues ............................................................................................ 114
4.12 Accessibility Issues................................................................................... 114
4.13 Research Limitations ................................................................................ 114
4.14 Summary .................................................................................................. 115
CHAPTER 5: ANALYSIS OF THE DATA, RESULTS AND DISCUSSION ..... 116
5.1 Introduction ................................................................................................ 116
5.2 Interpretation of Results.............................................................................. 116

5.2.1 Reliability test ...................................................................................... 116
5.3 Discussion of Findings ............................................................................... 207
CHAPTER 6: CONCLUSION & SUGGESTIONS .............................................. 218
6.1 Conclusion ................................................................................................. 218
6.2 Recommendation for Future Studies ........................................................... 222
6.3 Suggestions ................................................................................................ 223
REFERENCES .................................................................................................... 226
APPENDIX ......................................................................................................... 236

LIST OF TABLES
Table 1.1: Dimension and factors of quality of life
Table 1.2: Work life balance benefits to the organization
Table 2.1: Components of Quality of Work Life
Table 2.2: Job Satisfaction Factors
Table 5.1 Reliability Test
Table 5.2: Descriptive statistic of demographical
Table 5.3: Gender
Table 5.4: Age
Table 5.5: Work experience in the firm
Table 5.6: Descriptive Statistics
Table 5.7: Do you think that quality of work life affects the job satisfaction level
of an employee?
Table 5.8: Do you think that salary or compensation is faire in your

organization?
Table 5.9: Do you think that bonus and incentive polices are effective in your
organization?
Table 5.10: In your views, whether your organization is providing Safe and
Healthy working conditions?
Table 5.11: Whether in your organization, there is any special policy for
employees’ health and safety?
Table 5.12: Do you think that a good quality of working life is important to
improve the employees’ satisfaction?
Table 5.13: Do you think that quality of work life in your organization encourage
employees to improve their skills?
Table 5.14: Do you think that employees’ health and safety at workplace have
highly affects over mental states of employees?
Table 5.15: Freedom of communication at the workplace is helpful to improve the

job satisfaction?
Table 5.16: In your views, equitable reward system plays important role in the job
satisfaction of employees?
Table 5.17: How much you are agreed that a concern of management for
employee job security is essential in the job satisfaction?
Table 5.18: Do you think that Employee skill development program in the
organization is important to increase the job satisfaction among the
employees?
Table 5.19: Provides your views that reduction of occupational stress is effective
to improve the job satisfaction of employees?
Table 5.20: Good employer-employee relationship at the workplace is effective to

maintain the high job satisfaction among the employees?
Table 5.21: Do you think that the extent of challenging job affects the job
satisfaction among the employees?
Table 5.22: Do you think that in IT organizations, more opportunity for growth
satisfies the employees regarding the job?
Table 5.23: Do you think that flexibility of work schedule is important to increase
job satisfaction among the employees?
Table 5.24: Provides your opinion that Workers participation in management is

important to retain the employees more satisfied?
Table 5.25: In order to increase the job satisfaction of employee, whether

supportive leadership plays an important role or not?
Table 5.26: An effective profit sharing policy in the IT Company enables that
management to increase the job satisfaction and quality of work?
Table 5.27: An effective training and development program at workplace is

enabled to increase the job satisfaction and quality of the work?
Table 5.28: Recognition programs and employee benefits are important to

influence the job satisfaction and quality of the work
Table 5.29: Case Processing Summary
Table 5.30: Crosstab for recognition programs and employee benefits are
important to influence the job satisfaction and quality of the work?
Table 5.31: Chi-Square Tests
Table 5.32: Symmetric Measures
Table 5.33: Crosstab for an effective training and development program at

workplace is enabled to increase the job satisfaction and quality of the
work
Table 5.36: Crosstab for an effective profit sharing policy in the IT Company
enables that management to increase the job satisfaction and quality
of work?
Table 5.39: Crosstab for in order to increase the job satisfaction of employee,
whether supportive leadership plays an important role or not?

Table 5.42: Crosstab for provides your opinion that Workers participation in
management is important to retain the employees more satisfied?
Table 5.45: Crosstab for do you think that flexibility of work schedule is
important to increase job satisfaction among the employees?
Table 5.48: Crosstab for do you think that in IT organizations, more opportunity
for growth satisfies the employees regarding the job?
Table 5.51: Crosstab for do you think that the extent of challenging job affect the
Table 5.54: Crosstab for good employer-employee relationship at the workplace

is effective to maintain the high job satisfaction among the
employees?
Table 5.57: Crosstab for provides your views that reduction of occupational stress
is effective to improve the job satisfaction of employees?

Table 5.60: Crosstab for do you think that Employee skill development program
in the organization is important to increase the job satisfaction among
the employees?
Table 5.63: Crosstab for how much you are agreed that a concern of management
for employee job security is essential in the job satisfaction?
Table 5.66: Crosstab for in your views, equitable reward system plays important
role in the job satisfaction of employees?
Table 5.69: Crosstab for freedom of communication at the workplace is helpful to

improve the job satisfaction?
Table 5.72: Crosstab for do you think that employees’ health and safety at
workplace have highly affected over mental states of employees?
Table 5.74: Crosstab for do you think that quality of work life in your
organization encourage employee to improve their skills?

Table 5.77: Crosstab for do you think that a good quality of working life is
important to improve the employees’ satisfaction?
Table 5.80: Crosstab for whether in your organization, there is any special policy
for employees’ health and safety?
Table 5.83: Crosstab for in your views, whether your organization is providing
Safe and Healthy working conditions
Table 5.86: Crosstab for do you think that bonus and incentive polices are
effective in your organization?
Table 5.89: Do you think that salary and compensation is faire in your
organization?
Table 5.92: Crosstab for do you think that quality of work life affects the job
satisfaction level of an employee?

Table 5.98: Age
Table 5.104: Crosstab
Table 5.108: Weighted Average Score

List of Figure
Figure 2.1: Christen, Lyer and Soberman Model of Job Satisfaction
Figure 2.2: Model of Job Satisfaction
Figure 2.3: Model of Job Satisfaction by Locke and Latham
Figure 2.4: Determinants of Satisfaction and Dissatisfaction
Figure 2.5: Facial Expressions Presented by Kunin
Figure 3.1: Structure of the Indian IT Industry
Figure 4.1: John W. Creswell onion model
Figure 5.1: Gender
Figure 5.2: Age
Figure 5.3: Work experience in the firm
Figure 5.4: Do you think that quality of work life affects the job satisfaction level
of an employee?
Figure 5.4: Do you think that salary or compensation is faire in your

organization?
Figure 5.5 Do you think that bonus and incentive polices is effective in your
organization?
Figure 5.6: In your views, whether your organization is providing Safe and
Figure 5.7: Whether in your organization, there is any special policy for
Figure 5.8: Do you think that a good quality of working life is important to
Figure 5.9: Do you think that quality of work life in your organization encourage
employees to improve their skills?
Figure 5.10: Do you think that employees’ health and safety at workplace have
Figure 5.11: Freedom of communication at the workplace is helpful to improve the

job satisfaction?
Figure 5.12: In your views, equitable reward system plays important role in the job
Figure 5.13: How much you are agreed that a concern of management for
Figure 5.14: Do you think that Employee skill development program in the
organization is important to increase the job satisfaction among the
employees?
Figure 5.15: Provides your views that reduction of occupational stress is effective
Figure 5.16: Good employer-employee relationship at the workplace is effective to

Figure 5.17: Do you think that the extent of challenging job affect the job
Figure 5.18: Do you think that in IT organizations, more opportunity for growth
Figure 5.19: Do you think that flexibility of work schedule is important to increase
Figure 5.20: Provides your opinion that Workers participation in management is

Figure 5.21: In order to increase the job satisfaction of employee, whether

Figure 5.22: An effective profit sharing policy in the IT Company enables that
Figure 5.23: An effective training and development program at workplace is
Figure 5.24: Recognition programs and employee benefits are important to

influence the job satisfaction and quality of the work?
CHAPTER 1: INTRODUCTION
The human assets are worthiest component of an association. The attitude of

administrators towards the employees creates impacts on their job tendencies and
behavioral features. If employees feel a healthy atmosphere in their work,
administrative authorities, sector and association, automatically a sense of aspiration
and confidence appear in their job styles and the motivation level increase as well to
do better work (Abraham, 2015). Presently, the impact and superior functionality of
companies will not happen if there is no sense of collaboration, help and mutual
reliance between the workers. In this manner, the focus was on different a necessity
that decides the proficiency as well as usefulness (Alikhani, Fadavi and Mohseninia,
2014). In case of having work contentment only, a person can sense that his
employment is enough to meet his ends. Incomplete demands and necessities
provide unhealthy and antithetical feelings for respective authority and employment.
Fulfillment of expectancies and hopes results in work contentment (Balaji, 2014).
Presently it's common to appear such news of workers strikes and other
disengagement or threat full reciprocations against authorities in TV, papers. The
essential thing is the feeling of ill-treatment, treacherous behavior or unequal wage
issues against the authorities in the associations (Baleghizadeh and Gordani, 2012).
In spite of that, gathering proof shows an indication that it's costly to recruit a new
worker in job compared to maintaining an older worker (Balfour and Wechsler,
1996). Furthermore, organizations suffer from wasting huge amount of money as
well as the goodwill when workers leave or pull out from workplace and reveal the
inequalities or payment issues to the outer world. Consequently, the scholars as well
as the workforce analysts have been researching and worrying about the cause and
prospective motivational ideas so that employees need not to walkout or call
industrial action as well as decrease disaster in yield (Bani, Yasoureini and
Mesgarpour, 2014). It could be arguably, the qualitative features of job time that
impact work contentment, liability and dedication for work and therefore, elaborate
good tendencies and motives. A section of empirical study has allured much
attention of association's attitude analysts and human resource planners towards the
duration of job or employees’ tendencies to retain the job (Baumeister and Leary,
1995). Planners as well as scholars have demanded and searched for the motivations
1
of workers to retain their respective works, duration related objective other than the
income or profit objective (Becker et al, 1996).
The growth of qualitative approach of job has acquired the similar view of
administrators as well as empirical analysts. Several analysts have attempted to
recognize the sorts or types of attributes which decide as well as their attempts have
given separate views (Benjamin, 2015). Provided the different point of views, two
doubts still exist: Which are the constituents of a better or superior standard of job
life? In which way or method, its influences can be evaluated? Analysts and scholars
noticed that a superior standard or quality of work life (QWL) is essential to
accomplish greater execution as well as improve the profit objectives and gains for
an association. Although, during the previous steps, QWL was concentrated upon
motivational attributes such as gathering talented people, work safety, remuneration
and profits. Later on the work contentment as well as the pledges has become the
focal point (Bhatti, Nawab and Akbar, 2011).
The QWL or quality of work life is featured as an intrusion or mediation in terms of

Human assets and has acquired huge importance in the North American part and
Scandinavian region in the 1960s and 70s. The influence of computational technical
characteristics and magnified automatic technological advances resulted in more
mechanization, lack of skill gaining aspirations, and seclusion in the office or job
area. However, developed countries and their economic as well as the manufacturing
associations have possessed more wealth, and the profit of such opulence and
richness remained non-transferable to employee. Rather, evaluations such as
outsourcing entered the scene to curb the dependability on national workforce and
decrease expenses in terms of acquiring rival price benefits. Subsequently, the
employees had to face huge burden of job, major pressure to fulfill the target
oriented aims, dates and timeframes, higher authoritative controlling, low level of
work safety than ever. Besides, the growth of higher level of technological works
and recruitment of round the clock employees in the information technology
departments have gathered the focus of analysts of different topics to investigate
paths to make and maintain good job work-life and work situations. The motives of
such examination was searching methods to motivate staffs to accomplish great
execution, increase work contentment and decrease the fear of job loss of job
abrasion (Biljana, 2004).
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Quality of Work Life (QWL) has gained much importance nowadays in all the
companies. Workers are the major power for all the successes of a company. Only
technical support is not enough for a company to get success, it needs powerful
labour force. The word ‘Quality of Work Life’ was originally coined in the last half
of the 1960s. Afterwards, the word is fetching greater significance in different job
space. At first, QWL was generally concentrating on the impacts of job recruitment
upon usual medical and wellness of employees.
Each association needs to provide beer atmosphere to their employees, incorporating

every economic and noneconomic impetus to maintain the staffs for a long tenure
and to gain the organizational targets. The quality of work life way thinks persons as
resources and precious components of company and not just prices. It's thought that
staffs execute in a proficient way if permitted to take part in management as well as
determining conclusive visions. This way aspires persons to content and fulfill the
social and mental needs along with the financial ones. For satisfying the novel
labour, associations are required to focus on work planning’s and setups.
For achieving profit and meeting targets, a company needs to see its HR section
with more attention. As major issues arise from work force which are sorts Human
assets and not technological or just physical. A better and efficient quality of work
life allures novel skilled persons along with retaining the older ones. The QWL
engages work safety, better job situations, enough and proper salary and equivalent
job chances to everyone. It targets at fulfilling double aims of increased usefulness
of company as well as developed standard of life of staffs. However, these virtues of
job are not believed by workers. Their only aim is good wages and retains the
position if only situations are motivational and good, and clauses of job are matching
to his or her perspective.
The QWL has several components like scopes to engage actively in team work,
issues solving ideas in such a way that both the recruiter and staffs get benefits,
dependent on workforce administration collaboration. 'Quality of Work Life' to
meet the association related targets as well as the staffs demands. Proficient quality
of work life customs in companies create influence upon staffs execution band the
holistic execution of the company. The motive of this study revolves around the
3
holistic idea of QWL or Quality of Work Life inside a company as well its
influences on staffs work contentment in Information Technology associations.
1.1 Research Background
1.1.1 Quality of work life
Nature of work life signifies "how much individuals from a work association can
fulfill essential individual needs through their involvement in the association" QWL
could be characterized as "the attribute of the connection between the man and
undertaking".
Bin et al (2011) attracted thoughtfulness regarding what they depicted as mental

development needs as applicable to the thought of Quality of working life. A few
such needs were distinguished; Skill assortment, Task Identity, Task criticalness,
Autonomy, and Feedback.
Nature of work life can be characterized as "The nature of connection amongst

representatives and the aggregate workplace."
As per Brown et al (2011), it is additionally characterized as "how much individuals

from a work association can fulfill critical faculty needs through their involvement in
the association".
The idea "nature of work life" was first talked about in 1972 amid a worldwide work
relations meeting. It got more consideration after United Auto Workers and General
Motors started a QWL program for work changes. Chehrazi and Shakib (2014)
characterized QWL as ``a process by which an association reacts to worker needs by
creating components to enable them to share completely in settling on the choices
that outline their lives at work''. At the end of the day, it alludes to the connection
between a specialist and his condition that can be separated into various
measurements like the social specialized and financial, in which the work is
ordinarily seen and planned.
It is a mind boggling, multidimensional, bland idea (Chinomona and Mofokeng,

2015). Most writing on the QWL begins from the train of Industrial Labor
Relationships (Cohen, 2003). QWL has been characterized by analysts in various
4
ways, which has achieved certain counterparts, for example, work quality, capacity
of occupation content, representative's prosperity, the nature of the connection
between representatives, working condition, and the harmony between work requests
and choice self-governance or the harmony between control need and control limit
(Coleman and Cooper, 1997) QWL is consequently perceived as a multi-dimensional
build and the classification is neither all inclusive or interminable.
Diverse specialists have concocted distinctive classes and factors to characterize and
measure personal satisfaction. Dawis (1992) separated QWL primary segments into
four classes. As indicated by him, the influencing factors on QWL include: work
significance, work social and hierarchical harmony, work test and lavishness.
Deshpande, Yogesh and Bhakane (2015) have recognized eleven measurements of

QWL in the year. They are: pay, a word related anxiety, hierarchical well-being
programs, elective work routine, partake administration and control of work,
acknowledgment, predominant subordinate relations, grievance technique, the
sufficiency of assets, status and legitimacy in advancement and improvement and
work on changeless premise.
Dixit and Bhati (2012) saw QWL for attitudinal reaction among the workers which
incorporates part push, work attributes, and supervisory, basic and social qualities to
straightforwardly and fit as a fiddle academician' encounters, states of mind and
practices. Emhan (2012) dissected the security of business, work/part clearness,
understanding chiefs, work not distressing, access to pertinent data and social and
welfare offices to quantify the QWL in banks.
As per Epitropaki and Martin (2005), the sorts of QWL exercises can be recorded as
(i) associated critical thinking, (ii) Work rebuilding, (iii) groundbreaking prizes
frameworks and (iv) developing the workplace.
Freyermuth (2007) proposed markers like the absence of occupation stretch, the
absence of employee burnout, the absence of turnover goals and employment
fulfillment. They included measures like occupation fulfillment, gaining cash,
enrollment in fruitful groups, employer stability, and employment development.
Gelaidan and Ahmad (2013) revealed three elements – (i) Job content; (ii) Working
hours and work-life adjust; and (iii) Managerial/supervisory style and techniques.
5
They trust key ideas have a tendency to incorporate employee stability, compensate
frameworks, pay and an open door for development among different elements.
Measures of Quality of Work Life as per Georgellis (2015) are sufficient pay and
advantages, employer stability, safety and well-being working condition, significant
occupation, and self-governance in the employment.
Measures of Quality of Work Life incorporate - (i) expanded specialist association,

investment, and power, (ii) Increased accentuation on representative attitude
improvement, (iii) Increased self-rule for activity and basic leadership at laborer
level and (iv) Reduced status qualifications among levels in the chain of command.
Green, Anderson and Shivers (1996) having inspected the diverse perspectives and
watched that QWL is clarified by the accompanying variables: (i) Fair and
appropriate installment for good execution (ii) Safe and secure work circumstance,
(iii) The likelihood of learning and utilizing new abilities, (iv) Establishing social
reconciliation in the association, (v) Keeping singular rights, (vi) Equilibrium in
work divisions and joblessness and (vii) Creating work and authoritative
responsibility.
As per Grover and Crooker (1995), nature of work life involves both the mental and
target parts of work life. The target ones stress the conditions and systems
identifying with advancement strategies, participatory supervision, and safe working
conditions, though the subjective identity with supervision, correspondence,
initiative and so on. He recognized 8 factors that decide nature of work life as given
under. Correspondence, the worker association, want and inspiration to work,
professional stability, vocation advance, tackling issues, compensation, and pride of
an occupation.
Herscovitch and Meyer (2002) opined that the accompanying components must exist
in the association - reasonable and sufficient pay, well-being and security of working
conditions, making chances to learn, development in the polished methodology way,
proficient trustworthiness in the association, support of individual rights and pleased
with the employment.
Igella (2014) completed a spellbinding report with an accommodation test. They

chose 16 center gatherings, each containing 3-5 enlisted attendants with no less than
6
2 years of involvement in one restorative focus and five provincial doctor's facilities.
They recognized 56 QWL classes and fitted into 6 measurements to be specific,
financial pertinence, demography, hierarchical angles, work viewpoints, human
connection perspectives and self-completion. Significant issues underlined by center
gatherings are overseeing shift work inside the requests of family life; settlement;
bolster assets, and medical caretakers' clinical step framework and pay framework.
Islam (2012) arranged QWL into two noteworthy classes: lower and higher request
needs. The lower-arrange QWL involved well-being/security needs and
financial/family needs through the higher-arrange QWL is contained social needs,
regard needs, self-realization needs, learning needs, and stylish needs. For
estimation, they recommended survey as far as the accompanying seven classes of
requirements.
1. Wellbeing and security needs (insurance against malady and damage inside
and outside the working environment)
2. The necessities of family economy (compensation, professional stability and

so on)
3. The requirement for social (agreeable work amongst associates, and having
extra time in the working environments)
4. public desires (having the agreeable work amongst associates and extra time
at work put
5. The requirement for confidence (acknowledgment and valuation for the work
inside and outside the association)
6. The requirement for (preparing to enhance work abilities)
7. The tasteful needs (inventiveness working environment and individual

innovativeness and general feel
Islam and Siengthai (2009) researched QWL markers in six Canadian Public Health
Care Organizations (HCO's) by investigating documentation significant to QWL and
leading concentration gathering or group interviews. Gathering interviews were
taped and investigated with subjective information strategies. They discovered
7
representative prosperity and working conditions are critical markers of QWL. They
discovered dubiousness in characterizing QWL markers and they proposed expanded
HCO assets, joining of HCO administration frameworks will get to the pertinent
data.
Sarker and Afroze (2014) attempted an investigation on nature of work life to

recognize its measurements Library technique was utilized to assemble data on
hypothetical essentials, writing and to distinguish viewpoints and scales. Field
contemplate technique was utilized to assemble data through surveys circulated
among 30 specialists. The information so gathered was broke down utilizing
Analytical progression process (AHP); it is discovered that QWL can be clarified by
four factors as given under:
1. Balancing Job Life - Favorable and accurate job timings, job life environment,
scope to celebrate religious customs, agro-economy, no physically and
psychologically harms, Remoteness between residence and office.
2. Community aspects - The value of job in the community or in terms of social

contribution, consolidation in terms of social features, Social framework during
job, Mutual harmony with co-workers, Confidence and dignity in the company,
nice co-workers
3. Financial aspects - Remuneration, wellness utility, Insurance, Retiring from

work, work safety
4. Work component - Work in groups, freedom, useful job, dating and adventurous
job, sense of individual authority during working, the essential criteria of creative
input in the job, scope of improvement.
Two inferences can be drawn from above mentioned discussion and demonstration:
a) QWL has several facets in its discipline.
b) Because of its multifaceted idea, it carries amount of proportionate and

pertinent views and for this a single definition or evaluation cannot be
guaranteed.
8
With regards to differentiation, the accompanying order can be acquired - (i) the
psychological and goal parts of working sustainability (ii) smaller and greater
division requirements and (iii) work qualities and superiority, auxiliary and societal
attributes.
The variables that were expressed by various specialists are assembled and expressed
in the following Table. The key ideas were taken into consideration and talked about
it in the current writing structure incorporating employee stability, amazing
appreciation frameworks, greater pay scale, and open door for development and
anticipated gatherings amongst remaining.
Table 1.1: Dimension and factors of quality of life
QWL is characterized as the ideal conditions and situations of a working

environment that help and advance representative fulfillment by furnishing them
with appreciation, professional stability and development openings. Anyway, a few
9
scientists bring up that (QWL)-Quality of Work Life is not just identified with staff’s
prosperity and their states of mind and sentiments to their occupation yet
additionally go prior to employment fulfillment.
1.1.2 Factors affecting the nature of work life
The aspects that impact to the QWL are Environment, Stress Level, Attitude, Nature
of Job, People, Risk Involved, Growth and Development, Career Prospects,
Opportunities, Challenges and appreciation, lastly we can state that a glad and happy
worker will give better turnover, use astounding judgment skills and decidedly add
to the authoritative objectives.
Issues of actualizing nature of work life software engineer
 Managerial states of mind
 Unity impact
WORKLIFEBALANCEBENEFITSTO WORKLIFE BALANCE

THEORGANISATION BENEFITS TO THEINDIVIDUAL
Estimated improvement in personal Improved worth and equilibrium in

efficiency, responsibility and promises your regular lifestyle
Superior analysis of what your personal

Superior team efforts and interaction working life equilibrium is
Enhanced effectiveness and

Enhanced moral values diminished tension level
Enhanced connection for both off and
Minimum negative company strain on the job
Table 1.2: Work life balance benefits to the organization
1.1.3 Job fulfillment
Employment fulfillment is a passionate reaction to a job condition. Occupational

fulfillment is regularly estimated by how nicely the results are met or expand the
desires. For example, if associations’ members sense that they are doing job
10
substantially more than others in the office, however, are getting fewer rewards they
will most likely have a negative thinking towards the occupation, the manager as
well as colleagues. At the same time, if they believe they are being dealt with
exceptionally well and are getting paid on an equal level, they are probably going to
have inspirational states of mind thoughts towards the employment. Occupation
contentment resembles a few associated thoughts which are assumed as most
imperative attributes of work about which individuals encompass productive
reaction. Occupation fulfillment can't be a discussion of where there is
nonappearance of inspiration. Employment fulfillment is so vital in that its
nonappearance usually prompts laziness and lessened authoritative responsibility.
The absence of employment fulfillment is an indicator of leaving a place of
employment.
Settoon, Bennet and Liden (1996) characterized worker fulfillment frequently

termed as employment fulfillment as a pleasing or positive passionate state of mind
coming about because of the enhancement of one's occupation or employment
encounters. Representative requirements and needs are fulfilled when they notice
that appreciation from the association, incorporating pay scale, advancement,
acknowledgment, improvement and important employment, fulfill or expand their
desire. To a great extent, it gives the idea that the primary results of a powerful QWL
program are enhanced operating circumstances for representatives and more
prominent hierarchical efficiency for managers. QWL emphatically encourages the
making of a more adaptable, trustworthy and propelled workforce and consequently
estimates the organization's competition.
1.2 Problem Statement
Occupation fulfillment is a view of representatives of their obligations and the

associations in which they are hired. Occupation fulfillment as a representative
response to his duty, on the premise of judgment between aspired prizes and genuine
prizes. Employment fulfillment can be characteristic of work practices, for example,
hierarchical chain and absentee practices, for example, truancy and turnover and one
basic finding is that occupation fulfillment corresponds with life contentment.
Furthermore, work fulfillment cannot fully intercede the connection of identity
factors and different work practices. On the opposite side, the nature of occupational
11
life implies fulfillment of a worker to address his/her requirements from exercises,
sources and the outcomes obtained from the contribution in the workplace. At
present, the most viable analysis that has developed about the personal satisfaction
acknowledgment generates another point of view certainly to the employment
fulfillment and related issues to occupation and professionalism. In any case, in a
few articles, the nature of working life and employment fulfillment are considered as
equivalent ideas, yet the most administrative learning specialists and well-known
therapists trust that nature of working life and occupation fulfillment have diverse
ideas. The distinction between the nature of working life and occupation fulfillment
is now that employment fulfillment is one of the consequences of the nature of
working life. Sirin and Sokmen (2015) said that disappointment with working life is
an issue, which influences all employees at the same time, or another, irrespective of
the position or status. The dissatisfaction, unstable state of mind and outrage normal
to representatives who are embittered with their working life can be impactful to
both individual and hierarchical premises. Along these things, QWL empowers the
representative employment fulfillment and is necessary for enhancing authoritative
and working efficiency. Different discoveries demonstrate the nature of working life
effortlessly affects work fulfillment.
Thus it is vital that, administrators associated with and working undertakings to

guarantee representative employment fulfillment to take care of any operational
issues and enhance profitability and augment quality. Keeping in mind the goal to
enhance representative profitability their differed capacities should be created. There
are different routes in which the abilities and capability of an association's HR can be
created and work fulfillment progressed. Among entire thing, this is the nature of
Working Life which includes different phases, for example, self-sufficient work
gatherings, work enhancement and greater contribution.
All in all, QWL is important in connection with work fulfillment and general
execution in the association. Be that as it may, nowadays workers are disappointed
with the few of the operations of occupation and managing societal connection in the
association resulting upon the motorization and robotization of the business.
Furthermore neglecting by others and less use of aptitudes resulted in tension and
partial contentment among the employees. They encounter distance, which may
come about because of the bad outline of socio-specialized frameworks. Low nature
12
of working life may prompt expanded truancy, strain and eventually work
disappointment. Accordingly, associations are needed to embrace a technique to
enhance the representatives (QWL) - the quality of work life to fulfill together the
authoritative goals and worker needs.
1.3 Aims and Objectives of the Study
The main goal of this exploration is to analyze the general nature of Working Life in
the company and its influence on workers work fulfillment in several well-known IT
Companies.
All the more particularly, the goals of this exploration are:
• To examine the effect of QWL on workers Job contentment

• To figure out the impactful aspects subjective to occupation contentment
among workers
• To acknowledge the standard of worker contentment
• To recognize the greater ranges of disappointment assuming any and give
significant proposals to enhancing in those regions.
1.4 Need for the Study
There is much about to come regarding nature in each perspective i.e. top notch
quality item, nature of the material and sources of info in that, nature of bundling,
nature of item advancement and nature of administration. Nature of working life and
personal satisfaction, which are fundamental points throughout everybody's life. This
additionally leads to worker fulfillment. To bring in the difficult functionality into
the association it is vital to have empowering nature. QWL is a standout amongst the
most critical variables that prompts such ideal environment. It delivers more
acculturated employments. It put efforts to give the greater request requirements of
representatives are HR that is to be enhanced as opposed to just utilized. QWL
prompts a way that supports enhancing their aptitudes. It likewise prompts to have
great interconnected relations and profoundly energetic representatives who take a
stab at their advancement. QWL will guarantee excitement at the workplace with
open doors for everybody to perform the best. Such employments will give work
fulfillment and delight to the organization.
13
1.5 Scope of the Study
The research according to the above-expressed goals was restricted to estimating

work fulfillment of the representatives towards the observations regarding the QWL.
The research concentrated on operating situations, pay scale, societal joining and
profession potential, development and representative’s supposition on
administration. The concern of the analysis was to figure out the QWL among
workers of chosen IT organizations in Hyderabad City or Telangana State.
Occupation is an essential segment of our regular day to day existence, be it our job
or profession or business. On a normal proportion, we invest around twelve hours
day by day in the work venue which is 33% of our whole life; it influences the
general nature of our life. It should give some work fulfillment; provide significant
serenity, a satisfaction of having done an activity, as it is normal, with no
imperfection and having invested the energy productively, helpfully and
intentionally. Regardless of the possibility that it is a little stride towards our lifetime
objective, by the day's end, it gives fulfillment and excitement to search forward for
the following day. An astonishing and a great representative will give better
turnover, use balanced judgment and emphatically add to the authoritative objective.
A guaranteed decent nature of working life won't just draw in youthful and new
ability yet, in addition, hold the current experienced ability.
Eight noteworthy theoretical classifications identifying with Quality of Work Life

as:
• Sufficient and reasonable pay

• Offering protective and friendly working environment
• On the spot chance to utilize and create human capability
• Chance for progression with development and safety
• Societal joining in the working association
• Grouping in the working association
• Occupation and entire life space
• Societal significance of working life
14
CHAPTER 2: LITERATURE REVIEW
2.1 Quality of Work Life
Quality of Work Life or commonly known as QWL is known to be a satisfactory

working atmosphere which assists and endorses the contentment by issuing their
staff of members with the various prizes, career elevation, job prospects, job security
and many other things. Vandenberg and Lance (1992) acknowledged that work
atmosphere which can live up to the personal requirements of employees should be
considered to give an optimistic communication effect which results in exceptional
Quality of Work Life. Vandenberghe and Bentein (2009) highlighted that personal
requirements are met when the prizes from organization like rewards, endorsement,
gratitude and growth satisfy the anticipations. Components applicable to a person’s
QWL comprise of the aim, physical work atmosphere, and social atmosphere inside
the organization, managerial system and connection between the life on and off the
work. Varma (2015) clarified that the QWL considers as a worry about the
individual’s awareness at the job, connection with remaining individuals, job setting
and influence on the work. European Foundation for Improvement of Living
Conditions 2002 defined Quality of Work Life as a multidimensional concept, built
of various organized aspects which require cautious attention to theorize and
measure. QWL is related with the work satisfaction, work involvement, enthusiasm,
efficiency, fitness, precautions, job security, capability growth and stability between
job and non-job life.
QWL is a procedure through which a company answers to the requirements of staff

of members for mounting the tools so they can participate entirely in decision-
making which projects their lives at the job. Verma and Doharey (2016) research
clarified that the QWL is an all-inclusive, department extensive project made to
enhance the personnel’s pleasure, solidifying the workplace knowledge and assisting
the workers to get a decent management, alteration and evolution by guiding a vivid
and logical research. The projects of QWL would help both faculty and the
administration by resolving the job issues jointly, establishing the teamwork,
enhancing work atmospheres, redesigning the goals with caution and unbiased
handling the HR results and payments as per the research.
15
Settoon, Bennet and Liden (1996) stated that work pleasure, work accomplishments
and work stability are not just the notable variables to accomplish decent QWL but
the QWL is a motivating procedure which is a primary method to have the work
enhancement. it has the stocks in the manager’s behavior which is more considerate
towards the reasonable salary and developing chances which leads to increased
QWL of social insurance personnel in Tehran.
As per Sirin and Sokmen (2015), Quality of Work Life is a multidimensional

concept, built of various organized aspects which require cautious attention to
theorize and measure. QWL is related with the work satisfaction, work involvement,
enthusiasm, efficiency, fitness, precautions, job security, capability growth and
stability between job and non-job life and he even stated that QWL is quite difficult
to both the people and the companies from the IT professionals’ viewpoint.
Although, it can be concluded that Quality of Work Life might be looked as a wide-
ranging thought which comprises of job pleasure, associated administration and
enhanced job atmosphere.
QWL is usually at the top in reviewing the organizational actions which is obvious
from the past studies that the researches on QWL began increasing once the first
study presentation was done by (Sirin and Sokmen, 2015) at Arden House, US and
after that, there was a huge weight on QWL researches as the various companies
continued to follow the viewpoint of making an individual satisfied at job for
improving the inspiration and determination to work. In the current situation of hi-
tech environment, it has become quite significant for administration and also the
personnel. QWL is a most substantial job linked social occurrence which has an
optimistic influence on manufacture, work culture and success of company.
However most of the work has already been done on QWL in numerous places but a
tiny chunk of attention has been given to the variables affection to present study
exertion.
2.2 Concept of QWL
Quality of Work Life enlarged the significance in last years of 1960s as a method of
worry regarding the influence of work on health and general well-being and methods
to optimistically effect the quality of individual’s job knowledge. Till the mid-1970s,
16
concern of personnel was regarding the job strategy and working conditions
enhancement. Though in 1980s, QWL comprised of the various extra features which
influence the work pleasure and efficiency of employees which are prize schemes,
physical job atmosphere, personnel participation, privileges and approval
requirements (Piri and Jenaabadi, 2015).
Although the essential alterations in business work such as IT, world business
ambitiousness, globalization and shortage of natural resources have had effect on the
viewpoint of employee regarding how a respectable organization is known.
Movement in the previous years was to comprise the monetary statistics in
describing “a respectable organization. Recent movements such as morals, QWL and
work pleasure and now known to be the significant estimators of continuity and
practicality of business organizations.
QWL is a too wide thought comprising of numerous various viewpoints regarding it

and hence it makes it uneasy to describe. A number of people state that Quality of
Work Life is something which is cleared by the employees of organization. Various
writers and administration advisors approve that it is not easy to provide a distinct
definition of Quality of Work Life except that it is related to the well-being of
personnel (Nanjundeswaraswamy and Swamy, 2012). In every writer settled with the
fact that QWL is not only work pleasure, but one of the many factors of Quality of
Work Life. Everybody agrees that various individuals will have various viewpoints
regarding what requires for high QWL. Influence of work life on the person is a
result of various cooperating aspects, of which the significance of each is dissimilar
from group to group and time to time. Though, we can conclude that QWL might be
looked as a broad thought, the table below has a list of a few elements of QWL
which are looked by professors in different kinds of companies.
17
18
Table 2.1: Components of Quality of Work Life
Allen and Meyer (1996) held a research regarding to organizational atmosphere and
stated that work pleasure is a sign of optimistic QWL. It was to show the qualities of
work life of the personnel. Work pleasure is a sign of optimistic QWL and therefore,
any research into the open on work pleasure would calculate the connection of a few
variables as the significant causes.
Murugan (2012) stated that the assistive companies are actually linked to the belief
and work pleasure of employees. Likewise, in a research by (Muindi, 2015) it was
seen that the atmosphere and pleasure are optimistically connected and nearly same
19
outcome was seen in research of (McFarlin and Sweeney, 1992) because they looked
organizational atmosphere and organizational preparation associated to work. Mayer
and Schoorman (1992) stated that companies with concerned with atmosphere of
accomplishments produce good outcomes.
Loui (1995) stated that most of the work officials were pleased with the precautions
and social requirements but they were not alike. Research by (Lee and Chen, 2013)
on managers compared the managers in government offices with managers in
business and industries. It was seen that the apparent shortage in need completion is
more likely to grow continuously at lower level which was nearly similar to the
conclusion of (Jaros et al, 1993). The research also stated that the amplified
displeasure was seen in the managers of government offices in comparison to
managers of business and industries.
Islam and Siengthai (2009) inspected the social significance of corporal, communal,
monetary, safety, accomplishment, duty, appreciation and development aspects of
industrial personnel. Outcomes signed about the monetary and corporal aspects that
they are of too much significance in comparison to the remaining aspects.
Individuals were above corporal and security needs and in between the communal
and self-esteem needs.
Herscovitch and Meyer (2002) recommended that the worth of work pleasure
processes in evaluating work features in enhancing QWL is rather difficult. The high
and equal levels of work pleasure is not able to clarify the hindrance and disaffection
in the company which results in the thought that the personnel involvement in
actions studies on QWL might lessen the hindrance and disaffection.
Green, Anderson and Shivers (1996) proposed that the work can be designed again
with the characteristics as per the needs of the individuals and company and also to
create atmosphere which the individuals and personnel require and such idea purses
to enhance the QWL. Cohen (2003) seen in his research that the companies with the
atmosphere of accomplishments produced better results.
Bhatti, Nawab and Akbar (2011) researched about the association of work pleasure
of the personnel with their insight regarding the present organizational atmosphere
and the outcome shown that the apparent organizational atmosphere had an influence
20
on the work pleasure of in a very remarkable way. Staff members observing the
organizational atmosphere as self-governing had elevation in work pleasure in the
comparison to workers who observed organizational atmosphere as dictatorial.
Becker et al (1996) studied about the association between QWL scopes, work
pleasure and performance measure on two groups of examples occupied in high
QWL and low QWL companies and the outcome shown that the QWL scopes are
associated with the work pleasure in both high QWL and low QWL. Evaluation was
done between the high Quality of Work Life and low Quality of Work Life
companies afterwards which had shown the methodical difference in the association
structure that is company with low QWL inclined to gain a good association between
QWL scopes and performance measures when compared to the companies with high
QWL.
During the course of studying the literature on QWL, Baumeister and Leary (1995)
established about the drop in work focused method and inclination of interest in
association between the work and non-work scope. The major viewpoint approved in
1960 and 1970 is briefed, stating the importance on organizational and socio-
technical researches of post Taylorish labour transition. Rise of the idea of individual
job awareness recognized the significance of time scopes and job elasticity as factors
of QWL. Alikhani, Fadavi and Mohseninia (2014) tried to enhance the QWL by
being familiar with the job and removing the separation aims and thus made his job
more pleasing and effective.
Becker et al (1996) highlighted the work quality of life where it is seen that the
QWL would be expressive if the staff members working in the company have a
pleasing life in the public. Singhal also pointed out that the Quality of Work life is a
relative and subjective based notion which needs amendments and alterations on the
daily basis as the psycho-socio and organizational matters alter every day.
Bhatti, Nawab and Akbar (2011) recommended that the role of the employee’s
involvement in decision-making seems to be more usual on labor-management
schedule as a scheme to enhanced personnel’s QWL. Motive for the management
interest comprises the requirement for
• Enhanced possibility of optimistic quality
21
• Enhancing QWL for new staff members who are literate and know their
job and comprise of the moral job ethics but are isolated and apathetic
under present management practices.
• Giving a competition to foreign organizations.
Bin et al (2011) tried to develop a definition and measure the QWL. In a particular
case, sixty-four staff members participated from the large insurance organizational
Delphi Panel establishing in describing QWL. 34 things QWL survey was advanced
from the definition. It was tested on 450 staff members of the organization and the
outcomes shown the 7 estimators of QWL which later increased outside the work
content. The 7 estimators were: (i) companies to which the administrators express
the admiration and are confident of their staff members’ capabilities. (ii) Diversity in
a day-to-day job schedule (iii) Job Obstacles (iv) Companies where the existing job
results in worthy chances in the time ahead (v) Confidence (vi) Degree to which the
life outside the job influences the job and (vii) Degree to which the job plays a role
in the society.
Chehrazi and Shakib (2014) computed that as the QWL is seem to be efficient, the
administrative and employment must have contributed the standards and without
such standards, employers are usually strict and they often refute the participation,
duty and independence of employees which leads to the less commitment by the
employees and less efficiency.
Dunham et al (1994) noted about the association between job pleasure and quality of
life. Job pleasure and the results can influence the overall quality of life of an
individual, both directly and indirectly, through the influences on the domestic
connection, relaxation doings and heights of fitness and energy. Alteration and
amendments in the place of work can have their respective consequence by altering
the surrounding or atmosphere or the class of employee and that can influence the
quality and domestic life of that person on a huge scale.
Emhan (2012) submitted a study at annual meeting of rural sociological society

where he proposed a few significant recommendations about the QWL projects and
the industrial righteousness. As per Braun, presently, QWL projects are there just to
enhance the corporal output and not to lessen it for the advantage of the increased
employee pleasure. To correctly evaluate the actual efficiency on the basis of
22
industrial righteousness, there must be a good social and employee opinion on how
the efficiency is described. Tiny profits to organization at huge price to employee’s
and to society should be ignored. The prices comprise of the increasing biasness,
shortage in job independence because of the enhanced setting of values, shortage of
suppleness in locating and applying the values, pseudo-careerism and describing the
presence of the inexpert employees who had assisted as a social barrier to give jobs
for everyone regardless of their awareness and knowledge. Industrial righteousness
needs their staff members to be permitted to yield a regular amount instead of extra-
ordinary energy and they actually have such right to request sympathy occasionally.
Freyermuth (2007) examined the assistance of employee and the refusal behavior
regarding the QWL projects on the sample of shop floor employees. The outcomes
show that the behavior regarding the QWL leads to the four generalizations which
are: (i) The employees are more likely to assist the QWL when they experience
enhanced manipulation. (ii) When the large amount of manipulation make way for
them to access the alterations in work process and working conditions, they are
probable to continue the involvement. (iii) If QWL enhances the association between
the employees, they would assist it but if; instead, it enhanced the competition, they
would refuse the projects (iv) The assistance of employees for a QWL project is
probable to be preserved only if the power of union in negotiating is not delated.
When QWL projectors have optimistic influences on the four sets of links,
employee’s capability to access the alterations in the workplace is enhanced and the
assistance for increased association relation with the administration is more probable
to be advanced and then preserved.
According to Gelaidan and Ahmad (2013), about the bank employees, they found
that the work environment and the life of the bank employees are not good enough
and they also provided varied reasons to claim their research. The exterior
environment that constitutes of the government and the union interference is
considered as ominous to take an efficient foot forward by the banks. According to
the research, the government generates the advanced policies and it completely
leaves it in the hands of the banks to get the targets by whichever possible means
they think is right, higher regionalization, self-determination and more power will
help the banks to hire the right people and provide them work according to the
requirements acknowledge the workers on the basis of their work performance and
23
also improve their quality of work life as well as provide high-rated services to the
people.
Owoyemi (2011) figured out in his studies that a lot of institutional conditions that
focus the confidential truths of the quality of work life. The research faculty is
supposed to work on the quality of work life in a new and varied archetype
according to the Indian psycho-philosophy study provided by a tough problem-
solving view point and may also have some relation to training the forecasting
managers.
Patil and prabhuswamy (2014) discovered that the new generation employees ask for
work that fulfills their requirements. According to the theory process of motivation,
it is considered that the best method of defining the quality of work life is actually to
calculate the amount of positive attitude that complements the job gratification. The
aspects of enhanced quality of work life in India are also supposed to take
psychological, sociological, as well as other related things into consideration.
Srivastava (2014) established the comparison between the work life of a male and a
female worker in the similar work environment and time, and he also focused on the
work effect put on women. The results were quite astonishing as it showed that there
were higher and more convincing scores for men as compared to women workers.
The men workers had better scores as a chance of learning their skills and talents,
tough challenges in the job as well as the optional components in works. Rao also
figured out that the income and the age also matter in perceived quality of work life
for women workers. Later, he did was not unable to find any correlation between the
quality of life concerning women and quality of work life for both. There were no
specific effects on education or the experience of the quality of work life obtained by
Rao in his findings.
Varma (2015) did a research study on the relative influences of work and
components other than work on the quality of work life in the various types of ethics
groups. Around 30 Hispanic, 127 white people, 121 Mexicans, and 33 American
bankers were all gathered as the subject to study the correlation and their relative
contribution. The results had no specific relationship between the people from one
group to other by their quality of work life. However, family network and life with
24
family and home surely acclaimed Keller for an improved difference in the quality of
work life that on other variables like job-tension, job status, etc.
Verma and Doharey (2016) made a research study on the tester of officials from the
central government who are the senior members and also the mid-aged officials that
served in four different states. The specified scores resulted that the higher the
nearness to the growth, the lower goes the quality of work life. According to Mehta,
the findings also discovered that the out most the officials are from the development
work; they are more satisfied and happy with their quality of work life.
Another interesting thing that came out in the findings by Mehta was that other than
the secretariat postings, the departmental postings are also related to the lessened or
reduced quality of work life. The work quality facilities that consist of better
education for children, housing, facilities of drinking water, etc. eventually get
reduced as an employee gets closer or move towards the development work.
A positive, beneficial relationship among the quality of work life and the
effectiveness of roles was established by (Rajendran and Raduan, 2005). Their
research helped in understanding that discovering the attitude of the supervisor is
one of the major dimensions of quality of work life. It provides about 21% of the
total divergence in the worker’s role effectiveness. The role of the supervisory
consists of usual contentment with the supervisor’s everyday actions and activities,
communication levels and paying attention to hearing, and also gratitude for efficient
work.
2.3 Models of QWL
Some researchers and authors have projected the models of quality of working life
that involves an extensive range of factors from which some of the top models are
reviewed below.
Lumley et al (2011) focused in the study research of the perceived quality of work
life (QWL) of the varied university workers, the type of jobs and their job
satisfaction, the factors of association between the job satisfaction and QWL. The
results indicated that the specified group of the university workers obtained varied
25
aspects of their quality of work life as both top management support and worker’s
control mainly.
Sinha (2012) conferred about the quality of work life in their specified article among
the sugar mill workers from the erode district. The results that came from their
research showed that the fundamental concept for enhancing the quality of work life
is the initial step to look for the worker’s essential requirements and to fulfill them.
The study pointed out the rise in quality of work would definitely increase the
productivity and some disappointment might occur due to needing of recognition,
unhealthy peer pressure, too much work, unhygienic and dirty workplace, low self-
confidence, home stress, heavy work load, fatigue, anxiety, insecurity regarding job,
job instability, monotony, deadline pressure, etc. Their study suggested that the
promotion policies can get enhanced by providing grades for designation related to
the work experience of the workers.
Sourchi and Liao (2015) on the quality of work life as well as the institutional
performance at the workplace of a specific non-governmental manufacturing
company, Nagpur, with a questionnaire that contained about 31 specific items that
were related to 6 signified variables. The names of these six variables include QWL,
union policy, organizational performance, job satisfaction, company policy, and
wage policy. Srivastava (2014) also formulated two specific models that include the
performance of the institution that depends on QWL, wage policy, company policy,
job satisfaction, and the other model is the quality of work life that relies only on
company policy and union participation. The data that was collected were analyzed
with the help of simple percentage, correlation analysis, and regression. The study by
Srivastava (2014) reveals that both the models stand true and the quality of work life
had an important relationship with the institutional presentation.
Valizadeh and Jafar (2012) debated in their specified article about the quality of
work life among the workers in the Neyveli lignite corporation limited situated in
Tamil Nadu. The research discovered that a high rate of the respondents are happy
and fulfilled with their job positions, their type of job, co-operation with their fellow
staff members, training and development, working freedom., social and cultural
programs, health, safety and awareness measures, rewards and recognitions, and
26
quality of work life. It also reported that the workers are fully satisfied and fulfilled
by their job standards and would like to pursue their career in the same respective
The study also found that the things that make a difference in the quality of work life
of the employees are professional membership, length of service, respective
departments, and the obtained levels of the entire quality of work life. There is an
important relationship that needs to be kept in mind about the quality of work life
total and the quality of life regarding teaching environment total. Results show that
the QWL of the university lecturers is in low level.
Murugan (2012) is about the QWL among the BPO workers in the NCR region.
According to the study, there is a lot of dissatisfaction caused by the workers about
the quality of work life in the BPO sector. It also explores the factors that determine
their dissatisfaction with the quality of work life in that association like lack of fair
compensation as well as income, safe and healthy conditions of the workplace, fair
chances to use and generate human capacity and also get a chance for enhanced
career development, etc.
According to the study conducted by Nguyen, Mai and Nguyen (2014), the
employee presentation and the career development opportunities are the major
factors in leading the quality of work life theory. They debated the model with the
help of some authors such as Walton, Hackman, and Oldham, Taylor, war and
colleges. They also concluded that the HR managers have a big time struggling with
the presentation of the staff morale along with job satisfaction. The high quality of
the work life is important for the institution to move forward to grab more
sustainable workers.
Nystrom (1990) on the various effects of the QWL in the in and around fields of
textile sectors in Coimbatore district. The major factors that needed to be considered
here are fair compensation, salary, opportunities, rotation of the jobs, authority,
curricular activities, career prospects, job security, training, and health. The study
also explores the employers are not happy with their salary packages and do not get
fair compensation. According to the Anova test, it explains that there is no such
important difference in the working of the men and women, job rotation, and there is
a high difference in the fields of job security and authority in completing the work.
27
In a study conducted by Miller (2003) focused on examining the quality of work life
of the workers in the textile sector. The findings explained the motivational insight
of promotion which includes things like insurance protection, training, awards,
recognition, etc that has put a higher impact on the quality of work life. The QWL
influences job security, better working conditions of the workplace, fair
compensation, and monetary rewards as well. The respondents have been providing
reliable response on the job satisfaction, healthy working conditions, safety and
health to generate human capacities and chances for improved development and
security of their institution.
According to a study conducted by Muindi (2015), they explain the empirical study
of the QWL of the IT professionals and also explain the bond between the QWL and
its essential factors. The factors that are implemented in measuring the quality of
work life in the study conducted are career and job fulfillment, better working
conditions, healthy well-being and a balanced work life, career prospects, and fair
compensation along with training and growth. The results that came out showed that
the worker’s bonding is completely related to all the aspects of quality of work life.
The relationships between the employee, management, and the colleagues have a
huge impact in the life of a working individual.
A study was conducted by Patil and prabhuswamy (2014) that describes the quality
of work life of the workers at Jeppiaar cement Pvt. ltd., Perambalur. Jerome studied
the numerous factors that lead to the quality of work life with compensation, safety,
and healthy working conditions for the employees along with changes and offers for
use and growth of skills and abilities, work environment, welfare measures, job
fulfillment, social and corporate relationships, as well as the overall quality and
persona of work life. The researcher explains in conclusion about the quality of work
life in such a way that it explains the contribution of the workers presentations along
with the majority of the respondents that were in a high level of job fulfillment.
According to the study conducted by Schwarz et al (1992), that explains the actual
meaning and derivation of quality of work life in their article, also mentioned the
analysis that constructs QWL based on the specific models and the past researches
from the IT experts in numerous countries and also in Malaysia. The factors of
quality of work life debated in their article include job satisfaction, health and well-
28
being, competency development, job security, work and non-work life balance. They
conclude their article of QWL from an IT professional’s perspective and think is
quite tough and challenging in every step for both the individual as well as
organizational standards.
Sourchi and Liao (2015) explain the quality of work life on the Indian workers from
the textile industry. The article results regarding the fair and adequate compensation
and income show that according to the opinion of the workers, the component is
lower than the considered average and their income is not fulfilled, and they are also
not satisfied with their job. This is the major cause of the dissatisfaction cased in
between the workers working in this respective company, as described by the
researcher.
2.4 Studies related to QWL in Ascending Order
A study was conducted by Subhashini and Gopal (2013) on the interior and exterior
determinants of the QWL. The main objective of this research was to examine
whether the intrinsic or the extrinsic test predicts the satisfaction with QWL
regarding healthcare sectors. The various extrinsic traits that needed to be followed
included: salary, and regarding extrinsic traits: levels, skills, standards, autonomy,
and challenge. Some of the prior traits included gender and traits of employment, co-
workers, support, treatment, supervisor, communication, etc. The results showed a
payment, supervisor style, commitment, discretion, all of these play an important
role in determining the QWL. Female workers were not so happy with the above-
mentioned traits than the male workers.
Vandenberghe and Bentein (2009) examined the quality of work life and the
institutional presentation in the processing zone of Dhaka. The main objective of this
research is the quality of work life is truly hypothesized to directly affect the
organizational presentation and find the relation between the qualities of work life
with organizational performance.
In this research, the variables which have been put to use are OP, JS, WP and UP.
The method of simple random sampling is employed here for the data collection and
the analysis method which was used is the chi-square test and regression. The
research has shown that QWL is not consistent with job satisfaction, OP, union or
29
wage. On the other hand, company policy is in tandem with OP for about 5%. If we
take the dependent variable to be job satisfaction, then the company policy and QWL
has a significant positive relationship with job satisfaction. QWL is linked to job
satisfaction. Variable Union policy is known to have a positive relationship with JS
but not significant consistency. Organizational performance when tested has no
significant relationship with QWL.
There were significant changes in QWL from 1998 to now and these were studied by
(Schwarz et al, 1992) in his/her thesis Quality of faculty work life: the University of
Hawaii. The main focus of this study was to dig in deeper into the causes of current
level of satisfaction. Also, the variables that were used are relations with the
department chair, campus service, community service, demographic factor, salary
and others. All the 3,490 members of the UH faculty were employed in this task and
this is also the first time the entire study was conducted online. Also, the test yielded
1,340 responses for a 38% return rate. Moreover, to analyse the results of the study,
T-test was used. Salary has been the main variable for getting work satisfaction from
the year 1998 to 2006. In the work life of the faculty, job satisfaction matters the
most.
Subhashini and Gopal (2013) takes the example of the workers in an apparel industry
in Sri Lanka and their satisfaction levels in the small and medium industries based
on the organizational commitment. In order to carry out the research, a simple
sampling technique was used. The number of samples that were supposed to be used
was restricted to 87 and the Pearson correlation technique was used for data analysis
and compiling the data. QWL was found to have a positive and significant relation
with commitment and HRDC effect.
The relation between QWL and organizational commitment was studied by (Patil
and prabhuswamy, 2014). They chose Malaysian firms as their sample. The main
focus of this research was to find out the relationship between QWL and
organizational commitment. Also, the extent of QWL on employees is supposed to
be found out. Around 500 samples of professionals at the supervisory and executive
levels were taken for the study from various firms in Malaysia and they were sent the
questionnaire. 72% response rate was reported as 360 responses from the entire
sample set were deemed useful and appropriate. The research was carried out on the
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random sampling method and quantitate approach was used for data collection. The
variables which were put in use for the entire study were Dimensions of QWL:
growth and development, participation, physical environment, supervision, pay and
benefits social relevance and workplace integration, dimensions of OC: affective
commitment, normative commitment, continuance commitment (alternatives), and
continuance commitment (costs).
The questionnaire is divided into three parts: organizational Commitment, quality of

work life and demographic factors. Factor analysis was used for data collection
based on the factors of varimax rotation, mean, Standard deviation, regression
analysis as the statistical tool. Upon inspecting the research paper properly, it can be
concluded that participation of the employees has a proper relationship with
affective, continuance (alternative) and continuance (cost) commitment. Moreover,
supervision, pay and other benefits also have a positive and strong relationship with
affective, continuance (alternative) and continuance (cost) commitment.
Cohesiveness and good working relationships among employees is necessary to
improve work performance on job and will also improve commitment on everyone’s
part.
Swamy (2013) was electrical and electronic organizations of Thailand. They

considered quality of work life as an indicator for the corporate and social
responsibility of each organization. The aim of the research has been elucidated.
Now, the research was carried out as a documentary research where each participant,
be it a specialty or expert in the field was interviewed properly. Data was collected
based on an in-depth interview and analysis. The dimensions of QWL which were
employed are total life span, health environment, work and life balance, social
integration support and adequate and fair compensation among other things. The
four major dimensions of CSR which were employed were economic,
environmental, social and ethics. These were used as parameters. The final results
showed that having a good perception about QWL improving the QWL of the
employees of a company is necessary.
The perception of males and female on QWL is also important and may differ. This
point was taken up by (Swamy, 2013) that has done significant research on this topic
for the employees of commercial banks in Bangladesh. A sample of 192 participants
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was taken up for the analysis and data collection and the methods used for doing the
same are Wilcoxon analysis, Mann –Whitney- U test and Bartlett test for analyzed
data. For this study, the dimensions of QWL which were employed are the
following: job design, employee relation, working environment, socialization efforts,
adequate and fair compensation, opportunities to develop human, growth and
development, flexible work schedule, job assignment, work and total life span and in
demographic factor age , gender and experience. The findings of the research
showed that the perceptions of both male and females differ. This means that the
male employees and their job design is more important to banks. The perceptions of
males are comparatively positive.
An empirical study was carried out by Vandenberg and Lance (1992) where the
manufacturing organizations were taken into consideration. The focus was again on
employee’s perception on job satisfaction and the quality of work life. Thus, the
focus was how the perception of employees would impact the job satisfaction levels.
The data sampling collection method employed received 261 samples out of 450
questionnaires that were sent out. The three main variables that were used in this
sampling method are meaningfulness, pessimism about organizational change and
self- determination and job satisfaction. In order to complete data analysis, the
different tests that were used are actor analysis. These findings showed that the three
variables are directly linked to the perception of the employees and they are in turn
related to job satisfaction levels. Factors which are linked to job satisfaction levels
are working environment, flexible work, healthcare benefits among others.
Factors which affect the quality of work are important and these were studied by
Sohail et al (2011): Empirical Evidence from Indian Organizations. The sample size
of this research was 100 employees and the various dimensions of the QWL were
Career growth & development, Organizational Culture, emotional supervisory
support, flexible work arrangement, employee motivation, Organizational
commitment, job satisfaction, rewards and benefits and compensation.
Data was analyzed with the help of the Kaiser Meyer Olkin test. The sufficiency of
the sample size was also calculated and the factor matrix was taken into
consideration with the help of Bartlett test of sphericity. The result of this research is
32
that no successful organization is built at the cost of the employees and their
benefits.
The study carried out by Sourchi and Liao (2015) focused on the textile industries of
Tripura. It laid emphasis on the measures which were introduced to improve the
QWL of the employees. The design of the research paper was descriptive in nature.
The sample size was limited to 60 workers out 600 workers which were actually
employed in the textile industry. Convenient sampling was used to scan out the
samples. Primary data collection happened based on the in-depth interviews. For
data analysis, chi-square analysis, weighted average score and simple %age was
used. The conclusion of the analysis is that there is no significant relationship
between work experience and overall job satisfaction or between educational
qualification and salary.
Balaji (2014) has taken the scope of her study as the quality of work life of the
private universities and their faculty members. The aim here is to find the overall
factors which will impact the QWL of these participants. The various dimensions
taken in this study are fair competition, growth security, work and life system,
development human capacities, social integrate, social relevance. Cluster sampling
was used for sampling data. Also, Spearmen’s rank correlation technique is applied
for testing the data and this data is non-parametric. The conclusions of the research
show that the various dimensions are significantly related to QWL. When it comes to
satisfaction levels, the females are more satisfied with the QWL compared to the
males. People who have less teaching experience are more positive about their
QWL.
Psychological capital and its impact on the organizational performance and QWL
were studied by (Bani, Yasoureini and Mesgarpour, 2014). The sample data was
collected from nurses of four hospitals, out of which only two were private and the
other two were public. The sample size, collected through random sampling here is
207. The factors which are exogenous are Self-efficacy, Optimism, Hope,
Resiliency, Survival Needs, Belonging Needs and Knowledge Needs whereas
Psychological Capital and QWL are the endogenous variables. Researchers have
used scale means, reliability, and inter-scale correlations for data analysis. The
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research helped in showing that psychological capital is significant and related to
QWL.
The relationship between self-esteem, perceptions of QWL and the organizational

attachment was studied by (Bhatti, Nawab and Akbar, 2011) for Jahad-e-Keshavarzi
Organization of Isfahan. The focus of the study was to find the relation between
organizational attachment and QWL. The sample size is 195 and the method for
selecting this sample was random sampling. In order to analyse the data, Pearson
correlation coefficient and multiple regressions has been used. The dimensions of
QWL are Employee participation, career development, problem solving, job
security, employee communication, job pride, fair pay, industrial safety and
protection, and organizational identity while the dimensions of self-esteem which
become the required variables are: self-acceptance, living consciously, self-
responsibility, living purposely, personal integrity and self- assertiveness. The
dimensions of organizational attachment are also necessary and these are:
Organizational Commitment, Job Satisfaction, intend to leave the organization,
group coherence, organizational identity and organizational interest. The final
findings have revealed that the relation between organizational attachment and QWL
is positive. The same can be said for the dimensions of self-esteem. Also, the
dimensions like Self-responsibility, integrity, fair pay with living purposefully,
living consciously, self-acceptance, job security with purposefully are not related to
each other.
Chehrazi and Shakib (2014) has carried out the research between QWL,
organizational commitment and its various components. For gathering the data,
random sampling method was used. To analyses the data between the various
components, Pearson correlation coefficient was used. Statistical population
normality was calculated with the help of Kolmogorov-Smirnov test. The
conclusions have shown that there is a proper relation between fair and enough
payment and the organizational commitment as well. Also, there is a correlation
between health security and work conditions with organizational commitment and
balance in work and other aspects of life. Dependent and independent variables were
ranked and thus, there were various factors which came into light like the social
integration, cohesion and general space of life. These variables have the most
34
significant relation with job performance. The factors which are hardly related to job
performance are job security, enough and fair payment and growth opportunity.
Salary and allowance have the needed organizational commitment. Development is
the least important factor in connection to organizational commitment.
Working environment conditions were taken into consideration for the study
conducted by (Cohen, 2003). The focus area of the study was the attendants of petrol
stations in Kitane area in Kenya. In order to find out the effect of environment
conditions on QWL, coefficient of co-relation test was used to analyses the data. The
conclusion of the study has shown that there is a positive relation between mode of
QWL job enrichment, job rotation, autonomous, flexible working time, workgroups,
career growth and development, relation with supervisor and environment
conditions. Also, the research has pointed out that no significant relation has
emerged between career growth, experience and development. The type of relation
that exists between co-workers also has an impact on the QWL.
The next QWL model which was investigated was regarding the Pakistan teachers in
private universities of this country. The objective of this research was to find out
what affects the QWL of these teachers. The dimensions which affect QWL were
also to be found out through this study. Random sampling was used for collecting
data and factor analysis and binary logistic regression was used for analyzing this
data. 72% response rate was achieved after 500 questionnaires were circulated and
only 360 came back. The variables which were used here are QWL, value of work,
work climate, work life balance and satisfaction, attitude, perception. Also, the
dimensions of work life are which helped in defining the various variables of the
study are: work life climate, work life balance, satisfaction with relationship in life.
The conclusion of this study showed that it is necessary to have a work and life
balance in gaining satisfaction at work.
In order to study the role of career development and personal factor took the
example of the case study as Indonesian Public Service Organizations and the
quality of work life that exists here. 510 questionnaires were sent out to employees.
The response rate was 84.11% as around 429 questionnaires came back. Also, the
parameters which were used for this analysis are Age, sex, education, length of
service, marital status and career development. For analyzing the data, regression
35
analysis was used. The relation between career development and personal
development has an impact on the QWL. Employees who are positive will have a
better QWL. The interaction between the values, hopes and aspirations of the
workers are also recorded in this study.
In order to find the factor of measurement of the employees in relation to the quality
of work life, Jeppiaar cement private Ltd. From the 200 sample size that was
finalized, only 50% were selected for the final evaluation. The categories that were
selected include the workman category as selected by the researchers for this study.
Simple random sampling technique was used for data collection and the lottery
method was employed in this. Variables that were employed in this study are
compensation, work environment, social relation, job satisfaction, safety and healthy
environment, welfare and Opportunities for use and Development of Skills and
Ability. In order to analyses the data properly, the researcher used the Karl Pearson
coefficient. The final conclusion of the result has shown that there exists no
significant relation between education and quality of work life; income and quality
of work life. Also, when it comes to taking age as a factor for measuring quality of
work life, there is no significant relation between the two. The same is true for the
educational qualification of the respondents and QWL.
In a study on the behavior of organizational citizens used the following variables:

sufficient and fair compensation, the growth of human abilities, social importance,
social integration, growth and safety, constitutionalism, safe environment, hygiene,
and total lifespan. He also considered 2 dimensions of OCB (Organizational
Citizenship Behavior) that includes the variables like dedication to the job and
altruism. The study with these variables is descriptive in nature and applied
inventory to gather necessary data. Here the sampling method used is called
purposive sampling which the researcher selected instinctively along with T-test data
analysis process. The outcome of the study depicted that there exists a significant
difference in the effect of the QWL (Quality of Work Life) on the OCB between
men and women. It is found that women have higher job dedication
(conscientiousness) than men. On the other hand, on the basis of altruism, a
significant relationship is found between QWL and OCB. From the organizational
perspective, altruism is helping the co-workers staying within the own responsibility.
36
Another significant study was conducted on the employees providing service in
different freight forwarding and clearing house in and around Mumbai for
understanding their job satisfaction level and what makes the sustainable quality o f
work life for these employees. They used observational study for data collection and
Chi-square test for data analysis. They found a number of variables responsible for
QWL like fair compensation, opportunity to grow, the scope for utilizing skills and
talents, the scope of developing human capabilities, etc.; however, they also
observed that the job satisfaction also depends on the employees’ perception to a
large extent.
Dawis (1992) conducted another study on the relation between job satisfaction and
QWL among the employees in VTPS. His study is descriptive in nature where he
used both primary and secondary data. He collected the primary data from the
employees of VTPS through a questionnaire. The questionnaire was made of 20
different categories of statements on the quality of work life at VTPS. 246
employees out of 2464 employees were given the questionnaire through the stratified
random sampling method. The major factors considered while preparing the
questionnaire were as follows:
• Wages and salaries the workers or staffs were receiving.

• Whether the hardworking and talented staffs and workers are getting any
rewards in any form.
• How safe and healthy the environment is?
• The existence of interpersonal relations among the employees and with
the employer and managers.
• The working environment in the organization and to what extent the
employees and workers like that environment.
• Satisfactory relation with the superiors and how much helpful the
superiors are?
Here, the researcher has taken help of sampling technique that is non-probability in
character. He has also used the chi-square test to establish the relationship between
two variables. The outcome of the experiment has shown the following:
1. There did exist a deep dissatisfaction among the employees with respect
to the interpersonal relationships.
37
2. Job satisfaction was not impressive and the employees mainly blamed the
grievance redresses procedure of the organization.
Dixit and Bhati (2012) on the faculty members of faculty members there. The study
was on the QWL and organizational commitment of the faculty members in that
university. The survey was conducted through random stratified sampling process
among the 97 members chosen from 127 faculty members. The data analysis was
conducted through the following methods:
• Spearman's correlation coefficient

• Multiple correlation methods
• LISREL
• Friedman Test
For measuring the demographic variables, T-statistic and Fisher statistic methods
were applied to assess the demographic variables. The results showed that there is a
positive relationship between the QWL and organizational commitment, which
means that organizational commitment, is developed through high QWL.
Another two researchers Gelaidan and Ahmad (2013) did a research on the
connection between the QWL and job satisfaction. This is an experimental
investigation. The questionnaire was designed on in Likert scale and circulated
among the employees selected for the test. There were 86 employees chosen for the
same in two governmental agencies in Iran – one was Supreme Audit Court and
another was Interior Ministry of Iran. Then, the t-test was applied analyze the data.
The outcomes showed that diverse working mechanisms have significantly
influenced on job satisfaction.
The independent variables in this study were salaried payment policy on the
organization along with other fringe benefit payment policies, development
opportunity, promotion opportunity, and job independence. On the other hand, job
satisfaction is assumed to be dependent variables. For this research work, they
selected 114 employees from Shuhstar’s Shohola Hospital and two questionnaires.
One was on QWL and another on “job satisfaction” was used for data collection.
Then, data analysis was done with the help of SPSS and LISREL software. The
38
outcome of the research clearly showed that there is a close link existing between the
job satisfaction of the employees and salary and other benefits.
2.5 Mechanisms of Quality of Work Life
There certain elements on which the quality of work life depends. These elements
include responsibilities, work environment, social environment where the
organization is established, the overall administrative system, and relationship of the
employee within the organization and outside of it (Grover and Crooker, 1995).
QWL is actually multidimensional in nature, there are several interrelated factors
involved in it like job satisfaction, productivity, safety, health, competence, work-life
balance, motivation, etc.
In this context, Islam and Siengthai (2009) explained that QWL is quite precise in
nature and meets very much the prevailing work environment. There are several
aspects related to it:
• To scope to use own capacities and talents.

• Any activity that is suitable for an individual within the organization.
• Any activity where the role of an employee is clear to the others.
• A sense of proudness for what one is doing or his or her job position or
responsibility.
Eminent researchers like Lau and Bruce (1998) described the quality work life as a
dynamic multidimensional paradigm that presently comprises of the factors like
company reward system, job security, company’s decision-making process, training,
and development, etc.
In another research work, Kalra and Ghosh (1984) suggested that in the Indian
business environment different environmental factors like working environment,
working conditions, safety and security to the workers, and various relational aspects
like employee-employee relations, and employee-employer relations are too
important in QWL. Some of the most important components of quality of work life
are as follows:
1. Organizational environment
2. Work culture and climate
39
3. Organizational relation and Cooperation among the organizational members
4. Salary, benefits, and rewards
5. Training and development
6. Organizational facilities
7. Job satisfaction
8. job security
9. Autonomous work group
 Organizational environment:
Organizational environment plays a vital part in determining employees’ efficiency.

It is the environment where the employees work together, mostly in groups, and
perform their duties. The organizational environment should be such that physical
safety of the staffs and workers should be the priority. Maintenance of hygiene and
cozy labor-management relations should be maintained. Undoubtedly, a healthy
worker and healthy working environment make the worker highly productive. As
such, in an organizational environment, both physical and psychological aspects of
the working condition are important.
Lau et al (2001) described QWL as an important part of the organizational

environment. It supports and promotes job satisfaction by offering rewards, security,
safety, and right career growth. Moreover, Winter et al (2000) opined that QWL in
an academic environment is inherently linked with the prevailing organizational
environment and suggested five factors that determine the nature of the environment:
job characteristics, sectorial features, structural characteristics, stress related to a job
role, supervisory characteristics.
According to Cunningham and Eberle (1990), the important elements relevant to an

individual’s QWL are the physical work environment, the task, administrative
system, relationships, and social environment of the organization. Again, according
to Kirkman (1989), QWL can be designed to be an integrated development plan for
the organizational environment. It can then satisfy the individual needs of the
organization. Two eminent researchers, Hackman and Oldham (1980) opined that
the work environment is an extremely important factor in fulfilling individual
employee’s personal needs through performing as per the job description.
 Organizational culture and climate:
40
Organization culture is considered as a set of characteristics that make the
organization distinct in the market, on the other hand, organizational climate is a
shared behavior of the members that are a set of values, vision, norms.
Different types of reward evaluation, promotional opportunities, and promotional

methods are all under the direct management of the concerned organization. These
elements possessing some vital effects on QWL, job satisfaction, organizational
commitment, and turnover.
According to Freyermuth (2007), the quality of work life depends a lot on the level
of opportunity available to the workers in the decision-making process. This directly
influences their work situation. Greater their scope to take work related decisions
better is their work life quality. Again, according to Freyermuth (2007),
organizational characteristics like the style of leadership, operation process,
organizational policies, etc. have a direct effect on an employee’s views about the
QWL.
 Organizational relation and Cooperation among the organizational

members
Relation and communication take vital parts in an organizational communication

process. These two factors are inherently related to many other vital factors like the
relationship between the management and employees, organizational conflicts,
problem resolving procedures, etc. Both work and career of the employees are
normally followed within the structure of the social organization and the type of
personal relationships. This is then becoming an important part in QWL.
According to researchers like Gelaidan and Ahmad (2013), QWL is closely

associated with the progress in the professional realm through a proper career
development. In such condition, achieving career goals become easier when the
organizational relations are good and cooperation is smooth.. This can also upsurge
self-confidence of the staffs and their efficiency. This then helps them to overcome
the difficulties.
 Salary, benefits, and rewards:
41
Salary, benefits, and rewards motivate organizational members to work better. In an
organization, the top performers grab the rewards and make the competitions among
the employees and persuade them to work hard and to motivate them to achieve both
their own goals and organizational goals. The financial interest of the employees
motivates them to work hard at the job and it can be said that compensation in form
of salary, benefits, and rewards, etc. are the great motivators. Compensation is
generally fixed depending on the work responsibility, skills of the responsible
employees, performance of the employees, etc.
According to Mirvis and Lawler (1984), QWL is related to the employee’s work
satisfaction level. It depends on the benefits paid, working hours, work safety,
working conditions etc. The researchers have described the fundamental elements of
an ideal QWL are equal wages, secure work environment, unbiased wages, identical
employment opportunities, and the scope for career progress.
Georgellis (2015) focused on the differences in payment aspects the employees

receive. This will quickly affect the work satisfaction level along with the work
performance.
According to Drobnic et al (2010), employees who have secured jobs and enjoying
good pay package would feel contented at the work place. This immensely affects
their QWL.
 Training and development:
Training and development are the parts every organizational activity that is targeted
at alleviating the performance of the organizational members and groups as a whole.
QWL is confirmed by the scopes within the job and for the career development of
the employees. Training and development are really important for the organization
as also for the career growth of the individuals.
Skrovan, as also ASTD (American Society for Training and Development) defined
the quality of work life as a procedure for any organization which helps the
employees at different levels of the hierarchy to dynamically contribute in
developing the organizational environment and creating the organizational model so
that they can be used for the organizational accomplishments.
42
 Organizational Facilities:
Organizational facilities play a major role in achieving the organizational target by

fulfilling the both physical and psychological needs of the organizational members.
These days, several employers all over the world have been facilitating alternative
work facilities and setup for keeping the employees more comfortable and more
productive.
 Job Satisfaction:
Jobs that are rich in positive behavioral elements – such as autonomy, variety, task
identity, task significance, and feedback contribute to employees’ satisfaction.
Sayeed and Sinha (1980) examined the relationship between QWL, job stress, and
performance.
Job satisfaction is the extent of likeness for the job of an employee in an

organization. Just like the motivation in an organizational environment, job
satisfaction is also linked with the same organizational environment. Job design and
related responsibility greatly influence the job satisfaction. There are some positive
behavioral elements like autonomy, task significance, feedback, job setup, etc.
influence job satisfaction. Sayeed and Sinha (1980) analyzed the relationship
between QWL, stress at work, and job performance. There they found that higher
QWL increases the job satisfaction. According to Herscovitch and Meyer (2002),
leadership style has a direct influence on the job satisfaction. According to Bogler
(2002) organizational environment differs with leadership styles which in turn affect
the job satisfaction. The study of Watson et al (2003), indicated that some important
aspects of the job like the fringe benefits, pay package, supervisions, promotions,
relations, etc. are inherently associated with job satisfaction.
In another research on the academic area noted that morale and job-related distress
have a close relation with the job satisfaction among the teachers. In two separate
studies, Igella (2014) indicate that a close relationship is there between the QWL and
the job satisfaction. Job satisfaction carries more weightage in elucidation the
connection among job involvement, job satisfaction, and job security with QWL.
 Job security:
43
Security is a primary factor in any types of jobs and many employees give top-most
importance to it. Workers want job stability and they want to feel secure in an
organizational environment. More secure a job, more attractive it is to the job
seekers. Hence, the job security is closely related with QWL and job satisfaction.
Permanent service offers security to the personnel and expands their QWL. In recent
times, a drastic change in the work environment has exposed a substantial amount
organizational transformation (John and Taylor, 1999), such changes like
outsourcing, rightsizing, and downsizing can negatively affect employees’
commitment because of perceived job security changes in such situations. In a
survey conducted by the Organization for Economic Cooperation and Development
(1996), it is noted that the job security is a debatable issue these days. According to
Jumbulingam (2015), the employees who have a secured job and good pay would
feel more secure at the work place which in turn would improve their QWL.
 Autonomy of work:
This means the employees are given more freedom of decision making within their
job responsibility. They can plan and arrange their own work as also coordinate the
work-related activities. It further includes independence at work and giving scope to
an employee to access required information as per his or her requirements. As per
Robins (1989), QWL is a process that enables the organization to design a
mechanism where the employees will feel comfortable and get space to work in their
own way. It is true that high autonomy in this sector helps to alleviate organizational
relationship and further strengthens the relationships. It, in turn, helps in the
cognitive growth of the employees.
Khalili (2014) revealed that the quality of work life is a set of processes which
comprises of several factors like job enrichment, more freedom to the work group,
job satisfaction features, worker productivity, etc. Kubendran et al (2013) showed
that if the establishment more authority to the respective employees to design their
own work related activities, there remains an intense possibility that that design
closely matches with the employer’s expectation and that also contribute
significantly to the overall organizational performance. Speitzer (1997) opined that
the perceived importance of responsibility and related decision-making process can
eliminated job related tension in an employee and improve their performance. For
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most of the staffs in any organization pay and control over the performance are the
two most important aspects in any job.
 Adequacy of resources:
Available resources need to match with the objectives because without resources
attainment of objectives is never possible. If the available resources are not useful
and adequate, the employees will remain dissatisfied and the QWL will also be
lower. As Kulkarni (2013) highlighted, when enough time and equipment are there
for utilization, and the employees get relevant support from the management, the
resources are said to be adequate.
2.6 Job Satisfaction
It is not easy to define job satisfaction in some words as it has a multifaceted

structure and varieties of concepts. Experts in various disciplines of management,
business, and entrepreneurship have been studying the subject for decades.
Naturally, different definitions have been drawn over the passage of time. Several
theories have been drawn in this field and hundreds of researches have been made by
managers, social psychologists, sociologists, and scholars. Job satisfaction is really
important but the factors behind it are also so varied in nature that it is very hard to
come to a conclusion in this regard. For both the employers and employees job
satisfaction is important. Needless to say, a satisfied employee is a motivated
employee and he is an asset to the organization. However, “satisfied” is a subjective
work which has different meaning to different people. In some instances, job
satisfaction is the level of attachment an employee shows towards his employment or
the organization (Lee and Chen, 2013). In another definition, Lumley et al (2011)
defined job satisfaction as the emotional attachment to a job which depends on how
much the expected outcome is satisfied. In a survey by Career Builder India, it was
found that job satisfaction may not be related to job royalty, as the survey showed
that in several occasions, the employees look for new openings even though they are
clearly satisfied at the current job position.
As per Sankar and Mohanraj (2014), job satisfaction is the matter of perception,
feeling, and thoughts of the employee. It is also the general behavior towards a job as
also an employee’s attitude towards his job-related responsibilities (Ma et al, 2011).
45
Job satisfaction is a pleasing emotional state that ensures the evaluation of the job an
employee is doing and his job experience. This view is also supported by Mathieu
(1990) who think that job satisfaction is the extent to which an employee works his
job.
The study conducted by Elton Mayo, known as Hawthorne study that was continued
for nine long years. This study is considered as a pioneer in defining the
characteristics of job satisfaction. The study was conducted through a series of four
experiments. This experiment shoed that the changes in the work condition can
affect the productivity of the employees for a brief spell. In the study, it was revealed
that the increase in productivity was partly due to the perception that someone is
observing the workers. This is strong evidence that the workers work for other
reasons also which have no direct link with salary or wages.
Another pioneering study on job satisfaction was conducted by Fredrick Herzberg

known as motivation-hygiene theory. The outcome of the theory was based on the
survey type of interview conducted by the researcher and his team on some
accountants and engineers in the late 1950s. The participants were asked to narrate
the indents on they feel bad and good about their jobs. In this experiment, Herzberg
found two dimensions important in job satisfaction: hygiene and motivation. Again,
both these factors are the combination of several other factors Motivation factors
included the work type, achievement, progress, recognition, etc. On the other hand,
hygiene includes, salary, supervision of the boss, interpersonal relations,
organizational environment, etc. These are the conditions important to prevent any
dissatisfaction. This theory of job satisfaction had not taken into consideration the
individual needs of the employees and differences. For the same reason, Herzberg’s
experiment was criticized too.
Taking evidence from all these pioneering experiments and research outcomes,
researchers Hackman and Oldham’s developed job characteristics model to
understand various aspects of job satisfaction more closely. Their model is applied as
a framework to study how a particular series of job characteristics affects the job
outcomes, including job satisfaction. The model includes five essential job
characteristics:
 Skill variety,
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 Task identity,
 Task significance,
 Autonomy,
 Feedback
These characteristics directly impact three important psychological states:
 Experienced meaningfulness
 Experienced responsibility for outcomes
 Knowledge of the actual results
Again, these characteristics directly influence work outcomes like motivation,

absenteeism, job performance, etc. These five chief job characteristics are normally
combined to create motivational potential score for a job. This score can be used as
index to assess to what extent the job can affect the attitudes and behaviors of the
employees.
2.7 Job Satisfaction Concept
Meyer (1997) showed that the common model of job satisfaction emphasizes on the
feelings of a person about a job. However, the level of satisfaction related to a job
doesn’t only depend on those feelings alone; it is a matter of one’s own perception
also. In this context, Maslow’s five-level hierarchy of need concept is worth-
mentioning. These five levels of needs are as follows:
 Physiological needs
 Safety and security
 Belonging
 Self-esteem
 Self-actualization
According to Muindi (2015), the lower level needs are to be completely fulfilled
before a person looks for a higher level of need fulfillment. As Maslow opined, some
researchers had approached job satisfaction from the perspective of need fulfillment.
According to Allen and Meyer (1996), job satisfaction is a matter of comparison
between what an employee his job can provide him and what according to his
47
perception he has been getting. With time, Maslow’s theory of need satisfaction has
lost its relevance in explaining different aspects of jon satisfaction. These days,
researchers have been emphasizing on cognitive processes for explaining this matter.
Another popular approach in this matter was proposed by Herzberg which is actually
an extension of Maslow’s hierarchy of needs theory. The theory states that there are
two different types of factors working existing in any job condition. One is intrinsic
factors which he termed as motivators and the other is extrinsic factors which are
hygiene factors. The theory of Herzberg suggests that job satisfaction and job
dissatisfaction are the functions of two need system.
 The intrinsic factors are linked with the job; these factors influence the
job satisfaction positively. Motivators include responsibility, career
advancement, challenge, recognition, etc.
 Extrinsic factors are related to the work environment and work condition.
If these are not met on a regular basis, dissatisfaction grows. These
Herzberg termed Hygiene factors like company policy, supervision,
administration, etc.
This theory of Herzberg, dominated the study and assessment of job satisfaction over
the decades.
2.8 Importance of Job Satisfaction
If we consider the whole scenario, it can be easily revealed that except their usage in
various scientific researches on job satisfaction, these various research findings have
no remarkable relevance in defining job satisfaction. Researchers visibly disagree in
their concepts. Thus, different authors have approached job satisfaction in different
ways. Some of the most popular definitions are described here:
According to Patil and prabhuswamy (2014), job satisfaction is the combination of

three aspects, viz. environmental, physiological, and psychological aspects. Hop
pock opines that job satisfaction is always under the influence of several external
factors; however, the internal factors take precedence and determine the level of
satisfaction.
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Rethinam and Ismail (2007) emphasizes that the role of an individual in performing
a job determines the satisfaction level the employee achieves. According to him, job
satisfaction is an employee’s effective orientations towards his work roles which his
is presently responsible for.
The definition of Spector is the most popular one in this realm. This is related to how
people feel about their jobs and various aspects related to those jobs. Job satisfaction
is an amalgamation of positive and negative feelings of individuals towards their
work. When a worker joins a business organization, he brings with him a bundle of
perceptions in form of desires, needs, and experiences. These feelings create
expectations in his regarding what he thinks about the job, what he expects from the
job, etc. As a whole, job satisfaction is closely related to his expectations from the
work place.
Job satisfaction is inherently attached to the individual’s work place behavior (Sarker
and Afroze, 2014). It depends on the worker’s sense of accomplishment on the job. It
is a factor that directly attached with the productivity of the concerned worker and
his personal satisfaction. It is the enthusiasm that a worker gets from his work place
and the reward he achieves due to his credibility. According to Sinha (2012), job
satisfaction is the key factor in income, achievement, recognition, etc. It’s all about
the feeling of self-satisfaction.
As per Sohail et al (2011), job satisfaction is all about the satisfaction that the
employee gets from the rewards he achieves from his performance.
Job satisfaction is a term that is linked with the feelings and attitude of people
towards their work. If the attitude is positive, it leads to job satisfaction while the
negative attitude signifies job dissatisfaction (Srivastava, 2014).
Job satisfaction gets importance only when different job dissatisfaction factors come
forth. These factors are increased absenteeism, job related accidents, lack of
attachment, lack of loyalty, etc. Spector (1997) had listed up three important
features.
 For every organization, the human values should get priority. Those
organizations, which give importance to the human values, treat their
workers with due respect and positive mentality. In these organizations,
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the job satisfaction may be taken as a parameter to understand the
employees’ effectiveness. If the level of job satisfaction is high, it
becomes a sign of a good psychological state of the employees.
 As the level of job satisfaction determines the behavior of the workers,
job satisfaction can be a factor that can directly affect the business and
productivity of the business as a whole. So, it can be concluded that the
job satisfaction will result in positive attitude towards the organization
and positive behavior of the employees and vice versa. On the other hand,
job dissatisfaction will create a negative behavior in the employees.
 Job satisfaction is considered as one of the primary indicators of
organizational performance. Through the evaluation of job satisfaction,
different levels of satisfaction at different units in the same organization
can be effectively assessed. It is a good indicator in fixing the problem
and which units or groups require changes.
A model proposed by Swamy (2013) enable us to have a comprehensive study of all

job satisfaction elements. This model is presented in figure 1:
 Factors directly related to job

 Individual’s perception of their role in the organization
 Job performance
 Firm performance
Figure 2.1: Christen, Lyer and Soberman Model of Job Satisfaction
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Vandenberghe and Bentein (2009) in their model provided special importance on the
impact of rewards on job satisfaction:
Figure 2.2: Model of Job Satisfaction
Lawler and Porter opine that the intrinsic and extrinsic rewards have no direct
connection with the job satisfaction.
Varghese and Jayan (2013) proposed a model on the job satisfaction from a different
perspective. These researchers assume that the objectives set at the highest levels and
high expectations of the employees in an organization for success set the ground for
job satisfaction. Success is the primary factor in developing job satisfaction. This
model is presented in the Figure below:
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b Figure 2.3: Model of Job Satisfaction by Locke and Latham
2.9 Different factors of Job Satisfaction
There are different factors directly influencing the, like the job specification,
opportunities for progress, work groups, work culture, management, work
conditions.
Figure 2.4: Determinants of Satisfaction and Dissatisfaction
52
When we are talking about job satisfaction factors, it should also be kept in mind
that there are some factors included in job satisfaction can also cause job
dissatisfaction. So, disagreements on these factors are always there.
The two-factor theory proposed by Herzberg is the most cited theory in this sector.
The theory clarifies that the factors responsible for job satisfaction are not the factors
in dissatisfaction when those factors are withdrawn. Over the time, Herzberg and his
followers have listed up several factors in both these categories:
Table 2.2: Job Satisfaction Factors
2.10 Measuring Job Satisfaction
Usually job satisfaction is measured by using general scientific research methods

such as the questionnaire. Some of the most commonly used techniques for
measuring job satisfaction include:
The best process and also the most known process of measuring job satisfaction is
survey questionnaire. Two of the most effective and popular techniques for
measuring the job satisfaction are as follows:
 Minnesota satisfaction questionnaire

 Job description index
The first type, i.e. the Minnesota Satisfaction Questionnaire is a specially designed
on-paper questionnaire that can be used for the group as well as for the individuals.
It doesn’t take into consideration the sex difference of the employees. The
questionnaire has been developed in one short form and two long forms in 1967 and
1977 respectively. It can test 20 work features in as many as five levels. An
individual will normally take 15-20 minutes to respond to this questionnaire.
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The categories included in the 1967 version of the Minnesota Satisfaction
Questionnaire are as follows: Not satisfied, somewhat satisfied, Satisfied, Very
satisfied, extremely satisfied. On the other hand, the 1977 version contains the
following categories: Very dissatisfied, Dissatisfied, Neither Satisfied nor
Dissatisfied, Satisfied, Very Dissatisfied.
The 1977 version of Minnesota Satisfaction Questionnaire is considered more

balanced than the 1967 version. It includes the following aspects in a job: Co-
workers, Achievement, Activity, Advancement, Authority, Company Policies,
Compensation, Moral Values, Creativity, Independence, Security, Social Service,
Social Status, Recognition, Responsibility, Supervision- Human Relations,
Supervision- Technical, Variety, and Working Conditions.
Another effective technique for measuring job satisfaction is the job description
index. This method is simple and comfortably applicable. If the two factors of job
satisfaction are considered, the measurement of strength and weakness within these
two factors could be easily detected and the necessary improvement could be easily
fixed.
Job description index helps to acquire all major and minor information on all the
aspects of work. This method also considers the sex differences. This method was
first introduced in 1969. This considers five major aspects in a job that covers almost
70 possible types of job descriptions. The major factors considered in the job
description method are as follows:
 Relation among the employees

 The job specification
 The nature of work
 Benefits and rewards
 Scope of progress in the organization
 Attitude of the supervisor
There are certain descriptors used to evaluate the five factors as stated above. There
are three potential options to the employees:
1. Description is relevant
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2. Description is irrelevant
3. Employees don’t possess any opinion
Here, the type of facial expression of the employees presented by Kunin is the oldest
type of job satisfaction measurement approach. Figure 3.6 shows different types of
expressions that show the different types of expressions which can give an idea
regarding the satisfaction level in an employee.
Figure 2.5: Facial Expressions Presented by Kunin
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CHAPTER 3: INDUSTRY AND COMPANY PROFILE
3.1 Overview of IT Industry in India
The Industry of Information Technology in India goes back to 1967, that time when
Tata Group was a joint effort with Burroughs that established the primary
programming sector, SEEPZ in Mumbai. In the year 1973 SEEPZ turned into the
primary programming send out zone which witnessed 80% of the product trade in
the 1980s. From that point forward, the IT area of India has developed significantly
and has made India a big brand name in the ITES (Information Technology Enabled
Services) and IT part on the worldwide level. The significant centers for the IT trade
area are Chennai, Bangalore, Delhi, Hyderabad, Kolkata and Mumbai. Bangalore has
acquired the sobriquet as in, 'The Silicon Valley of India' inferable from the most
extreme IT trade by producing 77% of the entire IT send out the income of India. IT-
ITES part can be comprehensively arranged into two classifications (i) Domestic and
IT trade and (ii) Business Process Outsourcing (BPO). The development in the BPO
segment under the authorization of the IT-ITES division has been amazing. As
indicated by NASSCOM, "The IT-BPO segment in the India accumulated profit of
US$ 100 billion in FY 2012, where fare and residential income remained at US$
69.1 billion and the US $31.7 billion individually".
The business is additionally a work concentrated division. The evaluated work era in
the FY 2012 was a normal count of 230,000 in this way giving direct work to 2.8
million and roundabout business of 88.9 million individuals everywhere throughout
the nation. As indicated by a report developed by Gartner, the best five outsourcing
organizations of India are Cognizant, TCS, Wipro, Infosys and HCL Technologies.
As indicated by NASSCOM, in the monetary year of 2014, India's business process

management (IT-BPM) industry and data innovation will include $12-15 billion
improved income, to current industry incomes of $118 billion.
Amid FY 2014, industry's fares are evaluated to increase 13 for every penny at $86
billion, with residential incomes up to 9.7 for every penny at Rs. 1,910 billion.
NASSCOM reports likewise expressed that the business included 160,000
56
representatives in 2013 and gave work in a straightforward manner to 3.1 million
individuals and work not so directly to 10 million individuals.
Fares by India's IT related outsourcing part are relied upon to grow 13-15 percent in
the financial year beginning April 2014, as an enhancing worldwide economic urges
banks and organizations to help to invest in innovation. NASSCOM has predicted IT
administrations trades in the year 2014-15 to ascend to as much $99 billion. The
expansion in development proportion contrasts and an expected 13 percent ascend in
the monetary year 2014. It additionally expresses that the Indian ITeS and IT
industry is probably going to develop around $300 billion by the year 2020,
concentrating on scopes like a web based business, programming items and the IT
showcase.
3.2 IT Industry in Hyderabad City – Telangana State
Telangana has a lot of Software trade in India. While most of the Industry is focused
over Hyderabad, alternate urban areas are additionally getting to be plainly
developing noteworthy IT goals in the state. Hyderabad's IT sends out surpassed $7
billion of every 2014.There have been broad spending in the advanced foundation.
In Hyderabad, the main locale of the commerce occurs in the HITEC City, in the
suburb of Madhapur. Advancement of HITEC City incited a few ITES and IT
organizations to build operations in the nation and has driven municipal supporters
to name their city as "Cyberabad".
Hyderabad at present has a few programming innovation opportunities containing

organizations that involve:
Accenture, Amazon, Analog Devices, Cognizant Technology Solutions (CTS),

Automatic Data Processing (ADP), Wipro Technologies, Microsoft Tata
Consultancy Services (TCS), InfoTech, Bank of America, Capital IQ, HCL, Dell,
Deloitte Touché Tohmatsu, IBM, Facebook, General Electric (GE), Broad ridge
Financial Solutions, Google, Hewlett-Packard, ICICI Bank, Infosys, Tech Mahindra.
57
3.3 Challenges Faced By the IT Sector in India
 The IT division of India requires disposing of its previous model of

administration giving and operations. The previous model famously known
as the ADM - Application, Development and Maintenance is outdated. It is
necessary that the IT area rethinks to the fresh model of 'result based
charging' and settled contract based administrations
 The development of the seaward models has made a request among the
clients for a nearness of the specialist organizations which might also include
building up of close shore stoppers for help.
 There is a hardened rivalry from the Philippines, China and Eastern Europe
that are additionally ended up being ease and focused nations. It is evaluated
that by the year 2020 they will be a 20% partner in the worldwide IT send out
situation
 A contracting ability platform in our nation is likewise to a great extent

influencing the IT part. The quantity of employable individuals in the
business area is as less as 10% to 15% while that of professional and valid
designers is 26% as it were.
 IT mammoths like Accenture and IBM have now disclosed their own
particular focuses in India with a similar target gathering of people as that of
the IT Sector of Indians.
 The designed advancement of the level 2 and 3 urban areas has not worked as
arranged so the whole IT part is not proper in the 9 noteworthy urban areas.
 It is important that the IT part of India should concentrate on the fresh rising
patterns like Social media, Mobility, Analytics and Cloud (SMAC).
 There is a requirement for an entire redoing of the framework of the IT part

which shockingly is pending because of capital inaccessibility. Lacking
Capital is likewise influencing the little and medium IT ventures which
require a fundamental budgetary infusion for their beginning.
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3.4 Information Technology
Term “software” was first invented as a joke in 1953 and was not acknowledged till
the 1960s. Prior to that, either the customers or some commercial computer vendors
like UNIVAC and IBM handled the computers. The first company founded to
provide software products and services was Computer Usage Company in 1955
(Varghese and Jayan, 2013).
Information technology, and the hardware and software associated with the IT
industry, are an integral part of nearly every major global economy. The information
technology industry has turned out to be probably the most robust industries in the
world. IT, greater than any other industry, has an elevated productivity, mainly in the
developed world, and for this reason is a key driver of growth for the global
economy. Economies of scale and insatiable demand from both customers and firms
symbolize this rapidly growing sector (Verma and Doharey, 2016).
3.5 Features of the IT industry
Economies of scale for the information technology industry are high. The marginal
cost of each and every unit of further program or hardware is insignificant compared
to the worth addition that results from it. Unlike other customary industries, the IT
enterprise is knowledge-driven. Efficient utilization of expert labour forces within
the IT sector can aid an economic system and achieve a rapid pace of economic
growth.
The IT industry helps many different sectors in the progress system of the economic
system including the services and manufacturing sectors.
3.6 The Role of the IT industry
IT organizations function as a medium of e-governance, due to the fact it assures

useful accessibility to knowledge. The utilization of knowledge science within the
provider sector improves operational effectively and provides to transparency. It
additionally serves as a medium of skill formation. Due to its handy accessibility and
the broad type of IT merchandise readily available, the demand for IT services has
59
expanded noticeably these years. The IT sector has emerged as a predominant global
driver of development and employment.
3.7 Classification of IT Industry in India
India is the major sourcing target for IT industry as it is responsible for nearly 67%
of the US$ 124-130 billion market. The industry provides occupation to almost 10
million individuals. Additionally, the industry is the reason for the economic
conversion of the country and modified the view of India in world economy. The
cost competitiveness of India in giving IT services, which is nearly three or four
times low-priced than United States, remains as the backbone of its Unique Selling
Preposition in world sourcing market. Although, India is also attaining the
importance regarding the intellectual capital with various world IT firms establishing
their innovation holdings in India.
IT Industry has made a remarkable demand in Indian education sector particularly

for engineering and computer science. Indian IT and ITES industry is split in four
key sections which are: IT Services, Business Process Management (BPM), software
products & engineering services and hardware. The IT-BPM sector, presently worth
the US$ 143 billion is estimated to rise at Compound Annual Growth Rate of 8.3%
annually to US$ 143 billion for the year 2015-16. The sector is estimated to bestow
9.5% of GDP of India and more than 45% in total services export in 2015-16. IT-
BPM sector of India rose at a CAGR of 25% from the year 2000 to year 2014 which
is 4 to 5 times higher than global IT-BPM expenses and is predicted to grow at a
CAGR of 9.5% to US$ 300 billion by the year 2020 (India Brand Equity Foundation,
2015)
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Figure 3.1: Structure of the Indian IT Industry
(Source: Dun and Bradstreet, 2010)
3.8 Market Size
The country of India is 4th major base for the new organizations in the world and is a
country with 3,000 tech start-ups. As per the report by Benjamin (2015)
Management Consulting Pvt. Ltd, India will raise its tech start-up base to 11,500
tech start-ups (Bin et al, 2011). The web economy of India is forecasted to reach the
spot of Rs. 10 trillion (US$ 161.26 billion) by the year 2018, being responsible for
the 5% of the GDP of the country as per the report by the Boston Consulting Group
(BCG) and Internet and Mobile Association of India (IAMAI).
In the different Gartner report of Gartner Inc. just the public cloud market in the
country was predicted to triple to US$ 1.9 billion by the year 2018 from US$ 638
million in the year 2014. Accelerated internet dispersion and growth of e-commerce
are chief causes for constant development of data center co-location and hosting
61
market in India (India Brand Equity Foundation, 2015). Indian IT sector is predicted
to rise with 12 to 14% for the Fiscal year 2016-17 in the perpetual money terms.
Sector is additionally estimated to treble the existing annual profit to touch the spot
of US$ 350 billion by the fiscal year 2025.
India is positioned on the third place amidst the world start-up ecosystems with more
than 4,200 start-ups. The internet economy of India is forecasted to mark the spot of
Rs. 10 trillion by the year 2018 responsible for the 5% of the GDP of India. The
internet user base of India crossed the 400 million spot by the month of May in 2016
becoming the third largest in whole world, whereas the amount of social media users
rose to 143 million by the month of April in 2015 & smartphones rose to 160
million.
Public cloud services profit in India is estimated to touch the spot of US$ 1.26
billion in the year of 2015, rising by 30.4% on the annual basis. Public cloud market
itself of India was expected to be triple and reach US$ 1.9 billion by the year 2018
from US$ 638 million in the year 2014. The rising dispersion of Internet, even in the
rural areas and the quick development of e-commerce are the major causes for the
constant development of data center co-location & hosting market in India. Indian
Healthcare IT market is worth US$ 1 billion at present and estimated to rise 1.5
times by the year 2020. The business to business e-commerce market of India is
estimated to touch the spot of US$ 700 billion by the year 2020 while business to
consumer e-commerce market is estimated to touch the spot of US$ 102 billion by
the year 2020.
3.9 Investments
The essential experiences and powers of IT sector of India have positioned it on the
global image as it appeals the investments from big countries. Indian computer
software and hardware sector appealed the increasing FDI invasions of worth US$
13,788.56 million through the course of April 2000 and December 2014 as per the
information and statistics by Department of Industrial Policy and Promotion.
India experienced a ten-fold rise in the project subsidy which reached to the internet
organizations in the year 2014 in comparison to the year 2013. Above 800 internet
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start-ups received the backing in 2014 in comparison to 200 in 2012 as per Rajan
Anandan, M.D., Google India Pvt. Ltd and Chairman, IAMA. Numerous major tech
organizations might have mostly been attentive to major organizations but a report
from market research company Zinnoy underlined that small and medium
organizations will display a profitable chance worth US$ 11.6 billion in the year
2018 and US$ 25.8 billion in 2020. Additionally, India has almost 51 million such
businesses from which 12 million possess a major degree of tech impact and seem to
embrace latest IT products, the report by India in business, and 2014.
A few significant investments in the Indian IT and ITES sector are listed below:
 Wipro accomplished US$ 400 million, multi-year IT infrastructure

management contract from Swiss engineering giant ABB which made it the
major transaction for tech organization.
 Tech Mahindra signed a decisive contract to obtain Geneva-based SOFGEN
properties. Attainment is estimated to beef up the existence of Tech
Mahindra in banking sector.
 Tata Consultancy Services (TCS) looks to establish the offshore development
centers in India for the Japanese customers in a bid to upsurge the margin of
organization in the market.
 A 650,000 square feet data center is being made by Reliance which would be
10th data center in India and the amount of entire finance is approximately
US$ 200 million.
 Intel Corp looks to stake nearly US$ 62 million in 16 tech organizations in
the year 2018 with their funding in the Intel Capital. Indian Internet of
Things industry is forecasted US$ 15 billion and to bring 28 billion devices
to internet by the year 2020.
 Keiretsu Forum, a worldwide angel investor system, raided in India by
starting a chapter in Chennai. After that, Silicon-Valley based network would
possess 34 chapters through the three continents.
 A data protection form going by the name of Druva Incorporation attained
US$ 51 million in a backing round guided by its present funder Sequoia
Capital India as well as new investor EDBI, investment arm of Singapore
Economic Development Board.
63
 The American tech leviathan Google begin a new Wi-Fi stage known as
Google station where the google would install Wi-Fi hotspots at places where
large number of people arrive on daily basis such as universities, malls,
stations, airports, etc.
 Reliance Industries Ltd looks to establish the entrepreneurship centers in the
major cities and towns and a Rs. 5,000 crore (US$ 748 million) fund, under
the name of Jio Digital India Startup Fund, to fund in tech based startups.
 Mobi-Kwik, digital wallet startup located in Guru gram, owned and operated
by One Mobi-Kwik Systems Pvt. Ltd has raised US$ 40 million from
Nasdaq-listed firm Net1, a South African payments tech company.
 Business services arm of Orange Group, Orange Business Services, started a
state data centre for Himachal Pradesh administration which would be first
data centre in India to be structured using green data center notions which
lessens the power needs and enhances the power application efficacy.
 A mobile solutions organization in US, Purple Talk Inc., funded US$ 1
million in Nukkad Shops which is an uber-local commerce stage in
Hyderabad helping the local retail stores to get their business online with
mobile app.
 Delhi based e-commerce enabler; Kart Rocket finished its US$ 8 million
subsidy phase by raising US$ 2 million from a Japanese stakeholder which
would be used to grow Kraftly, an online to offline bazaar aiming at tiny
sellers, people and home entrepreneurs in India in product types like clothing
and accessories.
 Hopscotch.in, baby care and kids products e-trailer in Mumbai, raised US$
13 million in a Series C round of funding from Facebook co-founder Mr.
Eduardo Savarin, and that would help the company in development and
enlargement of its tech stage.
 A mobile based consumer engagement platform for small and medium
companies, MO Mark Services, raised US$ 600,000 from Your Nest Angel
Fund and LNB Group, to scale up its product services and talent attainment.
 A social discovery app by Giant Tech Labs Pvt. Ltd, Shout, assists the
customers to get new deals, buy the tickets of an event or concert or redeem
coupons has raised US$ 500,000 in angel funding from a high net-worth
individual angel investor located in India.
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 Apple Inc., based in the USA, has a plan to set up a state-of-the-art
technology development center in Hyderabad, India. This is going to be the
first such venture of Apple Inc. where they have already planned an
investment of US$ 25 million which is expected to create 4500 jobs, as per
Mr. Jayesh Ranjan, IT Secretary, and Telangana State of India.
 In a major move for strengthening technological initiatives and systems,
renowned e-commerce logistics Xpressfeed, the sister concern of Busy bees
Logistics Solutions Private Limited, has raised almost US$ 12.5 million
through its existing investors Valiant Capital, Vertex Ventures, SAIF
Partners, and IDG Ventures. This was their series a round of funding.
 The online home delivery services provider Housejoy has already collected
US$ 22 million with the help of Amazon, which was a series B type of
funding of the company. In this move, they got some new investors like
Vertex Ventures, Qualcomm and Ru-Net Technology Partners.
 Blackstone Group, a Global PE firm, has obtained a smaller stake in IBS
Software. They are an Indian transportation, logistics, and travel software
development firm. They got that stake against US$ 170 million, which they
bought mostly from General Atlantic and some other smaller shareholders.
 One of the blue-chip IT companies in India, Infosys Ltd, has bought a smaller
percentage of shares worth US$ 3 million in Whoop. Whoop is a based in the
USA; they manufacture devices, most activity trackers for sports people
including athletes.
 For many years, Microsoft has been supporting startups with the required
fund and expertise. In recent times, they have a plan to support 500 new
startups in India in the next five years. It is really a boost for the booming
start-up business in India.
 In a remarkable move, NASSCOM has planned to open up 4 start-up
incubation centers in India. They already have 3 such centers in different
parts of the country. NASSCOM is planning to support Government of
India’s new start-up support initiative.
 According to IDC or International Data Corporation, days are not far away
when India will catch up the current trends in global IT. The country has
been lagging behind due to some draw backs like the poor show by the
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manufacturing industry, fluctuating consumer behavior, and poor industrial
infrastructure.
 Callidus Software Inc., a US company that has been promoting the cloud-
based services in different sectors like sales and marketing, learning,
customer relationship management, etc., has already started their operation in
Hyderabad, India. They have also launched “The lead to money” program in
Indian markets.
 NASSCOM has a non-profit organization called Nasscom Foundation. They
have partnered with SAP India with a plan to establish 25 NDLM centers.
These National Digital Mission Libraries (NDLM) centers will be spared in
12 different cities across India. It is a part of digital India initiative taken by
Government of India.
3.10 Government Initiatives
The government of India has taken some major initiatives to promote IT and ITeS in
India. Some of the initiatives are as follows:
 As a part of “Digital India Initiative”, the government is planning to adopt all

key technologies in pan India. As per the research firm McKinsey, it will
enhance India’s Gross Domestic Product (GDP) from US$550 billion to US$
1 trillion within 2025.
 As a major initiative to boost rural India’s startups and entrepreneurial
initiatives, MR. Ravi Sankar Prasad, Minister of Communication and IT, has
announced that the number of e-Seva centers or common service centers will
be increased from 150,000 to 250,000. These centers will also function as e-
Services distribution point.
 In Telangana, the state government has signed a MOU with Cisco Systems
Incorporation, a network service provider to start a host of IT initiatives
including cyber security, digitization of the education system, IoT, and smart
cities.
 Ministry of Railway has also taken a major initiative towards digitization. In
that strategy they have been introducing bar coded tickets, stations are getting
WIFI facilities, long distance railway coaches are getting a telephone
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connection, and GPS based information system, and many more new
facilities and features.
 In a major movement, The Pune Smart City Development Corporation
Limited or PSCDCL has made an agreement through MOU with The
European Business and Technology Centre (EBTC) to introduce real-time
technology, knowledge, and all other related best practices from Europe to
Pune smart city.
 The Ministry of Tourism, Government of India, has initiated a scheme called
e-Tourist Visa or e-TV whereby tourist visa through the digital system is
extended to 150 countries. In recent times, the Ministry has extended this
facility to 37 more countries.
 Through a joint venture, Department of Electronics and IT and M/S Can bank
Venture Capital have launched an Electronics Development Fund. This will
invest in the start-ups in some modern sectors like IT, electronics, and
nanotechnology.
 In collaboration with some giant public sector companies like Tata Motors,
TCS, Hub town Limited, etc., the Ministry of HRD of India has already
opened three Indian Institute of Information Technology in Nagpur, Ranchi,
and Pune.
 Planning is underway for the establishment of incubation centers for the start-
ups who are interested in “Internet of Things”. At least two centers will be set
up in rural areas for the development of smart agriculture.
 The motto of “Digital India” program is to offer all public services through
the proper utilization of information technology. It will help to integrate
public services with common people in the country more inherently. It is
estimated that the “Digital India Initiative” could enhance the GDP of the
country by US$ 550 billion to US$1trillion by 2025.
 The government of India has taken an ambitious project of US$ 16.58 billion
for “Digital India Initiative”. The US government has agreed to help India in
this giant initiative. The two countries have agreed to establish Information
and Communication Technology group in India.
 The Japanese government has also agreed to initiate a joint working group
conference with India for the design and development of ICT. India has
offered Japan manufacturing of ICT products in India.
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 Telangana Government has taken a major initiative in making this state a
technology hub of the world. The state government has a plan to invest US$
5.64 million or Rs. 35 crore at the initial phase. A 60,000 sq.ft space in IIIT
Hyderabad is fixed for that purpose. It will be the largest start up incubator of
the world. Once completed and works start in full-fledged, it will house 1000
start ups in one place.
 Bengaluru has received US$ 2.6 billion in venture capital (VC) investments
in 2014, making it the fifth largest recipient globally during the year, a sign
of the growing vibrancy of its startup ecosystem. Amongst countries, India
received the third highest VC funding worth US$ 4.6 billion. Indian has been
attracting a good amount of venture capital every year. In 2014, it was the
third largest country in the world in this regard. In that year, India received a
whopping US$ 4.6 billion. Of this amount, Bengaluru has received US$ 2.6
billion. It is a sign of the economic growth of the country.
 A major initiative has been taken by the Department of Electronics and IT for
educating 6 crore Indians on the need and application of IT in the next 3
years.
3.11 Road Ahead
India’s Software Services Industry Authority, NASSCOM gives assurance regarding

the development of growth of the Information Technology industry of the country. In
NASSCOM’s words, the novel topographies are ready to provide two times greater
assistance to the nation up to 20% within 2020. According to their evaluation,
completely residential/native as well as exports of the countries IT industry is
believed to form 225 billion USD within the year of 2020. The international scenario
and prospect of IT along with ITES retail is evolving very fast and the ball is entirely
in the Indian Information Technology industry to acclimate to and accustom of the
developments in this genre. Most convincingly, India retains its position as the
principal merchandiser of international IT as well as ITES territory.
When it comes to biggest foreign terminus for Information Technology

organizations, India is the first name in the hierarchy throughout the globe. With
absolute evidences in this support by providing utility services in own country and
overseas for the universal customers, the newly developing technicalities provide a
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whole range of scopes for big IT organizations of the country. The SMAC or Social,
Mobility, Analytics and Cloud are believed to provide an excellent proposal
spectrum of $1 trillion USD together. Amongst all components within SMAC, Cloud
is the biggest scope provider with an increment at a CAGR of almost 30%,
consuming USD 650-700 billion within the year of 2020. After that the emerging
Social Media field is an attractive part that proposes an amount of USD 250 billion
retain scopes for Information Technology sector within the same prospective year.
The extension of the e-commerce sector of India has a worth of USD 12 billion. It's
demonstrating a powerful development and as a result, ample number of
opportunities lies in that route for IT firms for developing commodities and utility-
services with respect to top level of growing customer part.
3.12 Tata Consultancy Services Limited (TCS)
Tata Consultancy Services Limited (TCS) is involved in providing IT (information

technology) services, and different types of digital solutions that are highly
important in various business environments. TCS has several segments that include
manufacturing, banking and finance, retail business, insurance, telecom,
entertainment, media, utilities, energy production, S-governance, consumer
packaged goods (CPG), hi-tech solutions, healthcare, life science, travel and tourism,
transportation, etc.
It has a vast services portfolio that includes BI (Business Intelligence), IT and

assurance services, IT infrastructure services, performance management, cloud
services, business process services, digital marketing, engineering consulting, other
consulting services, enterprise solutions, mobility products and services, etc. The
software solutions of the company are also quite popular that include TCS Master
Craft, Digital Software and Solutions, TCS Bancs, etc.
TCS is a member of Tata Group and presently it is the largest IT service provider in
Asia with an outstanding track record of innovation, collaborative partnership, and
corporate responsibility. The company was established in 1968. Tata Group was
actually established by Jamshedji Tata in 1848. Today, Tata Group is one of the
most respected, Indian origin groups today. Their mission is to provide outstanding
service to the clients all over the world.
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The motto of TCS is to assist the clients in easing their performance through
innovative ideas and products, best possible consulting, and actively involve the
stakeholders of the company in the organizational activities to create a beneficial
relationship. Till to-date, TCS is well-ahead of the competitors in the market in their
mission. Their ability to provide top-notch service top the clients is still unmatched
in the industry.
TCS is the first organization in the world to achieve the highly-recognized

enterprise-wide Maturity Level 5 on both P-CMM and CMMI where the toughest
assessment methodology SCAMPISM is used. At the same time, the integrated
quality management system of TCS is an extremely popular and widely accepted
quality management system around the world. Several international standards like
CMMI, 6-Sigma, P-CMM, SW-CMM, ISO9001:2000 use this QMS for
standardization of different services.
TCS is also the largest IT employer in India. They are providing jobs in different
sectors where they are already an established name.
They acquired Citigroup Global Services Limited (CGSL) for $508 in 2008 when
this BPO giant was the best and largest one in India. In 2008, when CGSL was
acquired by TCS, they had revenue of $278. This vital step helped the company to
expand their activities in IT and BPO sectors, especially in global banking and
finance sector. At present, CGSL has more than 12,000 employees who are getting
more exposure in the market due to the extreme reach of TCS.
TCS is also known for their result oriented global business ensuring high-quality
service to the clients which is indeed unmatched in the market. They provide a
consultancy-based, IT-enabled integrated service to the clients. They deliver their
service through Global Network Delivery Model which is in fact invented by the
company and now recognized as the yardstick of superiority in any kinds of software
development.
Presently, TCS employs more than 143,000 professionals in 42 different countries all
over the world. In the most famous event called SBIOS 2011 in Toronto, TCS
launched TCS bancs’ Core Banking Release 12.0.
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TCS has also established world’s largest corporate training center in
Thiruvananthapuram in 2014 which has a capacity to train 50,000 trainees every
year.
3.12.1 Products and services
Technology products:
 Exegenix Intelligent Document Conversion Solutions

 Support Central – Business Social Productivity Platform
 TCS Digital Certification Services / Public Key Infrastructure (PKI) Suite
 TCS Tax Mantra Integrated Tax Solution
 TCS Data Cleansing Framework
 TCS Business Rules Engine
 TCS Experience Based KM (Knowledge Management)
 TCS Call Management Solution
 TCS Certificate Validation Server
 TCS File Authentication Solution
 TCS eLearning Effectiveness Measurement Solution
 TCS Code Generator Framework
 TCS Saakshi (Time Stamping Solution)
 TCS Form Authentication Solution
 TCS Evolve Multimedia Authoring Solution
 TCS Direct Metal Deposition CAM
 TCS Stand Alone Post Processor
 TCS Web Factored (Web–enabled Plant Maintenance Management Tool)
 TCS Enterprise Integration and Control Environment
 TCS Smart Box (Next Generation Industrial Controller Development
Framework)
 TCS Sevak – Self Service Terminals
 TCS Rapid Sigma (Six Sigma Solution for Continuous Improvement)
 TCS Team center for Medical Devices
Other products:
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 TCS Clin–e2e
 TCS Hospital Management Solution
 TCS Silicone Ambulatory ECG Device and Solution
 TCS Enterprise Integration and Control Environment Solution/ Energy
and Utilities
 TCS Bio–informatics Solution
 VERICUT – Machine Simulation Software
Services
IT services:
 Custom Application Development

 Application Management
 Migration & Re–engineering
 System Integration
 Testing
 Performance Engineering
Infrastructure services:
 Infrastructure Readiness Assessment

 IT Service Desk
 Data Center Management
 End User Computing Services
 Database Services
 Application Management Services
 Command Center Services
 Managed Security Services
Enterprise solutions:
 Supply Chain Management

 Master Data Management
 Customer Relationship Management
 RFID
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 Call Management
 Oracle
 SAP
Consulting:
 Business Consulting
 IT Consulting
 Business Solutions
Business process outsourcing:
 Customer Interaction Management (CIM)

 Finance and Accounting
 Human Resources Outsourcing
 Knowledge Process Outsourcing
 Supply Chain Management
 Reconciliations
 Benefits Administration
 Payroll
 Industry–specific Offerings
Business intelligence and performance management:
 Business Intelligence
 Business Process Management
 Enterprise Data Management
 Integration Services
 Knowledge Management / Enterprise Content Management
Engineering & industrial services:
 New Product Development Solutions

 Product Lifecycle Management
 Plant Solutions & Services
 Geospatial Technology Solutions
 Industry–specific Offerings
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Small and Medium Business
Subsidiaries:
 TCS' directly–held subsidiaries include:

 AP Online Limited (India)
 C–Edge Technologies Limited (India)
 CMC Limited (India)
 Diligenta Limited (UK)
 Tata Consultancy Services Canada Inc. (Canada)
 Tata America International Corporation (USA)
 Tata Consultancy Services Asia Pacific Pte Limited (Singapore)
 Tata Consultancy Services Belgium S.A. (Belgium)
 Tata Consultancy Services Deutschland GmbH (Germany)
 Tata Consultancy Services France S.A. (France)
 Tata Consultancy Services Netherlands B.V. (Netherlands)
 Tata Consultancy Services Sverige AB (Sweden)
 Tata Consultancy Services Switzerland Ltd (Switzerland)
 Tata Infotech (Singapore) Pte. Limited * (Singapore)
 Tata Infotech Deutschland GmbH * (Germany)
 TCS FNS Pty. Limited (Australia)
 TCS Iberoamerica S.A. (Uruguay)
 WTI Advanced Technology Limited (India)
TCS' indirectly held subsidiaries include:
 CMC Americas Inc. (USA)

 Swedish Indian IT Resources AB (Sweden)
 Tata Information Technology (Shanghai) (China)
 Tata Consultancy Services Solution Center S.A. (Uruguay)
 TCS Argentina S.A. (Argentina)
 TCS Brazil S/C Limited (Brazil)
 Tata Consultancy Services de Mexico S.A. De. C.V. (Mexico)
 TCS Inversions Chile Limited (Chile)
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 Tata Consultancy Services de Espana S.A. (Spain)
 Tata Consultancy Services Do Brazil S.A. (Brazil)
 Tata Consultancy Services Chile S.A. (Chile)
 TCS Italia SRL (Italy)
 Tata Consultancy Services Japan Limited (Japan)
 Tata Consultancy Services Malaysia SDN. BHD. (Malaysia)
 Tata Consultancy Services Luxembourg S.A Capellen (G.D. de
Luxembourg)
 Tata Consultancy Services Portugal Unipesoal Limited (Portugal)
 Tata Consultancy Services Chile Limited (Chile)
 Comicrom S.A. (Chile)
 Sisteco S.A. (Chile)
 Syscrom S.A. (Chile)
 Pentacrom S.A. (Chile)
 Pentacrom Services S.A. (Chile)
 Custodian De Documents Inters Limited (Chile)
 Financial Network Services (Holdings) Pty Limited (Australia)
 Financial Network Services Pty Limited (Australia)
 Financial Network Services (Facilities Management) Pty Limited
(Australia)
 Financial Network Services (Europe) plc (UK)
 Financial Network Services Malaysia Sdn Bhd (Malaysia)
 TCS Financial Network Services (Indonesia)
 Chong Wan Investments Limited (Hong Kong)
 Financial Network Services (Africa) Pty Ltd. (South Africa)
 Financial Network Services Chile Limited (Chile)
 Financial Network Services (H.K.) Limited (Hong Kong)
3.12.2 Achievements/ recognition
 In 2014– TCS was Honored by Lumity as the 2014 Community Corps

Corporate Champion
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 TCS Wins Prestigious Association of Management Consulting Firms
Award
 TCS recognized as world’s fastest growing global IT Services brand
 TCS UK wins Gold Award for ‘Innovation in Learning’
 TCS is the only IT services organization to be a part of ISO 15926 real
time interoperability network grid (IRING) Version 1.0.0
 TCS achieves Gold status in Business in the Community's (BITC)
Corporate Responsibility Index (CRI) 2007–08.
 Largest IT services firm in Asia.
 They are the world’s first organization to achieve an enterprise–wide
Maturity Level 5 on both CMMI® and P–CMM®, using the most
rigorous assessment methodology – SCAMPISM.
 TCS’ Integrated Quality Management System (IQMS™) integrates
process, people and technology maturity through various established
frameworks and practices including IEEE, ISO 9001:2000, and CMMI,
SW–CMM, P–CMM and 6–Sigma.
 TCS tops the Data Quest DQTop20 list of IT Services providers in India
for 2008
 TCS ranked among Top 25 in Business Week's 2007 Information
Technology 100
 TCS awarded top position in 2007 'Global Services' 100 ‘Top 10 Best
Performing IT Services providers’ category
 TCS was awarded the Business Process Outsourcing Service Provider
2011 at the Frost & Sullivan Asia Pacific ICT Awards ceremony hosted
in Singapore.
3.13 HCL Technologies
HCL Advancements Restricted is occupied with giving a scope of programming

improvement administrations, business process outsourcing administrations and
information technology (IT) framework administrations. The Organization's portions
incorporate programming administrations, framework administration administrations
and business process outsourcing administrations. The product administrations
section gives application advancement and upkeep, venture application, software as
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a service (SAAS) application administrations and building, and innovative work
(Research and development) administrations to worldwide clients. The framework
administration administrations section includes dealing with client's IT resources.
The business procedure outsourcing administrations fragment incorporates contact
focus and helps work area administrations. The Organization conveys its answers
crosswise over select verticals, including budgetary administrations, assembling,
retail and customer items, media, distributing and stimulation, open administrations,
vitality and utility, social insurance, and travel, transport, and coordination’s.
HCL Advancements is a main worldwide IT administrations organization working

with customers in the regions that effect and rethink the center of their organizations.
Since its development on the worldwide scene after its Initial public offering in
1999, HCL has concentrated on 'transformational outsourcing', underlined by
advancement and esteem creation, offering an incorporated arrangement of
administrations including software– drove IT arrangements, remote foundation
administration, building and Research and development administrations and
Business administrations.
HCL uses its broad worldwide seaward framework and system of workplaces in 31
nations to give all encompassing, multi– benefit conveyance in scratch industry
verticals including Money related Administrations, Assembling, Purchaser
Administrations, Open Administrations and Medicinal services and Life sciences.
HCL takes pride in its rationality of 'Representatives, To begin with, Clients Second'
which engages its 90,190 transformers to make a genuine incentive for the clients.
HCL Innovations, alongside its auxiliaries, had merged incomes of US$ 5.2 billion,
as on 31st Walk 2014 (on LTM premise).
HCL Advancements has an arrangement of administrations including software–

drove IT arrangements, remote framework administration, building and Research
and development administrations and BPO. HCL has worldwide associations with a
few driving Fortune 1000 firms, including a few IT and innovation majors. It gives
administrations to industry divisions including money related administrations,
producing, aviation and barrier, telecom, retail and CPG, life sciences and medicinal
services, media and stimulation, travel, transportation and coordination’s, car,
government and energies and utilities.
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As a $5.2 billion worldwide organization, HCL Advancements brings IT and
building administrations mastery under one rooftop to take care of complex business
issues for its customers. Utilizing its broad worldwide seaward foundation and
system of workplaces in 31 nations.
3.13.1 Business lines
1. Applications Services
2. BPO/Business Services: This division has "delivery centers" in India, the
Philippines, Latin America, USA, HCL BPO Northern Ireland, and
Europe.[10][40][41][42]
3. Engineering and R&D Services (ERS)
4. Infrastructure Management Services (IMS)
3.13.2 Recognition
1. HCL has made it to the esteemed Forbes yearly "2013 Asia's Fab 50" list.
This acknowledgment features the locale's best– of– the– best that meets an
income or market capitalization edge of $3 billion.
2. Won the Asia–Pacific Enterprise Leadership Award (APELA) 2013
3. Conferred the United Nations–Women Empowerment (UN–WEP)

Leadership Award 2013
4. Wins IT Europa European IT Excellence Awards 2013
5. Ranks among the Top 10 Solution Providers in Consumer Goods

Technology’s 2013 Readers’ Choice Awards
6. Wins the ICSI National Award for Excellence in Corporate Governance, for
2012
7. In 2012, for the fourth time in a row, Worldly lists HCL as one of the Most
Democratic Workplaces in the World.
8. Won Workforce Management magazine’s 2012 Optima’s Award for Global

Outlook, in recognition of its Working Across Borders program
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9. Won the Nasscom Innovation Award 2012 for Market Facing Innovation
10. In 2012, it was recognized as one of Britain’s Top Employers for the 5th
consecutive year, for its innovative Employees First philosophy.
11. In 2011, received the Information Technology Services Marketing

Association’s Diamond Award for Marketing Excellence in building client
loyalty and trust through its Customer Advisory Council.
12. Won TPI’s Americas Paragon Award for Innovation Excellence and was
recognized as “one of the most innovative R&D players.”
13. HCL Technologies has been named as one of Britain's Top Employers 2010
by the Corporate Research Foundation (CRF) Institute, for the fourth
consecutive year.
14. HCL Technologies has been conferred with the prestigious ‘Golden Peacock
Innovation’ Award for its MTaaS™ (a Business Service Management centric
service delivery platform) offering in the IT Sector category in October,
2009.
15. HCL Customer Standard Parking Wins Oracle’s ‘Empower the Green
Enterprise’ Award
16. HCL Receives 6 HR Congress Awards 2008 – a recognition for having great
human resources practices
17. India’s Most Preferred Personal Computer Brand – CNBC AWAAZ

Consumer Award 2007
18. HCL Advancements (HCL) was named Meritorious Performance Supplier in

Sun Microsystems' 2007 Supplier Awards program. The honor perceives
organizations that make exceptional commitments to Sun's record of
conveying unrivaled innovation, quality administration and phenomenal
incentive to its clients.
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3.14 WIPRO Limited
Wipro Constrained (Wipro) is a worldwide information technology (IT)

administrations, supplier. It works through two portions: IT Administrations and IT
Items. The Organization's IT Administrations business gives a scope of IT and IT-
empowered administrations, which incorporate advanced technique counseling,
client driven outline, innovation counseling, IT counseling, custom application plan,
improvement, rebuilding and upkeep, frameworks coordination, bundle execution,
worldwide foundation administrations, investigation administrations, business
process administrations, innovative work and equipment and programming plan. The
IT Items portion gives a scope of outside IT items, which enables it to offer IT
framework reconciliation administrations. Its items incorporate processing, Stages
and Capacity, Systems administration Arrangements, Venture Data Security, and
programming items, including databases and working frameworks. The Organization
is an affiliate of outsider endeavor items through its immediate deals constraint.
Wipro Ltd., the leading organization of the Azim H Premji amass was consolidated
in the year 1945. The organization began off initially as a maker of vegetable
ghee/vanaspati, refined palatable oils and so on. Steadily the organization has
enhanced into different organizations. Today Wipro Constrained is the principal
PCMM Level 5 and SEI CMM Level 5 ensured IT Administrations Organization
internationally. Wipro gives far reaching IT arrangements and administrations,
including frameworks mix, Data Frameworks outsourcing, bundle execution,
programming application improvement and upkeep, and innovative work
administrations to partnerships internationally. In the Indian market, Wipro is a
pioneer in giving IT arrangements and administrations to the corporate section in
India offering framework incorporation, organize reconciliation, programming
arrangements and IT administrations. Wipro likewise has beneficial nearness in
specialty advertise portions of Shoppe items and lighting. In the Asia Pacific and
Center East markets, Wipro gives IT arrangements and administrations to worldwide
enterprises. Wipro's ADSs are recorded on the New York Stock Trade, and its value
shares are recorded in India on the Stock Trade – Mumbai, and the National Stock
Trade, among others. Wipro is the main key IT accomplice for organizations
crosswise over India, the Center East, and Asia– Pacific – offering incorporated IT
arrangements. They design, convey, manage and keep up your IT lifecycle through
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their aggregate outsourcing, counseling administrations, business arrangements and
expert administrations. Wipro InfoTech encourages you to drive force in your
association – regardless of what space you are in.
Supported by their solid quality procedures and rich experience overseeing

worldwide customers crosswise over different business verticals, they adjust IT
systems to your business objectives. Alongside their best of breed innovation
accomplices, Wipro InfoTech likewise causes you with your equipment and IT
framework needs.
The different accreditations that they have accomplished for each administration
they offer mirror their dedication towards quality confirmation. Wipro InfoTech was
the primary worldwide programming organization to accomplish Level 5 SEI–
CMM, the world's first IT Organization to accomplish Six Sigma, and additionally
the world's initially organization to achieve Level 5 PCMM.
Their proceeding with accomplishment in executing ventures is an aftereffect of their

stringent usage of value forms. Conveying quality systems to line up with your
business will give you the advantage of a smooth and straightforward change while
giving complete IT lifecycle administration. Unwavering quality and flawlessness
are an aftereffect of their adherence to these quality benchmarks and this has been
their key differentiator while helping drive the business force.
The organization's involvement and aptitude are measured against comprehensively

perceived models to guarantee their dedication in conveying focused answers for
their clients. Wipro InfoTech typifies quality by keeping up elevated requirements in
benefit offerings and items, and also inward procedures and individual’s
administration. They have confidence in always scaling quality models by growing
our productivity in all zones past their fundamental IT offerings.
Diverse individuals see development in different ways. At Wipro InfoTech, their

inventive speculation encourages them to receive more up to date business lines and
offerings in light of your business desires. They have adjusted to the progressions
achieved by innovation and business and this has helped us enhance client encounter
through administration conveyance and process improvement.
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In 2013, the organization chose to close down its equipment producing business
since it offers no upper hand. It would never again assemble Wipro– marked
desktops, portable workstations, and servers, including the Supergenes line of PCs
and Net Power servers. It would now hope to augment its impression as a
frameworks integrator and increment its attention on IT benefits.
3.14.1 Different divisions of the company
Wipro Technologies – Wipro Advances is the worldwide IT administrations business

division of Wipro Constrained. With more than 20 workplaces around the globe,
Wipro Advances is the No.1 supplier of coordinated business, innovation and
process arrangements on a worldwide conveyance stage.
Wipro Infotech– Wipro InfoTech is the main vital IT accomplice for organizations
crosswise over India, the Center East, and Asia– Pacific – offering incorporated IT
arrangements. We design, convey, support and keep up your IT lifecycle through our
aggregate outsourcing, counseling administrations, business arrangements and expert
administrations.
Wipro Consumer Care and Lighting– Wipro Customer Care and Lighting, a
specialty unit of Wipro Restricted, has a gainful nearness in the marked retail market
of latrine cleaners, hair mind cleansers, infant mind items and lighting items. It is
additionally a pioneer in institutional lighting in determined fragments like
programming, pharma, and retail.
Wipro Infrastructure Engineering – Wipro Foundation Designing was Wipro

Constrained's first broadening in 1975, which tended to the water powered hardware
pre requisites of portable unique gear producers in India. In the course of recent
years, the Wipro Foundation Building specialty unit has turned into a pioneer in the
Pressure drove Barrels and Truck Tipping Frameworks advertisers in India and
expects developing its business to serve the worldwide assembling pre requisites of
Water powered Chambers and Truck Tippers.
Wipro GE Medical Systems – Wipro GE Medicinal Frameworks is a joint wander

amongst Wipro and General Electric Organization. As a piece of GE Restorative
Frameworks South Asia, it takes into account client and patient needs with a promise
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to uncompromising quality. Wipro GE is India's biggest exporter of restorative
frameworks, with unmatched circulation and administration reach in South Asia.
Wipro GE spearheaded the fabricate of Ultrasound and Registered Tomography
frameworks in India and is a provider for all GE Medicinal Frameworks items and
administrations in South Asia.
Wipro was having its quality crosswise over different verticals viz; (it chose to close
its hardware business in 2013)
Wipro Personal Computing Products
 Enterprise Products
 Software Products and Licences
Wipro Personal Computing Products:
Desktops (entry level):
 Wipro Desktop WSG37205

 Wipro Desktop WSG15C55
 Wipro Desktop WSG15D55
Mainstream:

 Wipro Desktop WSG15C55
 Wipro Desktop WSG15D55
Performance:

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Gaming PC:
 Intel® Processor based

 AMD Processor based
Palm–Sized PC:
 Protos Desktop
 Wipro Green Computing:
 Wipro Desktop WSG 15D55V
 Wipro Desktop WSG 37555V
Note Book:
 Wipro 7B1610
 Wipro EM4700
 Wipro 7B1630
 Wipro 7E1100
 Wipro 7B1100
 Wipro 7B3800
 Wipro 7710P
 Wipro 7B1650
Server:
 Entry level and dual servers

 Performance Segment
 Blade server
 Enterprise class server.
 AMD– performance & Enterprise class Wipro LooKeys
 Supercomputing
Services offered by the company:
 System Integration
 Managed Services
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 Total Outsourcing
 Application Development and Portals
 Business Transformation Services
 Security Governance
 Data Warehousing and Biz Intelligence
 Availability Services
3.14.3 Milestones
2012: Wipro – Australia– based MMG Chooses Wipro as Vital Accomplice
Wipro – Wipro Secures L.D.Waxson with Skincare brands Bio– embodiment and
Ginvera
Wipro Tech joins Car Connectivity Consortium (CCC) to create smartphone– based
connected– auto arrangements
Wipro Innovations, Prophet held hands to offer cutting edge Prophet Combination
HCM arrangement
Wipro Infotech, the India and Center East, IT Specialty unit of Wipro propelled the
e.go air scope of ultraportable journals
Wipro Wins NASSCOM Corporate Honor for Perfection in Decent variety and
Incorporation 2012
2011: Introduced its first country BPO at Manjakkudi town in Tamil Nadu to gain by
educated ability pool accessible in the locale.
2011: Wipro has consented to an arrangement to secure lion's share stake of Brazil
based water powered barrel maker R.K.M. equipment’s hidraulicos.
2010: Wipro Infotech – the India, Center East and Africa, IT Business of Wipro– –
has been granted a 5– year IT outsourcing contract by Vasan Eye Care – one of
India's biggest system of eye mind focuses and a unit of Vasan Human services
Gathering.
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2010: Wipro Advances, the worldwide IT administrations business division of
Wipro, has mutually with Citrix Frameworks gone into a concurrence with
Microsoft.
2008: Dispatch of Wipro Egypt Advancement Center
2008: Dispatch of Wipro GSMC in Kuala Laumpur
2007: Wipro Arabia Joint Wander found
2006: Procurement of 3D systems
2006: Dispatch of GSMC– Worldwide Administration Community for remote

administration conveyance
2004: Begin of Aggregate Outsourcing business
2002: Begin of counseling specialty unit
2001: Dispatch of Wipro InfoTech Center East and Asia– Pacific operations
1998: Mission Quality voyage began with concentrate on Six Sigma
2000: Wipro Recorded on NYSE
1998: Re– dispatch of Wipro marked PC
1995: Wipro– BT joint wander began
1995: Joint Wander with Acer began
1995: Organization with Cisco reported
1995: Offshoring administrations began
1992: Dispatch of worldwide Research and development administrations
1990: Dispatch of worldwide programming administrations business
1988: Organization with Sun Microsystems reported
1986: Assembling tie– up with Epson for printers

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1986: Begin of Wipro PC producing (with India's initially surface mounted
innovation)
1984: Begin of Wipro Frameworks – concentrate on programming items (Wipro

marked and also dispersion business)
1981: Fabricate of smaller than normal PCs began at the Mysore manufacturing
plant
1980: Birth of IT business under pennant of Wipro Data Innovation Ltd.

concentrated on equipment assembling and Research and development
1945: Assembling of consumable oils
3.14.4 Achievements/recognition
 In 2014 Wipro Evaluated as a 'High Performer' in HfS Blueprint Report on

Insurance BPO
 Wipro Perceived as a Best in Class Outsourcing and Counseling Specialist
organization for 2014 by Buyer Merchandise Innovation Perusers
 Best Websphere Partner Award.
 Authorized EMC Signature Partner in South Asia.
 Best TSG Partner of HP.
 Best System Integrator award 2007–08.
 Best Technology Partner for the Year.
 Network Integrator of the Year 2008.
 SAP Pinnacle Award 2008.
 Golden Peacock Innovation Management Award 2007.
 Riverbed Partner of the year 2007 award.
 National Partner of the Year 2007 Award from Microsoft.
 Wipro wins FIVE awards from CISCO.
 India's first ever Microsoft Platinum Partner Award.
 Wipro 3D Networks once again emerged as the most formidable partner for
Nortel in FY 2006 bagging all the highest awards in significant categories –
Sales, pre sales & post sales
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 Partner of the Year award:––Over Drive Excellence of the Year award –
Sales Champion of the Year award –Pre–Sales Champion of the Year
award –Customer Champion of the Year award.
3.15 Infosys
Infosys Constrained is occupied with counseling, innovation, outsourcing and

cutting edge administrations. The Organization, alongside its backups, gives
business data innovation administrations involving application improvement and
support, autonomous approval, framework administration, designing administrations
containing item building and life cycle arrangements and business process
administration; counseling and frameworks coordination administrations involving
counseling, venture arrangements, frameworks reconciliation and propelled
advances; items, business stages and answers for quicken licensed innovation drove
development, including Finacle, it's managing an account arrangement, and offerings
in the territories of Examination, Cloud, and Computerized Change. Its sections are
Financial Services and Insurance (FSI), Assembling and Greetings tech (MFG and
Hi-Tech), Energy & utilities, Communication and Services (ECS), Retail, Consumer
packaged goods and Logistics (RCL), and Life Sciences and Healthcare (LSH).
Infosys Constrained (NASDAQ: INFY) was begun in 1981 by seven individuals

with $250. Today, we are a worldwide pioneer in the 'up and coming era' of IT and
counseling with incomes of $6.35 billion (LTM Q1– FY12). Infosys characterizes
outlines and conveys technology– empowered business arrangements that assistance
Worldwide 2000 organizations win in a Level World. Infosys additionally gives an
entire scope of administrations by utilizing their area and business aptitude and key
organizations together with driving innovation suppliers.
Infosys' offerings traverse business and innovation counseling, application

administrations, frameworks coordination, item building, custom programming
advancement, support, re– designing, autonomous testing and approval
administrations, IT foundation administrations and business process outsourcing.
Infosys spearheaded the Global Delivery Model (GDM), which developed as a
troublesome power in the business promoting the ascent of seaward outsourcing. The
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GDM depends on the rule of taking work to the area where the best ability is
accessible, where it bodes well, with a minimal measure of worthy hazard.
Infosys takes pride in building key long– term customer connections. More than 97%
of their incomes originate from existing customers. Infosys has worldwide nearness
through its 50 workplaces and improvement focuses spread crosswise over India,
China, Australia, the Czech Republic, Poland, the UK, Canada, and Japan. Infosys
and its auxiliaries have 133,560 workers as on June 30, 2011. Infosys' Finacle is
General keeping money arrangement that takes into account center saving money, e–
saving money, Islamic saving money, treasury, riches administration and CRM
necessities of retail, corporate and worldwide banks. It is utilized by more than 106
banks crosswise over 61countries, namely UK US, China, Taiwan, Hong Kong,
India, Zimbabwe, Saudi Arabia, Maldives, Nepal, and so forth
Programming Designing and Innovation Labs (SET Labs) is the examination arm of
Infosys. it is at the front line of expecting and forming the development of
innovation and its effect on business. Infosys SET Labs embraces focused on
Research and development to address your business issues. Our specialists are
occupied with cutting– edge research to impart bits of knowledge to customers. We
concentrate on look into zones, for example, Pliable Engineering, Unavoidable
Access, Adaptable Procedures and Customized Data. These territories constitute the
crucial business innovation parts of a dynamic, information– focused endeavor.
IT services:
 Application Services
 Architecture Services
 Enterprise Quality Services
 Independent Validation Services
 Information Management Services
 Infrastructure Services
 Packaged Application Services
 SOA Services
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 Systems Integration Services
Engineering services:
 Product Engineering
 Manufacturing Process and Plant Solutions
 Lifecycle Management
 Consulting Services
 Information & Technology Strategies
 Product Innovation
 Next Generation Commerce
 Core Process Excellence
 Learning & Complex Change
BPO services:
 Business Platforms
 Customer Service Outsourcing
 Finance and Accounting
 Human Resource Outsourcing
 Knowledge Services
 Legal Services
 Order Management
 Sourcing and Procurement Outsourcing
Product and platforms:
 Collaborative Analytics
 Finacle
 Infosys Active Desk
 Infosys mConnect
 Infosys Unified Communications and Collaboration (UC)
Subsidiaries:
 Infosys BPO
 Infosys Consulting
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 Infosys Australia
 Infosys China
 Infosys Mexico
3.15.2 Milestones
1981 – N R Narayana Murthy amalgamated the Infosys with the help of six
engineers in the city of Pune located in India with capital of $250 in the beginning.
In 1981 itself, Infosys got the big order from the very first customer with the name of
Data Basics Corporation located in New York.
1983 – In 1983, Infosys transferred their Pune-located head office to Bangalore.
1987 – In Boston, United States of America, Infosys established their first

international office.
1993 – Six years later, in 1993, Employee Stock Options Program (ESOP) was
presented by Infosys and a few months later, Infosys gained ISO 9001/TickIT
certification.
1994 – Infosys once again moved their head office to Bangalore and started a
development center at Fremont, California.
1995 – Infosys started their first EU office in UK and later on went to start the
Global Development Centers at Toronto, Canada and in Mangalore, India. E-
business was also started by Infosys that time.
1996 – Foundation of the company was established.
1997 – Infosys then established a workplace in Toronto, Canada and was evaluated
at Level 4 CMM.
1998 – Packaged applications exercises were carried out by Infosys.
1999 – Profit of $100 million was made by Infosys and it was placed in NASDAQ.
Only a seven years later, in 2007, Infosys went on to be listed in NASDAQ-100
becoming the first and only Indian company to get listed among the major global
catalogues. Infosys then went on to get CMM Level 5 documentation. In 1999 itself,
Infosys established several offices in the counties of Australia, Sweden, Germany
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and Belgium along-with the two development centers in United States. Infosys then
began Infosys Business Consulting Services in the same year.
2000 – Only a year later, profit of $200 million spot was reached by Infosys. It
established the offices in Hong Kong and France along-with a worldwide
development center in UK and Canada and three development centers in United
States. Infosys once again started universal banking solution with the name of
Finacle.
2001 – Another year later, profit of $400 million spot was reached and Infosys
opened offices in United Arab Emirates and Argentina. Infosys opened a
development center in Japan. The company was ranked with the name of Best
Employer by the Business World/Hewitt.
2002 – Profit of $500 million spot was reached in 2002. N R Narayana Murthy was
selected as Chairman & Chief Mentor as Nandan M Nilekani took the position of
CEO. Infosys set up workplaces in Switzerland, Singapore and Netherlands. The
company then joined forces with Wharton School of the University of Pennsylvania
to open The Wharton Infosys Business Transformation Awards (WIBTA). In 2002
itself, Infosys started Progeon which helped in providing BPO facilities.
2003 – Infosys started the holdings in Australia & China. The tasks were lengthened
in Pune and in China and Infosys started a Development Center in
Thiruvananthapuram.
2004 – A huge amount of $1 billion profit spot was reached in the year 2004 and the
company started the Infosys Consulting Inc.
2005 – Infosys was registered as biggest international equity providing of $1 billion

from India.
2006 – 25 years anniversary was celebrated by Infosys. Infosys reached profits of $2

billion spot. Member of staff power rose to more than 50,000. N R Narayana Murthy
was chosen as an Additional Director by Board of Directors as he retired as the
Chairman and Chief Mentor of Infosys.
2007 – Profit of $3 billion mark was reached. The power of member of staff rose to
more than 70,000. The then COO Kris Gopalakrishnan was appointed as CEO.
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Nandan M Nilekani was chosen to be the Co-Chairman of boards of directors. New
holding was established in Latin America by Infosys.
2008 – $4.18 billion of profit was reached by the company.
2009 – Funding was given to New York City Science Education Initiative by Infosys
USA Foundation so the underprivileged community students can study well.
2011 – Infosys received a 700-crore rupees financial services systems integrator

contract from Department of Posts which was second contract from DoP for the
company.
3.15.3 Achievements/ recognition
Certification
Certifications of Infosys comprise of the SEI–CMMI Level 5, CMM Level 5,

PCMM Level 5, TL 9000 and ISO 9001–2000.
Awards 2014:
 Oracle Application Services Providers, Q1 2014 reported that the

company is positioned as a frontrunner in The Forrester Wave™.
 Infosys was received in Winner’s Circle in HfS Enterprise Mobility
Services Blueprint Report 2014
 Infosys presented Highest LEED Rating for the two buildings in
Hyderabad, India.
 Company was labeled as a frontrunner in The Forrester Wave™ as per
the report of North American Applications Outsourcing, Q1 2014
 In the report of CEB Tower Group labeled “Core Banking Systems for
Large Bank Market”, Infosys Finacle was named as ‘Best-in-Class’
supplier.
2013:
 The company started dealing in NYSE Euronext London and Paris

markets
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 Infosys Edge™ bagged NASSCOM Business Innovation Award of the
same year
 The company received ‘2013 Environmental Tracking Carbon Ranking
Leader’ award
 The Australian Human Resources Institute honored the Infosys with 2013
Ian Kiernan Award for CSR.
 Infosys was voted as greatest in numerous groups comprising of ‘Best
Overall for Corporate Governance’ & ‘Best for Investor Relations’ in the
poll by Annual Corporate Governance of Asia money.
 The company received the platinum at Asset Excellence in Management
and Corporate Awards 2013
 The company was positioned on third worldwide for corporate
governance exercises and on the second position for the IR website by IR
Global Rankings.
 National Outsourcing Association (NOA) awarded Infosys & BT with
2013 award for excellence in telecommunication, utilities and hi-tech
outsourcing.
 Infosys was ranked in winner’s circle in HfS Enterprise Analytics
Services Blueprint 2013. Report signified the company for remarkable
record in analytics, execution excellence in the service fields and
receptiveness of customers.
 Infosys Business Process Outsourcing was ranked in Leaders category in
Everest Group’s Procurement Outsourcing Service Provider Landscape
with PEAK Matrix Assessment 2013 report.
 Infosys grabbed the prominent Global Most Admired Knowledge
Enterprise Award in 2013 for record ninth time. Infosys has also won
Asian MAKE Award for record eleven times consecutively.
 Infosys was a frontrunner in 2013 Institutional Investor Rankings amidst
every Indian organization across various fields.
 Finacle won prominent Best Core Banking Technology award in
Innovation in Technology and Transaction Banking Awards 2013 held by
The Banker.
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 Infosys China got acknowledged amidst “2013 Top 10 Global Services
Providers’ in China at 5th Annual China Sourcing Summit.
 Infosys Public Services was acknowledged by Avivia Health from Kaiser
Permanente as a tactical companion to grow its innovative gamification
platform to advance the engagement of clients.
 Infosys Public Services Inc. is listed in ‘Healthcare’s Hottest Companies
2013’ by Modern Healthcare which is a frontrunner healthcare
publication for the senior decision-makers.
 Infosys Public Services recognized by Avivia Health from Kaiser
Permanente as a strategic partner to develop its innovative gamification
platform to improve consumer engagement.
 Infosys Public Services Inc. has been named in the ‘Healthcare’s Hottest
Companies for 2013’ list by Modern Healthcare, a leading healthcare
publication for senior decision–makers.
 Infosys honored in 2013 Institutional Investor All–Asia Rankings.
 Infosys received Global Telecoms Business Innovation Award with BT .
 Infosys named IBM’s Smarter Commerce Business Partner of the Year
for Australia and New Zealand.
 Infosys received the global award for excellence in biomedical
engineering.
 Infosys won CorpU’s Learning Excellence and Innovation Award 2013
for ‘Connect Architecture’ program.
 Infosys recognized as a 2013 Environmental Tracking Carbon Ranking
Leader for longstanding commitment to sustainability.
 In Step, the global internship program at Infosys, won the National
Council for Work Experience (NCWE) Award 2013 in the ‘Best Large
Organization – Short Term Placements’ category.
 Infosys positioned as a ‘leader’ in Gartner Magic Quadrant for Oracle
Applications Management Service Providers, Worldwide.
 Infosys Cloud Ecosystem Hub conferred 2012 Golden Peacock award for
the ‘Most Innovative Product / Service’.
 Infosys Edge won the NASSCOM Business Innovation Award 2013.
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 Infosys ranked as a ‘leader’ in The Forrester Wave: Enterprise Mobility
Services, Q1 2013 report.
 Infosys ranked No.1 among the best managed companies in Asia Pacific
in the annual Euro money Best Managed Companies in Asia survey,
2013.
2012:
 Listed on the NYSE market

 Infosys acquires Lodestone Holding AG, a leading management
consultancy based in Switzerland
 Forbes ranks Infosys among the world's most innovative companies
 Infosys among top 25 performers in Caring for Climate Initiative
 Infosys awarded National Energy Conservation Award 2012 for energy
conservation efforts at its campuses in Jaipur and Pune, India.
 Infosys Finacle ranked as a ‘long–term leader’ in The Forrester Wave:
Global Banking Platforms, Q4 2012, published by Forrester Research.
 Infosys recognized for its corporate governance practices, financial
disclosures, and IR website in the 2012 IR Global Rankings.
 Infosys BPO won the 2012 Optima’s Award for ‘Managing Change’.
 Infosys BPO received the Gold Award for Marketing Excellence in the
category 'Marketing with Social and Interactive Media'.
 Infosys named a ‘leader’ In IDC Market Scape: Worldwide Oracle
Implementation Ecosystem.
 Infosys won the 2012 Microsoft Platform Modernization award.
 Infosys received three Oracle Excellence Awards.
 Infosys positioned as a ‘leader’ in the Magic Quadrant for International
Retail Core Banking 2012.
 Infosys BPO won a Golden Peacock HR Excellence Award 2012.
 Infosys recognized as one of the Achievers 50 Most Engaged Workplaces
in the United States.
 Infosys BPO rated ‘Positive’ in the North American Life Insurance
Policy Administration Vendors.
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 Infosys BPO won the Best Learning & Development Award 2012 in the
‘Innovation in Learning’ category.
 Infosys ranked among the top 2 on IAOP’s 2012 ‘Global Outsourcing
100’ List.
 The Infosys Annual Report 2011–12 won the ‘Silver’ in the 2011 Vision
Awards Annual Report Competition instituted by The League of
American Communications Professionals LLC (LACP).
 Finacle from Infosys won the Core Banking Technology Provider of the
Year award.
 Infosys identified as an ‘innovation leader’ in India in KPMG’s 2012
Global Technology Innovation Survey.
 Infosys honored with the No. 1 Company for Investor Relations in India
award at the Thomson.
 Infosys ranked first in the IT Services & Software sector at the 2012
Institutional Investors All–Asia Executive Team in two categories – Best
Investor Relations nominated by the buy–side’, Best Investor Relations
nominated by the sell–side'
 Infosys BPO positioned in the ‘Leaders Quadrant’ of the Magic Quadrant
for Finance and Accounting BPO.
 Infosys identified among top 25 performers in Caring for Climate
Initiative.
 Infosys won Pega systems Excellence in Solution Development award.
 Infosys BPO received Outsourcing Excellence Award 2012.
 Infosys honored with the 2012 IT Partner of the Year Award from
Analog Devices.
 Insteps, global internship program from Infosys, won the prestigious
National Council for Work Experience (NCWE) Award for ‘Work
Placement of the Year 2012’.
 Infosys BPO received 7 awards at the World HRD Congress 2012.
 Infosys recognized as a ‘leader’ in Consulting, Solutions and Services for
Life Sciences Industry in IDC Market Scape.
2011:
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 Infosys won the 2011 Global Most Admired Knowledge Enterprises
(MAKE) Award – the first and only Indian company to win the award
eight times.
 Infosys ranked 4th in 2011 Bliss Leap Awards.
 Infosys ranked No. 1 in all the 4 categories – ‘Best IR website,’ ‘Best
Online Annual Report’, ‘Best Financial Disclosure,’ and ‘Best Corporate
Governance Practices’ – at the 2011 IR Global Rankings in India.
 Infosys recognized in Institutional Investor magazine's 2011 all–Asia
Executive Team Rankings.
 Infosys won ‘Platinum Award’ in The Asset Corporate 2010 Awards.
 Infosys topped Asia money’s poll on best practices in corporate
governance.
 Infosys voted the most admired Indian company in the Business world
Most Respected Companies 2011 survey.
 Infosys, the most preferred company to work for in India: Business
Today survey
2010:
 Infosys wins the RMMY 'Best in Show' award for the third year in a row
 Infosys among Top 20 Global Companies to win the Most Admired
Knowledge Enterprises (MAKE) Award 2010
 Infosys BPO wins 'BPO Organization of the Year' and 'Fun at Work'
awards from Stars of the Industry Opens
 Infosys wins American Society for Training & Development (ASTD)
award for excellence in inclusivity
2009:
 Infosys BPO bags Excellence Award for diversity hiring initiatives
2008:
 Infosys BPO wins special award at the 2008 NOA Awards

 Infosys BPO wins the Global Six Sigma award
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 Infosys wins two Banker Technology Awards for its exceptional work in
wholesale and capital markets
 Infosys wins Eastman Chemical's Supplier Excellence Award for the
second consecutive year
 Infosys received the '2007 Vendor of the Year' award from Ameriprise
Financial
 Infosys wins Investor Relations Global Rankings 2008 awards in APAC
categories
2007:
 Infosys becomes the first Indian company to win Nielsen Norman

Group's Intranet Design Annual Award
 Infosys wins the 2007 Optima’s Award in the 'Global Outlook' category
 Infosys was ranked among the top 50 most respected companies in the
world by Reputation Institute’s Global Reputation Pulse 2009.
 Infosys won Sears Holding Corporation's Partners in Progress award for
the second consecutive year.
 Infosys also won HDS' Diamond Award for 'Best Virtualization Strategy'
and Platinum Award for 'Best Green Strategy for a Data Center'.
 Infosys was also listed in the Most Admired Knowledge Enterprises
(MAKE) 2008 study and Forbes' Asian Fabulous 50 for the fourth
consecutive year.
 The company was conferred with the NASSCOM gender inclusivity
award and the Asset magazine acclaimed their Corporate Governance,
acknowledging their corporate policies and practices as amongst the best
in the industry
3.16 Capital IQ
Capital IQ is an assessment and Evaluation Company which provides a number of

software and data feeds to the thousands of investment managers, investment banks,
private equity funds, advisory firms, corporations and universities. The chief
commodities are Capital IQ platform, Compustat, Money Market Directories,
Xpressfeed and Systematic, where all of them give a quantitative analysis and
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fundamental evaluation. It even includes the Internet and Excel software which give
desktop analysis, screening, real-time market data, back testing, portfolio
management, financial modeling and quantitative assessment.
S&P Global Inc., formerly McGraw Hill Financial Inc., incorporated on December
29, 1925, is a provider of ratings, benchmarks, analytics and data to the capital and
commodity markets around the world. The Company operates through three
segments: Ratings, Market and Commodities Intelligence, and S&P Dow Jones
Indices (Indices). The Company provides ratings related to new issuance of
corporate and government debt instruments, and structured finance debt instruments;
bank loan ratings; and corporate credit estimates, which are intended, based on an
abbreviated analysis, to provide an indication of its opinion regarding
creditworthiness of a company, which does not have a Ratings credit rating. The
Company serves its customers through a range of products and services available
through both third party and its distribution channels. The Company's subsidiary,
CRISIL Limited (CRISIL), is a global analytical company and a provider of ratings,
data and research, analytics and solutions.
The Company's products include Credit Ratings; Loan, Recovery and Collateralized
Loan Obligation (CLO) Ratings; Issue Credit Ratings; Issuer Credit Ratings;
Standard & Poor's Underlying Ratings (SPURs); National and Regional Scale Credit
Ratings; Counterparty Instrument Ratings; Fund Credit Quality Ratings; Principal
Stability Fund Ratings; ERM Benchmark Review; Insurer Financial Strength Rating;
Mid-Market Evaluation (MME); Municipal Short-Term Note Ratings, and Swap
Risk Ratings. It also provides additional services, such as Fund Volatility Ratings,
Asset Manager Practices Classification (AMPC), CLO Tranche Recovery Metrics
(CLO TRM), U.S. Residential Mortgage Originator Reviews, U.S. RMBS Recovery
Analytics and Synthetic Tranche Recovery Metrics (STRM). It provides
assessments, including Rating Evaluation Service (RES), Credit Assessments, Credit
Estimates and Servicer Evaluations. The Company offers various models, including
Commercial Mortgage Evaluator, Financial Services Credit Tools, Covered Bond
Monitor (CBM), Large Corporate Mapping, LEVELS: RMBS Credit Model and
Structured Credit Products.
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3.16.1 Features and benefits
Capital IQ has the data and the ability which can assist every individual, from a
single finance supporter to a big institutional stakeholder. Stage could be made use
of to get the analysis on high-level macroeconomic atmosphere and also fall to
microeconomic rank. Company possesses a treasure of data of more than 60,000
public companies and more than 2 million private firms. The data comprises of the
company profiles, incorporation records, financial data, executive team summaries,
past or future acquisition activity and independent analyst reports. Capital IQ also
provides stock reports on over 4,000 of the leading public equities.
Capital IQ disseminates information and analysis on more complex company

structures such as mutual funds and hedge funds. It gives its users a fund report that
profiles available mutual funds and compares performance. Fund insights and fund
strategies are also displayed on the Web portal to help investors stay up to date with
the industry and potential new investment strategies.
The company gives its users the ability to gain broad market understanding through
the use of its market snapshot, industry surveys, sub industry reviews and general
economic insights. All of these features combine to create a robust learning platform
that empowers financial professionals to make sound decisions.
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CHAPTER 4: RESEARCH METHODOLOGY
4.1 Introduction
In this chapter, the methods and tools used for conducting the present research study
are analysed. For this the researcher has discussed the available options firstly and
then selects an appropriate method for the study. The justification of selection is also
discussed in the chapter. Research philosophy, research strategy, research approach,
research purpose etc. are discussed in this chapter along with data collection
methods, sampling strategy, data analysis plan etc. Moreover, this chapter has also
discussed the ethical considerations of the study.
4.2 Research Process
Research onion model is utilized for understanding the research methodology. The
onion inquires about a model is a procedure of stages applied to gather and
investigate data to expand our comprehension of a subject or matter". It comprises of
three stages: suggest a conversation starter, gather information to answer the inquiry,
and present a response to the inquiry. Henceforth, for this exploration, the scientist
utilizes the "onion" paradigm intended by (Brown et al, 2011) to support the
exploration procedure.
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Figure 4.1 John W. Creswell onion model
(Source: Creswell, 2009)
4.3 Research Design
Research design according to Creswell (2007) can be classified into exploratory,
descriptive and explanatory methods.
Exploratory research happens when issues are in a preparatory level. Experimental

analysis is utilized when the subject or matter is fresh and when information is hard
to gather. Experimental analysis is adaptable and can address examine inquiries of
numerous types (what, why, how). Experimental analysis is regularly used to
produce formal speculations. Consequently, the Experimental analysis is wide in the
center and infrequently gives positive responses to particular analytical matters.
Descriptive research can be either numeric or subjective. It can include

accumulations of numeric data that can be classified along a permanence in
numerical shape, for example, scores on a test or the quantity of time a man utilizes
a-specific component of a multimedia program, or it can portray classifications of
data, for example, sexual orientation or examples of collaboration when utilizing
innovation in a gathering circumstance. Illustrative research includes gathering
information that portrays occasions and after that sort out, arranges, delineates, and
depicts the information accumulation (Emhan, 2012).
Explanatory studies search for clarifications of the idea of specific connections.

Theory testing gives a comprehension of the connections that exist between factors.
Zikmund (1984) proposes that the level of vulnerability about the exploration issue
decides the examination philosophy.
Selected design: : For conducting this research, a Descriptive research methodology
is adopted, as it includes both, Qualitative and Quantitative research. Descriptive
research consists of three components Questionnaires, surveys and observations.
Moreover, the researcher conducted interview for developing an in-depth

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understanding about the issue, which is an important aspect of exploratory research
(Babbie, 2010). The use of descriptive research aided the researcher in generalising
the concept from a huge amount of sample (which is the requirement of the study as
it deals with customer’s perception) through statistical interpretation (Shields and
Rangarajan, 2013). Thus, descriptive research design has been used n this study
because the objective of much descriptive research is to map the terrain of a specific
phenomenon.
4.4 Research Philosophy
Research philosophy can be comprehensively isolated into three sorts: Positivism,

Interpretivism, and Realism.
4.4.1 Positivism
Positivism identifies with the philosophical position of the regular researcher and
involves working with a perceptible social reality to create law-like speculations. It
guarantees unambiguous and precise information and Understanding examination
logic and ways to deal with hypothesis improvement begin in progress of Francis
Bacon, Auguste Comte and the mid twentieth-century gathering of rationalists and
researchers known as the Vienna Circle.
4.4.2 Interpretivism
Interpretive specialists trust that the truth to comprises of individuals' subjective

encounters of the outer world; along these lines, they may embrace a between
subjective epistemology and the ontological conviction that the truth is socially built.
As per Georgellis (2015), interpretivist is hostile to establishment records, who
accept there is no single right course or specific technique to information. Green,
Anderson and Shivers (1996) contends that Interpretivism expects that information
and significance are demonstrations of elucidation, subsequently there is no target
learning which is free of considering, thinking people. Scott (2009) contends that
commence of interpretive specialists is that entrance to reality (regardless of whether
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given or socially built) is just through social developments, for example, dialect,
cognizance and shared implications.
4.4.3 Realism
In the ranges of realism, the straightway of realism comes first. The direct one
depicts that only the seen, /noticed stuffs are to be perceived. And what we encounter
with the help of our instincts is what is demonstrated for expressing the universe
properly. Next comes the critical realism that debates the we encounter are
impressions, the picture of the stuffs of the actual universe but not the stuffs in
straight ways. The propounds of this idea make specific understandings regarding the
deceptive operations of our own emotions and senses. In this way, the analyst's view
is that our wisdom of real things or knowledge is nothing but an outcome of social
conditions (for example, it's a known fact that if the rugby sportsman confronts an
advertisement which is standing up, he will collapse) and can't be comprehended
without understanding the social role players involvement in the wisdom outcome
method. Trade and administrative study is related with the social universe where we
reside. Henceforth, it's okay to echo the identical thoughts of the authors like
Seymour (2001) who recognize the critical realism ideology. They think that being
analysts, we can just comprehend the processes and events of the social universe
when social substructures which are the originators of the social events, which are
understandable. Alternatively speaking, we only watch a segment of the real and
larger image. Igella (2014) debates that we can recognize which is beyond our watch
with the help of the real as well as hypothetical procedures of the spheres of social
sciences.
Selected philosophy: This study has fundamental grounds on the positivism and
interpretivism philosophies. The positivism is due to the fact that the analyst wasn't
harmed and the research itself wasn't impacted negatively. The study had targets of
noticing whether the QWL influence workers’ work contentment by accumulating
information from huge number of staffs as well as deciphering the information and
the facts. Moreover, the analyst had aims to gathering data and facts from a tinier
specimen of administrators to get a detailed knowledge regarding their times as well
as experience about the subject and hence, establishing the vital aspects of their ideas
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(Kanten and Sadullah, 2012), giving way to the interpretivism theories. In this
manner, positivism approach or idealism has been utilized for this sphere due to
frequent changes of real stuff with variables in just one independent factor. This is to
recognize the uniformities in as well as generate connections between certain
components of the social structure. Furthermore, the analysis of event in their normal
ambiance is main idea behind the interpretational ideology; along with the
recognition of the fact that it's impossible for an analyst to ignore impacting those
events which they examine.
4.4.4 Research approach
The central part of the analytical approach is the method via which the two kinds of
processes can be utilized efficiently for a scholastic set-up. There comes a
conclusion along with the demonstration of the several procedures of the study can
be utilized collectively for generating a whole scene of the empirical study. As per
Jumbulingam (2015) “wider reasonable approaches are preparatory or inductive and
inferential or deductive. According to his definition, inductive reasoning is like
progression from the particular point to more generalized point, whereas deduction
is opposite and starts from a general point and reaches at the particular point; debated
depending on experience or demonstration are elaborated on a better way with
induction approach. In case of logical debates which have regulations, ways and
specific agendas deductive approach is the best way. These are as follows:
Deductive:
The process of providing lessons which grows from the laws and usual instances as
well as consequently reaches the inferences or to the implementations of the general
assumptions. It carries the growth of one hypothesis which is obviously under
continuous examinations. Mostly this is the primary and principal study process in
the sphere of basic scientific researches. Here rules represent the foundation of the
elaboration, permit the assumption of the event, anticipate the happening and
henceforth, allow them to be regulated (Kubendran et al, 2013). Khalili (2014)
categories hierarchical steps via which the deductive analysis can develop: inference
a theory (an examinable proposal regarding the association of two or more than two
106
ideas or factors) from the concept. Analyzing the theory in working terminology
which is showing accurately how the ideas or factors can be calculated, and it
demonstrates a connection between two particular factors or ideas, testing the
particular result of the investigation (can be a trend for assuring the hypothetical
points or demonstrating the urgency of it changes) and when needed, modification of
the hypothesis as per the results.
Inductive:
A route or way of giving lessons depending on the demonstrations of the student or

scholar of ample number of particular instances for making him able to reach out a
particular law, way or information. It pushes the consequent implementations of such
laws or information’s or ways. Empirical study with the help of ‘Induction’ is
probably associated with the relevance of the circumstances in which the incidents
occurred. Henceforth, the analytical research of limited specimen of topics might be
more accurate, compared to the huge number like the deductive way. Analysts of this
custom prefer working with quality information along with using different processes
for gathering this information so that several aspects and points of the event can be
established.
Selected approach: Deductive approach involves making use of a theory before

examining an issue and testing of a theory through observations for arriving at a
conclusion whereas inductive approach involves beginning with observations and
then proposing a theory based on the observations (Crowther and Lancaster, 2009).
This research utilised deductive approach as this study involved the usage of theories
related to QWL and employees’ job satisfaction so as to aid the researcher in arriving
at a specific conclusion.
4.5 Research Strategy
According to Freyermuth (2007), the strategic management implements a

comparatively limited number of principles, research concepts, and logical practices
of selection. The research concepts that are implemented to enhance the research in
the strategic management need the logical strategies, building of enhanced theories,
precise logical methodologies, as well as effective techniques. The research concepts
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abide inside the learning program. Organizing the learning governance performances
that alleviate the costs of developing, dividing, and mixing the learning might have
standardized and constructive inferences for the research concepts when it comes to
strategic management. According to a study conducted by Chinomona and
Mofokeng (2015), they display the actual uses of two consecutive concepts for
assimilating the learning of the research techniques. The research concept elects the
strategy of data collection and it can be experimental, survey, case studies,
observation, grounded theory, and ethnography, etc.
4.5.1 Experimental
These studies are implemented for the relative estimation of a theory. Merriam in the
year 1988 found that the most imperative factor of the experimental status is that
they have the ability to be repeated.
4.5.2 Survey
According to Bhatti, Nawab and Akbar (2011), the survey concept constitutes of the
data collection linked to a particular topic from a number of respondents and it is
quite easy to identify the patterns in the collected information.
4.5.3 Interview
In this procedure the interrogator individually greets the informants and one by one
starts asking the important questions to each one of them about the respective
subject. Generally, a collection of questions are carried out by the interrogator and
are asked accordingly. The interrogator successfully collects all the information from
the respective informants by repeatedly examining them again and again. The
interrogator needs to be quite efficiently knowledgeable and tactful so that he or she
can get the best relatable information from the informants. The interrogations such as
personal interviews or in-depth interviews or the interviews through phone calls can
be conducted according to the study.
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4.5.4 Case study
According to Brown et al (2011), the case study of a particular subject consists of an

examining an incidence in its natural way. This type of a study is quite helpful when
you find the context of the incidence is vague.
4.5.5 Observation
According to a Chehrazi and Shakib (2014), observation study refers to the type of
study that is held to witness a particular incidence in its natural environment. This
type is study is helpful in providing approximate and illustrative data.
Selected strategy: As planning and delivering the final outcomes are very important
aspects of research, the researcher has opted for survey strategy because through this
strategy researcher could assign a definite time-limit for the research which thereby
aided in planning and delivering the final results. As QWL happens to be an
important factor for both the organisation and the employees, it becomes essential to
obtain the viewpoints from the perspective of staffs regarding the importance of
QWL. Survey strategy in this case assists the researcher in obtaining the data as the
strategy involves choosing comparatively wide range of individuals from a pre-
determined population and collecting data from those people thereby aiding the
researcher in obtaining information from small group of individuals for making
inference about the wider population followed by analysing and interpretation of the
data for reaching at a precise conclusion (Saunders, Lewis and Thornhill, 2009).
4.6 Data Collection Methods
The data collection is considered as an essential aspect of the procedure and the
techniques of collecting data are categorized into two methods of data collection
which include primary and secondary methods.
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4.6.1 The method of secondary data collection
It involves the rechecking of the knowledge according to the problem from the
previous research works done by the researchers for collecting data and that can be
done within no time and are cost effective as compared to that of the primary data
collection methodology. The secondary data collection method is done with the help
of the internal sources which include the consumer data base from the organization
or with the help of external sources such as books, magazines, journals, websites,
etc.
4.6.2 The method of primary data collection
The primary methodology includes three different types of methods, they are:
 Observation research
 Quantitative research
 Qualitative research
Observation Research
This type of method defines that the behavior of an individual is decisive and
sensitive of great values and beliefs. Observation research can widely vary from a
well-structured behavior in detailed notation by the checklists to a very holistic
approach towards the description of the events as well as behavior. Dixit and Bhati
(2012) concluded that the participant observation is a procedure that allows the
researchers to adapt the advanced abilities of the individuals who under study in the
natural environment with the help of observing as well as getting along in those daily
activities. Emhan (2012) define the observation research as “the systematic
description of the events, behaviors, artifacts in the social setting that are chosen for
study.”
Quantitative Research
This type of a research particularly focuses on measuring the amount and then it
compares the amount with the previous data collection and tries to save and display
in the near future. In the subject of social sciences, the quantitative research is
referred to the “systematic empirical investigation of the quantitative properties and
110
phenomena and their relationships.” The main motive of the quantitative research is
to create and implement the mathematical models, hypothesis or related theories that
subject to the phenomena. The entire method of measurement is focused to
quantitative research as it offers basic connection between the observations that are
empirical and the mathematical expressions of the quantitative affiliations. The
mostly used branch of mathematics in quantitative research among all the others is
statistics. The methods that are implemented in statistics are extensively marketed in
fields like economics and commerce.
Qualitative research
The researchers that work for qualitative researches depend extensively on the deep
interrogation processes. Gelaidan and Ahmad (2013) described the interrogation
procedures as “a conversion with a purpose.” It might be the complete concept or
just one of the plenty methods that are used. Interrogation widely varies according to
the priori structure and the respondent that has been responding to the interrogator.
John and Taylor (1999) concluded the interrogations into three major classifications:
 The informal conventional interview

 The general interview guide approach
 The standardized and open-ended interview
Selected data collection method
According to a study conducted by Kubendran et al (2013), the researcher goes for

the second option, the primary method of data collection as it purposely helps the
researcher in getting an actual view of the entire situation with practice. The
researcher implemented both the research methods of qualitative and quantitative as
the qualitative data collection helped the researcher in getting the deeper knowledge
about the concerned subject from the point of view of the managers and the
quantitative data collection helped the researcher in conveniently generalizing the
perception of the workers on the Quality of work life as well as in job satisfaction.
For the secondary research method, the secondary information is achieved from the
journals, magazines, books, websites, etc. to check the impact of QWL on worker’s
job fulfillment and other relatable concepts.
111
4.7 Sampling Techniques
Chen and Lee (2015) explained the sampling techniques as “It is a process where the
data fraction is opted from a huge bulk of data set and the implication that is
obtained from the sample is then extended to the entire group”. The person who is in
charge of the data collection and recording who is also known as the researcher is
given a task to complete that is to formulate a sensible reasoning for the
implementation of the samplings in his research. And if the sampling is relatable or
found convenient for the research, the researcher or the surveyor then successfully
identifies the exact population as clearly as possible in a way that will make
relevance to the topic of the study. Lee and Chen (2013) tried to emphasize a list of
the target group of people from which the sample will get collected and this
particular list is known as a frame by numerous popular statisticians. The sampling
techniques are implemented only when large experimental data sets are present and
the efficiency is highly necessary while making the clear calculations about the small
groups of people within the large group of peoples.
Understanding the meaning of probability sampling refers to the process of sampling

that uses some type of random selection. In case of the probability sampling, each
one of the unit is taken with its identified probability or has a negligible chance of
getting selected in the sample of data sets.
Non-probability sampling techniques are the ones that rely on the instinctive
generalization. These methods of sampling are the processes where the probabilities
simply cannot be allocated to the units and thus it is quite tough to check the
reliabilities of these sample results when it comes to probability. The researcher
often opts to select the sample according to his convenience in terms of non-
probability sampling. These samplings of non-probability are quite suited for the
researches that are intended to create advanced concepts that will generally be tested
later in a systematic manner. If the motive of the researcher is to learn and gain
knowledge about the large of people, it is important for him to prevent the opinions
of non-probability samples in the survey research. There is no chance of knowing the
approximation of the non-probability samples without obtaining the non-probability
sampling techniques.
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Sample Size and Sample Procedure
The respondents were selected by using convenient sampling technique. The
universe of the study refers to the workers of the selected 5 IT companies’ namely
TCS, HCL Technologies, WIPRO Technologies, INFOSYS and Capital IQ which are
surrounding of Hyderabad city in Telangana State. The samples were collected from
the companies located in Hyderabad city. The total strength of the universe is 1200.
The sample size taken to conduct the research was 120 (10% of the universe) the
sample was focussed on middle level and operating level managers equally.
4.9 Research Hypothesis
The following hypotheses were formulated in order to achieve the above objectives
 H01: There is a positive relationship between QWL and employees’ job
satisfaction
 H02: There is a no significance level of dissatisfaction between employees in
IT industry
 H03: There is no significance of factor influencing on job satisfaction of
employees IT industry
4.10 Data Analysis Plan
The exact methods of the data investigation are verified by the type of data and
variables that you choose according to your interest, distribution of the different
variables and the number of different cases.
The data of this type of a research was eventually collected and tabulated,
investigated, explained with the help of the bar diagrams, and pie charts. Some of the
113
tools that were implemented for data analysis are Simple Percentage Analysis, Chi–
Square Analysis and Weighted Average Score Analysis.
4.11 Ethical Issues
When you think of a research that involves problems of human participant, it must
be taken into consideration immediately and looked after the answers for whether the
research has been conducted earlier or not, and whether there are any effective
results in this field or not, etc. This is completely based on the examination of the
review on literature and the need of the generalization for the study. The researchers
should also consider the fact that, when the experimental customizations are
employed, some of the participants might happen to control and also will not tend to
receive the advantageous interventions.
This matter should be taken into consideration and might also be treated once the
study gets completed. None of the participants are supposed to be forced by the
researcher to answer the questions; instead, they must do it according to their
interest. The researcher needs to maintain the secrecy and keep the data confidential
of the participants who collected the data for the betterment of the research or study
without disclosing it to others.
4.12 Accessibility Issues
Ma et al (2011) concluded that the primary data collection was delayed by the
disagreement of the staffs to take part in the interrogation because of the agreement
of confidentiality among them and the organization along with the unresponsiveness
of the workers to take part in the entire research. In such typical conditions, the
researcher made sure to the staff members that their identity and confidentiality
should be maintained and secured properly during the entire interview as well as the
survey and will keep their anonymity intact.
4.13 Research Limitations
In spite of best of efforts to minimise all limitations that might creep in course of the
research, there were certain constraints within which the research was completed.
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The research was based on secondary as well as primary data. The primary data
required for research objective which was collected from the very less samples in the
research. A fourfold approach can be used when presenting limitations as outlined as
follows: Describe the potential limitation, describe the potential impact of the
limitation on your study findings, discuss alternatives and why they were not
selected, and describe the methods that you propose to minimize the impact of their
limitations (Raj, 1972).
4.14 Summary
The research models and tools that were used in this entire research procedure are
very well discussed in this briefly described chapter. The surveyor discusses about
the tools and models that are used in the research and then he selects an appropriate
model and conducts the present research. The surveyor also represented the brief
generalization for the selection of better research tools as well. The surveyor also
selected the deductive approach along with the use of methods for data collection
and random probability for sampling methods.
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CHAPTER 5: ANALYSIS OF THE DATA, RESULTS
AND DISCUSSION
5.1 Introduction
In the research methodology, there is significant role of the data analysis chapter. It
contains the use of some techniques and methods to represent the analyzed data. This
chapter is helpful for the research to represent the research outcomes in the effective
manner. In regard of this research study, the researcher used statistical method to
analyze the collected data that which enables to the researcher to present the results
in tables and graphs.
In order to achieve the research aim and objective, the research collected the views
of and opinions of the 120 people that are working in the IT companies. In this
process, the research developed a questionnaire that involves the question on the
quality of work life and job satisfaction. The questionnaire sent to participant with
their prior consent. In reply of this, 120 people provided their feedback with the
response rate of 100%.
5.2 Interpretation of Results
5.2.1 Reliability test
In the research study, reliability test is a technique that is used to test the reliability
of the collected data and questionnaire. It provides the reliability results as the
Cronbach’s Alpha coefficient. A positive value of the reliability test depicts that
collected data is reliable to achieve research aims and objective. The reliability result
is below:
N %
Cases Valid 120 100.0
a
Excluded 0 .0
Total 120 100.0
Cronbach's Alpha N of Items
116
N %
Cases Valid 120 100.0
a
Excluded 0 .0
Total 120 100.0
Cronbach's Alpha N of Items
.174 25
Table 5.1: Reliability Test
The above figure shows that the value of the reliability test is 0.174, which depicts
that collected data is reliable for achieving research aims and objectives.
Table 1: Descriptive statistic of demographical
Gender Age Work experience in the firm

N Valid 120 120 120
Missing 0 0 0
Mean 1.4000 2.7417 2.2333
Median 1.0000 3.0000 2.0000
Mode 1.00 2.00 2.00
Std. Deviation .49195 1.12643 .92340
Minimum 1.00 1.00 1.00
Maximum 2.00 5.00 4.00
Table 5.2 Descriptive statistic of demographical
Interpretation: The above descriptive statistic posits that there were 120 people
participants. In the collected results gender, age and work experience, the highest
value of standard deviation is 1.12 that is for age. At the same time, age also
involves highest mean, median and maximum in the above descriptive statistic.
Frequency Percent Valid Percent Cumulative Percent

Valid Male 72 60.0 60.0 60.0
Female 48 40.0 40.0 100.0
Total 120 100.0 100.0
Table 5.3 Gender

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Figure 5.1 Gender
Interpretation: On the basis of above table, it is interpreted that both gender male and
female were participated and provided their views. But, male participants were in the
majority with 72 (60%) out of the 120. On the other hand, there were 48 female with
40% ratio.

Valid Below 20 years 12 10.0 10.0 10.0
20-30 years 47 39.2 39.2 49.2
30-40 years 33 27.5 27.5 76.7
40-50 years 16 13.3 13.3 90.0
50 years or more 12 10.0 10.0 100.0
Total 120 100.0 100.0
Table 5.4 Age
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Figure 5.2 Age
Interpretation: The above table and graph depict that participants were belonged
from the different age group. In this, highest 47 (39.17%) participants were from the
age group 20-30 years. At the same time, there were 12 – 12 participants from the
age group below 20 years and above 50 years.

Valid 0-5 years 24 20.0 20.0 20.0
6-10 years 60 50.0 50.0 70.0
11-15 years 20 16.7 16.7 86.7
15 years or more 16 13.3 13.3 100.0
Total 120 100.0 100.0
119
Figure 5.3 Work experience in the firm
Interpretation: On the basis of collected results, it can be explained that different

people were have different work experience. There were participants from four
different work experience group that 0-5 years, 60- 10 years, 11- 15 years and 15
years and above. In this, mostly participants (50%) from the work experience group
6- 10 years.
120
Std.
N Range Minimum Maximum Mean Deviation Variance
Do you think that
quality of work life
affects the job
120 1.00 1.00 2.00 1.3333 .47338 .224
satisfaction level of an
employee?
Do you think that salary

and compensation is
faire in your 120 1.00 1.00 2.00 1.4667 .50098 .251
organization?
Do you think that bonus

and incentive polices
are effective in your 120 1.00 1.00 2.00 1.4917 .50203 .252
organization?
In your views, whether

your organization is
providing Safe and
120 4.00 1.00 5.00 2.4667 1.18061 1.394
Healthy working
conditions?
Whether in your
organization, there is
any special policy for
120 4.00 1.00 5.00 2.4833 1.18806 1.411
employees’ health and
safety?
Do you think that a

good quality of working
life is important to
120 4.00 1.00 5.00 2.6833 1.28327 1.647
improve the employees’
satisfaction?
Do you think that

quality of work life in
your organization
120 4.00 1.00 5.00 2.6000 1.14789 1.318
encourage employee to
improve their skills?
121
Do you think that
employees’ health and
safety at workplace
have highly affected 120 4.00 1.00 5.00 2.6500 1.28763 1.658
over mental states of
employees?
Freedom of
communication at the
workplace is helpful to
120 4.00 1.00 5.00 2.6333 1.11471 1.243
improve the job
satisfaction?
In your views, equitable

reward system plays
important role in the job
120 4.00 1.00 5.00 2.6917 1.08307 1.173
satisfaction of
employees?
How much you are

agreed that a concern of
management for
employee job security 120 4.00 1.00 5.00 2.8000 1.28076 1.640
is essential in the job
satisfaction?
Do you think that

Employee skill
development program
in the organization is
120 4.00 1.00 5.00 2.6667 1.16916 1.367
important to increase
the job satisfaction
among the employees?
Provides your views

that reduction of
occupational stress is
effective to improve the 120 4.00 1.00 5.00 2.7167 1.27802 1.633
job satisfaction of
employees?
122
Good employer-
employee relationship
at the workplace is
effective to maintain 120 4.00 1.00 5.00 2.6000 1.16964 1.368
the high job satisfaction
Do you think that the

extent of challenging
job affect the job
120 4.00 1.00 5.00 2.4333 1.36421 1.861
satisfaction among the
employees?
Do you think that in IT

organizations, more
opportunity for growth
120 4.00 1.00 5.00 2.6583 1.38112 1.907
satisfies the employees
regarding the job?
Do you think that

flexibility of work
schedule is important to
120 4.00 1.00 5.00 2.2667 1.06695 1.138
increase job satisfaction
Provides your opinion

that Workers
participation in
management is 120 4.00 1.00 5.00 2.7000 1.24752 1.556
important to retain the
employees more
satisfied?
In order to increase the
job satisfaction of
employee, whether
supportive leadership 120 1.00 1.00 2.00 1.4833 .50182 .252
plays an important role
or not?
An effective profit
sharing policy in the IT
Company enables that
management to increase 120 4.00 1.00 5.00 2.5667 1.19335 1.424
the job satisfaction and
quality of work?
123
An effective training
and development
program at workplace is
enabled to increase the 120 4.00 1.00 5.00 2.6667 1.25245 1.569
job satisfaction and
quality of the work?
Recognition programs
and employee benefits
are important to
influence the the job 120 4.00 1.00 5.00 2.5167 1.25680 1.580
satisfaction and quality
of the work?
Valid N (listwise) 120
Table 5.6 Descriptive Statistics
Interpretation: The above descriptive statistics contains the some important elements
such as N (sum), range, minimum, maximum, mean, standard deviation and
variance. For this table, it is found that N for all was 120, rang for mostly was 4.00,
minimum was .100 and maximum was 5.00. In the context of mean and standard
deviation, it is found that highest mean value was 2.80 and highest standard
deviation was 1.381. At the same time, variance value for was near 1.5 for mostly
items.

Valid Yes 80 66.7 66.7 66.7
No 40 33.3 33.3 100.0
Total 120 100.0 100.0
Table 5.7 Do you think that quality of work life affects the job satisfaction level
of an employee?
124
Figure 1:3 Do you think that quality of work life affects the job satisfaction level
of an employee?
Interpretation: The above table and graph depict that 66.7% (80) participants believe
that quality of work life affects the job satisfaction level of an employee in the It
organization. But, on the other hand, remaining 33.3% participants do not believe
that quality of work life affects the job satisfaction level of the employee.

Valid Yes 64 53.3 53.3 53.3
No 56 46.7 46.7 100.0
Total 120 100.0 100.0
Table 5.8 Do you think that salary or compensation is faire in your
organization?
125
Figure 5.4 Do you think that salary or compensation is faire in your
organization?
Interpretation: The above obtained respondents depicts that 64 (53.3%) participants

out of the 120 said that salary or compensation is faire in their organization that
satisfies them. But, 56 participants replied opposite them and said that salary and
compensation is not good in their organization.

Valid yes 61 50.8 50.8 50.8
No 59 49.2 49.2 100.0
Total 120 100.0 100.0
Table 5.9 Do you think that bonus and incentive polices are effective in your
organization?
126
Figure 5.5 Do you think that bonus and incentive polices are effective in your
organization?
Interpretation: In the context of bonus and incentive, it is obtained that 61 (50.83%)

participants assume that bonus and incentive policies are effective in their company.
Beside of this, 59 (49.17%) participants replied that in their companies, there is not
effective bonus and incentive policies.

Valid Strongly agree 24 20.0 20.0 20.0
Agree 56 46.7 46.7 66.7
Neutral 4 3.3 3.3 70.0
Disagree 32 26.7 26.7 96.7
Strongly disagree 4 3.3 3.3 100.0
Total 120 100.0 100.0
Table 5.10: In your views, whether your organization is providing Safe and
127
Figure 5.6: In your views, whether your organization is providing Safe and
Interpretation: The above table and graph shows that in the views of 80 (66.7%)
participants, their companies are providing safe and healthy working environment. In
contrary of this, 36 (30%) participants replied that their companies are not providing
safe and health working environment to employees.

Agree 55 45.8 45.8 65.8
Neutral 4 3.3 3.3 69.2
Disagree 33 27.5 27.5 96.7
Total 120 100.0 100.0
Table 5.11: Whether in your organization, there is any special policy for
128
Figure 5.7: Whether in your organization, there is any special policy for
Interpretation: The above results shows that 65.8% participants said that in their
organization, there is special policy for employees’ health and safety that satisfies
them. But, remaining participants (34.2%) participant said that there is not any
specific policy for employees’ health and safety.

Agree 51 42.5 42.5 59.2
Neutral 8 6.7 6.7 65.8
Disagree 29 24.2 24.2 90.0
Total 120 100.0 100.0
Table 5.12: Do you think that a good quality of working life is important to
129
Figure 5.7: Do you think that a good quality of working life is important to
Interpretation: 71 participants out of the 120 were agreed that strongly agreed that a
good quality of working life is important to improve the employees’ satisfaction.
But, 49 participants were disagreed and strongly disagreed that a good quality of
working life is important to improve the employees’ satisfaction.

Agree 76 63.3 63.3 70.0
Neutral 4 3.3 3.3 73.3
Disagree 20 16.7 16.7 90.0
Total 120 100.0 100.0
Table 5.13: Do you think that quality of work life in your organization
encourage employees to improve their skills?
130
Figure 5.8: Do you think that quality of work life in your organization
encourage employees to improve their skills?
Interpretation: From the above table and graph, it can be interpreted that 8
participants were strongly agreed and 76 agreed on the statement that quality of work
life in theory companies encourage employees to improve their skills. But, at the
same time, 32 participants were disagreed and strongly disagreed that quality of
work life does not encourage employees to improve their skills.

Agree 47 39.2 39.2 59.2
Neutral 4 3.3 3.3 62.5
Disagree 37 30.8 30.8 93.3
Total 120 100.0 100.0
Table 5.14: Do you think that employees’ health and safety at workplace have
131
Figure 5.9: Do you think that employees’ health and safety at workplace have
Interpretation: On the basis of above statement, it can be said that employees’ health
and safety at workplace have highly affects over mental states of employees because
59.2% participants given their response in this favor.

Agree 72 60.0 60.0 66.7
Neutral 4 3.3 3.3 70.0
Disagree 28 23.3 23.3 93.3
Total 120 100.0 100.0
Table 5.15: Freedom of communication at the workplace is helpful to improve

the job satisfaction?
132
Figure 5.10: Freedom of communication at the workplace is helpful to improve
the job satisfaction?
Interpretation: In the IT organizations, 66.7% employees and managers think that
freedom of communication at the workplace is helpful to improve the job
satisfaction. They give to importance to freedom of communication. In contrary of
this, 36 (30%) participants do not think same, they against of above people.

Agree 71 59.2 59.2 63.3
Neutral 8 6.7 6.7 70.0
Disagree 28 23.3 23.3 93.3
Total 120 100.0 100.0
Table 5.16: In your views, equitable reward system plays important role in the
job satisfaction of employees?
133
Figure 5.11: In your views, equitable reward system plays important role in the
Interpretation: On the behalf of above table and graph, it can be explained that 63.3%
participants were agreed and strongly agreed that, equitable reward system plays
important role in the job satisfaction of employees. At the same time, 8 (6.7%)
participants were at the undecided level and 30% were disagreed from this.

Agree 60 50.0 50.0 60.0
Neutral 4 3.3 3.3 63.3
Neutral 28 23.3 23.3 86.7
Total 120 100.0 100.0
Table 5.17: How much you are agreed that a concern of management for
134
Figure 5.11: How much you are agreed that a concern of management for
Interpretation: The above table and graph depict that 60% participants were agreed
that a concern of management for employee job security is essential in the job
satisfaction. The table and graph also depicts that 34.7% participants were disagreed
form above statement.

Agree 64 53.3 53.3 63.3
Neutral 4 3.3 3.3 66.7
Disagree 32 26.7 26.7 93.3
Total 120 100.0 100.0
Table 5.18: Do you think that Employee skill development program in the
organization is important to increase the job satisfaction among the employees?
135
Figure 5.12: Do you think that Employee skill development program in the
organization is important to increase the job satisfaction among the employees?
Interpretation: Table 5.18 and figure 5.12 draw that 63.3% employees and manager
of IT companies were agreed that employee skill development program in their
organizations is important to increase the job satisfaction among the employees.

Agree 55 45.8 45.8 60.0
Neutral 6 5.0 5.0 65.0
Disagree 29 24.2 24.2 89.2
Total 120 100.0 100.0
Table 5.19: Provides your views that reduction of occupational stress is effective
136
Figure 5.13: Provides your views that reduction of occupational stress is
effective to improve the job satisfaction of employees?
Interpretation: At the same time, the researcher obtained that 60% participants were
agreed and strongly agreed that reduction of occupational stress is effective to
improve the job satisfaction of employees. It also found that 35% were disagreed and
5% were undecided that reduction of occupational stress is effective to improve the
job satisfaction of employees.

Agree 63 52.5 52.5 65.0
Neutral 4 3.3 3.3 68.3
Disagree 31 25.8 25.8 94.2
Total 120 100.0 100.0
Table 5.20: Good employer-employee relationship at the workplace is effective

to maintain the high job satisfaction among the employees?
137
Figure 5.14: Good employer-employee relationship at the workplace is effective
to maintain the high job satisfaction among the employees?
Interpretation: On the basis of above graph and table, it can be interpreted that a
good employer-employee relationship at the workplace is effective to maintain the
high job satisfaction among the employees. It is because 65% participants given
importance to employee and employer relationship in the job satisfaction.

Agree 52 43.3 43.3 70.0
Neutral 4 3.3 3.3 73.3
Disagree 16 13.3 13.3 86.7
Total 120 100.0 100.0
Table 5.21: Do you think that the extent of challenging job affects the job
138
Figure 5.15: Do you think that the extent of challenging job affect the job
Interpretation: The above results also show that extent of challenging job affects the
job satisfaction among the employees. 70% participants replied that a difficult job
task negatively affects the job satisfaction among the employees. But, at the same
time, 26.7% participants do not think this.

Agree 49 40.8 40.8 61.7
Neutral 5 4.2 4.2 65.8
Disagree 24 20.0 20.0 85.8
Total 120 100.0 100.0
Table 5.22: Do you think that in IT organizations, more opportunity for growth
139
Figure 5.16: Do you think that in IT organizations, more opportunity for
growth satisfies the employees regarding the job?
Interpretation: The collected data defines that in IT organizations, more opportunities

for growth satisfy the employees regarding the job. It is because 61.7% employees
and manager believe on the above statement. But, 34.2% employees and managers
do not believe on the above statement.

Agree 68 56.7 56.7 76.7
Neutral 4 3.3 3.3 80.0
Disagree 20 16.7 16.7 96.7
Total 120 100.0 100.0
Table 5.23: Do you think that flexibility of work schedule is important to

increase job satisfaction among the employees?
140
Figure 5.17: Do you think that flexibility of work schedule is important to
increase job satisfaction among the employees?
Interpretation: In the reference of above table and graph, it can be interpreted that
76.7% participants said that flexibility working schedule is important to increase job
satisfaction among the employees. Simultaneously, 20% participants do not think
that it is important to increase job satisfaction.

Agree 56 46.7 46.7 60.0
Neutral 8 6.7 6.7 66.7
Disagree 28 23.3 23.3 90.0
Total 120 100.0 100.0
Table 5.24: Provides your opinion that Workers participation in management is

141
Figure 5.18: Provides your opinion that Workers participation in management
is important to retain the employees more satisfied?
Interpretation: The above table and figure determine that 60.0% given their views as
that worker or employee participation in management is important to retain the
employees more satisfied. But, the views and opinions of the remaining persons
were different in this concern.

Valid Yes 62 51.7 51.7 51.7
Not 58 48.3 48.3 100.0
Total 120 100.0 100.0
Table 5.25: In order to increase the job satisfaction of employee, whether

142
Figure 5.19: In order to increase the job satisfaction of employee, whether
Interpretation: In the context of the above table and figure, it can be defined that to
increase the job satisfaction of employees, supportive leadership plays an important
role. It is because 51.7 participants were given their responds in positive manner. But
remaining 48.3% were against of above.
Table 2: An effective profit sharing policy in the IT Company enables that
Valid Cumulative
Frequency Percent Percent Percent
Valid Strong agree 20 16.7 16.7 16.7
Agree 58 48.3 48.3 65.0
Disagree 38 31.7 31.7 96.7
Strong disagree 4 3.3 3.3 100.0
Total 120 100.0 100.0
Figure 2: An effective profit sharing policy in the IT Company enables that

143
Interpretation: The collected data in the above table shows that 65% participants
were agreed and strongly agreed that an effective profit sharing policy in the IT
Company enables that management to increase the job satisfaction and quality of
work.
Table 3: An effective training and development program at workplace is
Valid Cumulative
Agree 52 43.3 43.3 60.0
Neutral 4 3.3 3.3 63.3
Disagree 36 30.0 30.0 93.3
Total 120 100.0 100.0
Figure 3: An effective training and development program at workplace is
144
Interpretation: At the same time, it can be also interpreted that an effective training
and development program at workplace is effective to increase the job satisfaction
and quality of the work. It is because 60% participants believe that an effective
training and development program increase job satisfaction level among the
employees.
Table 4: Recognition programs and employee benefits are important to
Valid Cumulative
Agree 57 47.5 47.5 67.5
Disagree 31 25.8 25.8 93.3
Total 120 100.0 100.0
Figure 4: Recognition programs and employee benefits are important to
145
Interpretation: The above table and graph shows that 67.5% participant were agreed
and strongly agreed that recognition programs and employee benefits are important
to influence the job satisfaction and quality of the work. But, at the same time,
35.5% participant were disagreed and strongly disagreed that recognition programs
and employee benefits are important to influence the job satisfaction and quality of
the work.
146
CHI SQUARE TEST
Table 5: Case Processing Summary
Cases
Valid Missing Total
N Percent N Percent N Percent
Gender
120 100.0% 0 .0% 120 100.0%
Age
120 100.0% 0 .0% 120 100.0%
Work experience in the firm
120 100.0% 0 .0% 120 100.0%
Do you think that quality of work life affects the
job satisfaction level of an employee? 120 100.0% 0 .0% 120 100.0%
Do you think that salary and compensation is

faire in your organization? 120 100.0% 0 .0% 120 100.0%
Do you think that bonus and incentive polices

are effective in your organization? 120 100.0% 0 .0% 120 100.0%
In your views, whether your organization is

providing Safe and Healthy working conditions? 120 100.0% 0 .0% 120 100.0%
Whether in your organization, there is any

120 100.0% 0 .0% 120 100.0%
special policy for employees’ health and safety?
Do you think that a good quality of working life
is important to improve the employees’
120 100.0% 0 .0% 120 100.0%
satisfaction?
Do you think that quality of work life in your

organization encourage employee to improve
120 100.0% 0 .0% 120 100.0%
their skills?
Do you think that employees’ health and safety

at workplace have highly affected over mental
120 100.0% 0 .0% 120 100.0%
states of employees?
Freedom of communication at the workplace is

helpful to improve the job satisfaction? 120 100.0% 0 .0% 120 100.0%
147
In your views, equitable reward system plays
important role in the job satisfaction of
120 100.0% 0 .0% 120 100.0%
employees?
How much you are agreed that a concern of

management for employee job security is
120 100.0% 0 .0% 120 100.0%
essential in the job satisfaction?
Do you think that Employee skill development

program in the organization is important to
increase the job satisfaction among the 120 100.0% 0 .0% 120 100.0%
employees?
Provides your views that reduction of

occupational stress is effective to improve the
120 100.0% 0 .0% 120 100.0%
Good employer-employee relationship at the

workplace is effective to maintain the high job
120 100.0% 0 .0% 120 100.0%
Do you think that the extent of challenging job

affect the job satisfaction among the employees? 120 100.0% 0 .0% 120 100.0%
Do you think that in IT organizations, more

opportunity for growth satisfies the employees
120 100.0% 0 .0% 120 100.0%
regarding the job?
Do you think that flexibility of work schedule is

important to increase job satisfaction among the
120 100.0% 0 .0% 120 100.0%
employees?
Provides your opinion that Workers participation

in management is important to retain the
120 100.0% 0 .0% 120 100.0%
employees more satisfied?
In order to increase the job satisfaction of

employee, whether supportive leadership plays
120 100.0% 0 .0% 120 100.0%
an important role or not?
An effective profit sharing policy in the IT

Company enables that management to increase
120 100.0% 0 .0% 120 100.0%
the job satisfaction and quality of work?
148
An effective training and development program
at workplace is enabled to increase the job 120 100.0% 0 .0% 120 100.0%
satisfaction and quality of the work?
Table 29: Crosstab for recognition programs and employee benefits are
important to influence the job satisfaction and quality of the work?
Crosstab
Recognition programs and employee
benefits are important to influence
the job satisfaction and quality of the
work?
Strong Strong
agree Agree Disagree disagree Total
Gender Male Count
15 32 19 6 72
% within Gender
20.8% 44.4% 26.4% 8.3% 100.0%
% within Recognition
programs and
employee benefits are
important to influence
62.5% 56.1% 61.3% 75.0% 60.0%
and quality of the
work?
% of Total 12.5% 26.7% 15.8% 5.0% 60.0%

Female Count 9 25 12 2 48
% within Gender 18.8% 52.1% 25.0% 4.2% 100.0%
programs and
37.5% 43.9% 38.7% 25.0% 40.0%
and quality of the
work?
% of Total 7.5% 20.8% 10.0% 1.7% 40.0%

Total Count
24 57 31 8 120
149
% within Gender
20.0% 47.5% 25.8% 6.7% 100.0%
programs and
100.0% 100.0% 100.0% 100.0% 100.0%
and quality of the
work?
% of Total 20.0% 47.5% 25.8% 6.7% 100.0%
Table 6: Chi-Square Tests
Asymp. Sig.
Value df (2-sided)
Pearson Chi-Square 1.188a 3 .756
Likelihood Ratio 1.233 3 .745
Linear-by-Linear
.317 1 .573
Association
N of Valid Cases 120
a. 2 cells (25.0%) have expected count less than 5. The
minimum expected count is 3.20.
Table 7: Symmetric Measures
Value Approx. Sig.

Nominal by Phi .099 .756
Nominal Cramer's V .099 .756
The above table of Chi-Square Tests depicts that Pearson Chi-Square is 1.188 with
the different value 3. At the same time, Likelihood Ratio is 1.233, linear by linear is
0.317 and N of valid cases 120. Symmetric Measures posits that Nominal by
Nominal Phi is .099 and approx sig is .756.
Table 8: Crosstab for an effective training and development program at
workplace is enabled to increase the job satisfaction and quality of the work
150
An effective training and development
program at workplace is enabled to
increase the job satisfaction and quality of
the work?
Strong Strong
agree Agree Neutral Disagree disagree Total
Gender Male Count
8 40 4 16 4 72
% within Gender
11.1% 55.6% 5.6% 22.2% 5.6% 100.0%
% within An
effective training
and development
program at
workplace is
enabled to 40.0% 76.9% 100.0% 44.4% 50.0% 60.0%
increase the job
satisfaction and
quality of the
work?
% of Total 6.7% 33.3% 3.3% 13.3% 3.3% 60.0%

Female Count
12 12 0 20 4 48
% within Gender
25.0% 25.0% .0% 41.7% 8.3% 100.0%
% within An
effective training
and development
program at
workplace is
enabled to 60.0% 23.1% .0% 55.6% 50.0% 40.0%
increase the job
satisfaction and
quality of the
work?
% of Total 10.0% 10.0% .0% 16.7% 3.3% 40.0%

Total Count
20 52 4 36 8 120
% within Gender
16.7% 43.3% 3.3% 30.0% 6.7% 100.0%
151
% within An
effective training
and development
program at
workplace is
enabled to 100.0% 100.0% 100.0% 100.0% 100.0% 100.0%
increase the job
satisfaction and
quality of the
work?
% of Total 16.7% 43.3% 3.3% 30.0% 6.7% 100.0%
Asymp. Sig.
Value df (2-sided)
a
Pearson Chi-Square 16.168 4 .003
Linear-by-Linear
1.417 1 .234
Association
Value Approx. Sig.

In the above Chi-Square Test, it is analysed that Pearson Chi-Square is 16.168a with
.003 Asymp. Sig. (2-sided). In additionally, Likelihood Ratio is 17.870 with .001
Asymp. Sig. (2-sided). Linear-by-Linear Association is 1.417 and .234 Asymp. Sig.
(2-sided). Symmetric Measures posits that Nominal by Nominal Phi is .367 and
approx sig is .003.
Table 11: Crosstab for an effective profit sharing policy in the IT Company
enables that management to increase the job satisfaction and quality of work?
152
An effective profit sharing policy in
the IT Company enables that
management to increase the job
satisfaction and quality of work?
Strong Strong
agree Agree Disagree disagree Total
Gender Male Count
9 36 24 3 72
% within Gender
12.5% 50.0% 33.3% 4.2% 100.0%
% within An effective
profit sharing policy in
the IT Company
enables that
management to 45.0% 62.1% 63.2% 75.0% 60.0%
increase the job
satisfaction and
quality of work?
% of Total 7.5% 30.0% 20.0% 2.5% 60.0%

Female Count
11 22 14 1 48
% within Gender
22.9% 45.8% 29.2% 2.1% 100.0%
the IT Company
enables that
management to 55.0% 37.9% 36.8% 25.0% 40.0%
increase the job
satisfaction and
quality of work?
% of Total 9.2% 18.3% 11.7% .8% 40.0%

Total Count
20 58 38 4 120
% within Gender
16.7% 48.3% 31.7% 3.3% 100.0%
153
the IT Company
enables that
management to 100.0% 100.0% 100.0% 100.0% 100.0%
increase the job
satisfaction and
quality of work?
% of Total 16.7% 48.3% 31.7% 3.3% 100.0%
Asymp. Sig.
Value df (2-sided)
Linear-by-Linear
1.264 1 .261
Association
Value Approx. Sig.

The above table depicts that Pearson Chi-Square is 2.511 and likelihood ratio is 2.4.
Asymp are 0.473 and 0.477 in the given order. Along with this, in Symmetric
Measures table, phi is 0.145 and cramer’s V is 0.145.
154
Table 14: Crosstab for in order to increase the job satisfaction of employee,
whether supportive leadership plays an important role or not?
In order to increase the job

satisfaction of employee,
whether supportive leadership
plays an important role or
not?
Yes Not Total
Gender Male Count
36 36 72
% within Gender
50.0% 50.0% 100.0%
% within In order to increase

the job satisfaction of
employee, whether
58.1% 62.1% 60.0%
supportive leadership plays
% of Total 30.0% 30.0% 60.0%

Female Count
26 22 48
% within Gender
54.2% 45.8% 100.0%

employee, whether
41.9% 37.9% 40.0%
% of Total 21.7% 18.3% 40.0%

Total Count
62 58 120
% within Gender
51.7% 48.3% 100.0%
155
employee, whether
100.0% 100.0% 100.0%
% of Total 51.7% 48.3% 100.0%
Asymp. Sig. Exact Sig. (2- Exact Sig. (1-

Value df (2-sided) sided) sided)
Pearson Chi-Square .200a 1 .655
b
Continuity Correction .068 1 .794
Likelihood Ratio .200 1 .654
Fisher's Exact Test .711 .397
Linear-by-Linear
.199 1 .656
Association
N of Valid Casesb 120
a. 0 cells (.0%) have expected count less than 5. The minimum expected count is 23.20.
b. Computed only for a 2x2 table
Value Approx. Sig.

Nominal by Phi -.041 .655
The above table depicts that Pearson Chi-Square is 0.200 and likelihood ratio is 0.
68. Asymp are 0.655 and .794 in the given order. Along with this, in Symmetric
Measures table, phi is -.041 and cramer’s V is 0.041.
Table 17: Crosstab for provides your opinion that Workers participation in
management is important to retain the employees more satisfied?
156
Provides your opinion that Workers
participation in management is
important to retain the employees
more satisfied?
Strongly Strongly
Gender Male Count
8 36 4 16 8 72
% within
Gender 11.1% 50.0% 5.6% 22.2% 11.1% 100.0%
% within
Provides your
opinion that
Workers
participation
in
management 50.0% 64.3% 50.0% 57.1% 66.7% 60.0%
is important to
retain the
employees
more
satisfied?
% of Total 6.7% 30.0% 3.3% 13.3% 6.7% 60.0%

Female Count
8 20 4 12 4 48
% within
Gender 16.7% 41.7% 8.3% 25.0% 8.3% 100.0%
% within
Provides your
opinion that
Workers
participation
in
management 50.0% 35.7% 50.0% 42.9% 33.3% 40.0%
is important to
retain the
employees
more
satisfied?
% of Total 6.7% 16.7% 3.3% 10.0% 3.3% 40.0%
157
Total Count
16 56 8 28 12 120
% within
Gender 13.3% 46.7% 6.7% 23.3% 10.0% 100.0%
% within
Provides your
opinion that
Workers
participation
in
management 100.0% 100.0% 100.0% 100.0% 100.0% 100.0%
is important to
retain the
employees
more
satisfied?
% of Total 13.3% 46.7% 6.7% 23.3% 10.0% 100.0%
Asymp. Sig.
Value df (2-sided)
a
Linear-by-Linear
.057 1 .811
Association
Value Approx. Sig.

Nominal by Nominal Phi .121 .782
Cramer's V .121 .782
158
In this, the value of the Pearson Chi-Square is 1.746a and Likelihood Ratio is 1.736 .
In this At the same time, linear by linear is 1.41 and N of valid cases is 120.
Symmetric Measures shows that nominal by nominal phi is 0.121 and Cramer’s V is
also 0.121
Table 20: Crosstab for do you think that flexibility of work schedule is
important to increase job satisfaction among the employees?
Do you think that flexibility of work

schedule is important to increase
job satisfaction among the
employees?
Strongly Strongly
Gender Male Count
16 40 4 12 0 72
% within
Gender 22.2% 55.6% 5.6% 16.7% .0% 100.0%
% within Do
you think that
flexibility of
work schedule
is important to
66.7% 58.8% 100.0% 60.0% .0% 60.0%
increase job
satisfaction
among the
employees?
% of Total 13.3% 33.3% 3.3% 10.0% .0% 60.0%

Female Count
8 28 0 8 4 48
% within
Gender 16.7% 58.3% .0% 16.7% 8.3% 100.0%
159
% within Do
you think that
flexibility of
work schedule
is important to
33.3% 41.2% .0% 40.0% 100.0% 40.0%
increase job
satisfaction
among the
employees?
% of Total 6.7% 23.3% .0% 6.7% 3.3% 40.0%

Total Count
24 68 4 20 4 120
% within
Gender 20.0% 56.7% 3.3% 16.7% 3.3% 100.0%
% within Do
you think that
flexibility of
work schedule
is important to
100.0% 100.0% 100.0% 100.0% 100.0% 100.0%
increase job
satisfaction
among the
employees?
% of Total 20.0% 56.7% 3.3% 16.7% 3.3% 100.0%
Asymp. Sig.
Value df (2-sided)
a
Linear-by-Linear
1.581 1 .209
Association
160
Value Approx. Sig.
In the above Chi-Square Test, it is analysed that Pearson Chi-Square is 9.150a, with
0.057Asymp. Sig. (2-sided). In additionally, Likelihood Ratio is 11.910 with 0.018
Asymp. Sig. (2-sided). Linear-by-Linear Association is 1.581 and .209 Asymp. Sig.
(2-sided). Symmetric Measures posits that Nominal by Nominal Phi is .276 and
approx sig is 0.057.
Table 23: Crosstab for do you think that in IT organizations, more opportunity
for growth satisfies the employees regarding the job?
Do you think that in IT organizations, more

opportunity for growth satisfies the
employees regarding the job?
Strongly Strongly
Gender Male Count
18 30 4 11 9 72
% within
Gender 25.0% 41.7% 5.6% 15.3% 12.5% 100.0%
% within Do
you think that
in IT
organizations,
more
opportunity for
72.0% 61.2% 80.0% 45.8% 52.9% 60.0%
growth
satisfies the
employees
regarding the
job?
161
% of Total 15.0% 25.0% 3.3% 9.2% 7.5% 60.0%
Female Count
7 19 1 13 8 48
% within
Gender 14.6% 39.6% 2.1% 27.1% 16.7% 100.0%
% within Do
you think that
in IT
organizations,
more
opportunity for
28.0% 38.8% 20.0% 54.2% 47.1% 40.0%
growth
satisfies the
employees
regarding the
job?
% of Total 5.8% 15.8% .8% 10.8% 6.7% 40.0%

Total Count
25 49 5 24 17 120
% within
Gender 20.8% 40.8% 4.2% 20.0% 14.2% 100.0%
% within Do
you think that
in IT
organizations,
more
opportunity for
100.0% 100.0% 100.0% 100.0% 100.0% 100.0%
growth
satisfies the
employees
regarding the
job?
% of Total 20.8% 40.8% 4.2% 20.0% 14.2% 100.0%
Asymp. Sig.
Value df (2-sided)
162
Linear-by-Linear
2.799 1 .094
Association
Value Approx. Sig.

In this, the value of the Pearson Chi-Square is 4.724a and Likelihood Ratio is 4.821.
In this At the same time, linear by linear is 2.799 and N of valid cases is 120.
Symmetric Measures shows that nominal by nominal phi is .198 and Cramer’s V is
also .198.
Table 26: Crosstab for do you think that the extent of challenging job affect the
Do you think that the extent of challenging

job affect the job satisfaction among the
employees?
Strongly Strongly
Gender Male Count
20 36 4 4 8 72
% within
Gender 27.8% 50.0% 5.6% 5.6% 11.1% 100.0%
163
% within Do
you think that
the extent of
challenging
job affects the
62.5% 69.2% 100.0% 25.0% 50.0% 60.0%
job
satisfaction
among the
employees?
% of Total 16.7% 30.0% 3.3% 3.3% 6.7% 60.0%

Female Count
12 16 0 12 8 48
% within
Gender 25.0% 33.3% .0% 25.0% 16.7% 100.0%
% within Do
you think that
the extent of
challenging
job affects the
37.5% 30.8% .0% 75.0% 50.0% 40.0%
job
satisfaction
among the
employees?
% of Total 10.0% 13.3% .0% 10.0% 6.7% 40.0%

Total Count
32 52 4 16 16 120
% within
Gender 26.7% 43.3% 3.3% 13.3% 13.3% 100.0%
% within Do
you think that
the extent of
challenging
job affects the
100.0% 100.0% 100.0% 100.0% 100.0% 100.0%
job
satisfaction
among the
employees?
% of Total 26.7% 43.3% 3.3% 13.3% 13.3% 100.0%
164
Asymp. Sig.
Value df (2-sided)
Linear-by-Linear
4.311 1 .038
Association
Value Approx. Sig.

The above table depicts that Pearson Chi-Square is 13.429a and likelihood ratio is
14.814. Asymp are .009 and .005 in the given order. Along with this, in Symmetric
Measures table, phi is .335 and cramer’s V is .335.
Table 29: Crosstab for good employer-employee relationship at the workplace
is effective to maintain the high job satisfaction among the employees?
Good employer-employee relationship at the

workplace is effective to maintain the high
Strongly Strongly
Gender Male Count
8 36 3 19 6 72
% within
Gender 11.1% 50.0% 4.2% 26.4% 8.3% 100.0%
165
% within
Good
employer-
employee
relationship at
the workplace
is effective to 53.3% 57.1% 75.0% 61.3% 85.7% 60.0%
maintain the
high job
satisfaction
among the
employees?
% of Total 6.7% 30.0% 2.5% 15.8% 5.0% 60.0%

Female Count
7 27 1 12 1 48
% within
Gender 14.6% 56.2% 2.1% 25.0% 2.1% 100.0%
% within
Good
employer-
employee
relationship at
the workplace
is effective to 46.7% 42.9% 25.0% 38.7% 14.3% 40.0%
maintain the
high job
satisfaction
among the
employees?
% of Total 5.8% 22.5% .8% 10.0% .8% 40.0%

Total Count
15 63 4 31 7 120
% within
Gender 12.5% 52.5% 3.3% 25.8% 5.8% 100.0%
166
% within
Good
employer-
employee
relationship at
the workplace
is effective to 100.0% 100.0% 100.0% 100.0% 100.0% 100.0%
maintain the
high job
satisfaction
among the
employees?
% of Total 12.5% 52.5% 3.3% 25.8% 5.8% 100.0%
Table 30; Chi-Square Tests
Asymp. Sig.
Value df (2-sided)
a
Linear-by-Linear
1.544 1 .214
Association
Value Approx. Sig.

On the basis of above Chi-Square Tests, it is found that Pearson Chi-Square is
2.817a, Likelihood Ratio is 3.128 and Linear-by-Linear is 1.544. Along with this, it
is also found that nominal by nominal phi and Cramer's V are 0.153 and approx sig
is 0.589.
167
Table 32: Crosstab for provides your views that reduction of occupational stress
is effective to improve the job satisfaction of employees?
Provides your views that reduction of

occupational stress is effective to improve
the job satisfaction of employees?
Strongly Strongly
Gender Male Count
12 34 2 16 8 72
% within
16.7% 47.2% 2.8% 22.2% 11.1% 100.0%
Gender
% within
Provides your
views that
reduction of
occupational
stress is
70.6% 61.8% 33.3% 55.2% 61.5% 60.0%
effective to
improve the
job
satisfaction of
employees?
% of Total 10.0% 28.3% 1.7% 13.3% 6.7% 60.0%

Female Count
5 21 4 13 5 48
% within
Gender 10.4% 43.8% 8.3% 27.1% 10.4% 100.0%
% within
Provides your
views that
reduction of
occupational
stress is
29.4% 38.2% 66.7% 44.8% 38.5% 40.0%
effective to
improve the
job
satisfaction of
employees?
168
% of Total 4.2% 17.5% 3.3% 10.8% 4.2% 40.0%
Total Count
17 55 6 29 13 120
% within
Gender 14.2% 45.8% 5.0% 24.2% 10.8% 100.0%
% within
Provides your
views that
reduction of
occupational
stress is
100.0% 100.0% 100.0% 100.0% 100.0% 100.0%
effective to
improve the
job
satisfaction of
employees?
% of Total 14.2% 45.8% 5.0% 24.2% 10.8% 100.0%
Asymp. Sig.
Value df (2-sided)
a
Linear-by-Linear
.667 1 .414
Association
Value Approx. Sig.

169
In this, the value of the Pearson Chi-Square is 2.942a and Likelihood Ratio is 2.928.
At the same time, linear by linear is .667 and N of valid cases is 120. Symmetric
Measures shows that nominal by nominal phi is .157 and Approx. Sig is 0.568.
Table 35: Crosstab for do you think that Employee skill development program
in the organization is important to increase the job satisfaction among the
employees?
Do you think that Employee skill

development program in the organization is
important to increase the job satisfaction
Strongly Strongly
Gender Male Count
8 32 4 20 8 72
% within
Gender 11.1% 44.4% 5.6% 27.8% 11.1% 100.0%
% within Do
you think that
Employee
skill
development
program in the
organization is
66.7% 50.0% 100.0% 62.5% 100.0% 60.0%
important to
increase the
job
satisfaction
among the
employees?
% of Total 6.7% 26.7% 3.3% 16.7% 6.7% 60.0%

Female Count
4 32 0 12 0 48
% within
Gender 8.3% 66.7% .0% 25.0% .0% 100.0%
170
% within Do
you think that
Employee
skill
development
program in the
organization is
33.3% 50.0% .0% 37.5% .0% 40.0%
important to
increase the
job
satisfaction
among the
employees?
% of Total 3.3% 26.7% .0% 10.0% .0% 40.0%

Total Count
12 64 4 32 8 120
% within
Gender 10.0% 53.3% 3.3% 26.7% 6.7% 100.0%
% within Do
you think that
Employee
skill
development
program in the
organization is
100.0% 100.0% 100.0% 100.0% 100.0% 100.0%
important to
increase the
job
satisfaction
among the
employees?
% of Total 10.0% 53.3% 3.3% 26.7% 6.7% 100.0%
Asymp. Sig.
Value df (2-sided)
a
Linear-by-Linear
3.658 1 .056
Association
171
Asymp. Sig.
Value df (2-sided)
a
Linear-by-Linear
3.658 1 .056
Association
Value Approx. Sig.

The above table depicts that Pearson Chi-Square is 10.972a and likelihood ratio is
15.184. Asymp are .027 and .004 in the given order. Along with this, in Symmetric
Measures table, phi is .302 and cramer’s V is .302.
Table 38: Crosstab for how much you are agreed that a concern of management
for employee job security is essential in the job satisfaction?
How much you are agreed that a concern of

management for employee job security is
essential in the job satisfaction?
Strongly Strongly
agree Agree Neutral Neutral disagree Total
Gender Male Count
12 36 4 8 12 72
% within
Gender 16.7% 50.0% 5.6% 11.1% 16.7% 100.0%
172
% within How
much you are
agreed that a
concern of
management
for employee 100.0% 60.0% 100.0% 28.6% 75.0% 60.0%
job security is
essential in the
job
satisfaction?
% of Total 10.0% 30.0% 3.3% 6.7% 10.0% 60.0%

Female Count
0 24 0 20 4 48
% within
Gender .0% 50.0% .0% 41.7% 8.3% 100.0%
% within How
much you are
agreed that a
concern of
management
for employee .0% 40.0% .0% 71.4% 25.0% 40.0%
job security is
essential in the
job
satisfaction?
% of Total .0% 20.0% .0% 16.7% 3.3% 40.0%

Total Count
12 60 4 28 16 120
% within
Gender 10.0% 50.0% 3.3% 23.3% 13.3% 100.0%
% within How
much you are
agreed that a
concern of
management
for employee 100.0% 100.0% 100.0% 100.0% 100.0% 100.0%
job security is
essential in the
job
satisfaction?
173
% of Total 10.0% 50.0% 3.3% 23.3% 13.3% 100.0%
Asymp. Sig.
Value df (2-sided)
a
Linear-by-Linear
3.915 1 .048
Association
Value Approx. Sig.

23.690a, Likelihood Ratio is 29.264 and Linear-by-Linear is 3.915. Along with this,
it is also found that nominal by nominal phi and Cramer's V are .444 and approx sig
is .000.
Table 41: Crosstab for in your views, equitable reward system plays important
role in the job satisfaction of employees?
In your views, equitable reward system plays

important role in the job satisfaction of
employees?
Strongly Strongly
Gender Male Count
4 44 3 18 3 72
174
% within
Gender 5.6% 61.1% 4.2% 25.0% 4.2% 100.0%
% within In
your views,
equitable
reward system
plays
80.0% 62.0% 37.5% 64.3% 37.5% 60.0%
important role
in the job
satisfaction of
employees?
% of Total 3.3% 36.7% 2.5% 15.0% 2.5% 60.0%

Female Count
1 27 5 10 5 48
% within
Gender 2.1% 56.2% 10.4% 20.8% 10.4% 100.0%
% within In
your views,
equitable
reward system
plays
20.0% 38.0% 62.5% 35.7% 62.5% 40.0%
important role
in the job
satisfaction of
employees?
% of Total .8% 22.5% 4.2% 8.3% 4.2% 40.0%

Total Count
5 71 8 28 8 120
% within
Gender 4.2% 59.2% 6.7% 23.3% 6.7% 100.0%
% within In
your views,
equitable
reward system
plays
100.0% 100.0% 100.0% 100.0% 100.0% 100.0%
important role
in the job
satisfaction of
employees?
175
% of Total 4.2% 59.2% 6.7% 23.3% 6.7% 100.0%
Asymp. Sig.
Value df (2-sided)
Linear-by-Linear
.996 1 .318
Association
Value Approx. Sig.

The value of the Pearson Chi-Square is 4.538a and Likelihood Ratio is 4.534. At the
same time, linear by linear is .996 and N of valid cases is 120. Symmetric Measures
shows that nominal by nominal phi is .194 and Approx. Sig is .338.
Table 44: Crosstab for freedom of communication at the workplace is helpful to

improve the job satisfaction?
Freedom of communication at the

workplace is helpful to improve the job
satisfaction?
Strongly Strongly
Gender Male Count
0 48 0 20 4 72
176
% within
Gender .0% 66.7% .0% 27.8% 5.6% 100.0%
% within
Freedom of
communication
at the
workplace is .0% 66.7% .0% 71.4% 50.0% 60.0%
helpful to
improve the job
satisfaction?
% of Total .0% 40.0% .0% 16.7% 3.3% 60.0%

Female Count
8 24 4 8 4 48
% within
Gender 16.7% 50.0% 8.3% 16.7% 8.3% 100.0%
% within
Freedom of
communication
at the
workplace is 100.0% 33.3% 100.0% 28.6% 50.0% 40.0%
helpful to
improve the job
satisfaction?
% of Total 6.7% 20.0% 3.3% 6.7% 3.3% 40.0%

Total Count
8 72 4 28 8 120
% within
Gender 6.7% 60.0% 3.3% 23.3% 6.7% 100.0%
% within
Freedom of
communication
at the
workplace is 100.0% 100.0% 100.0% 100.0% 100.0% 100.0%
helpful to
improve the job
satisfaction?
% of Total 6.7% 60.0% 3.3% 23.3% 6.7% 100.0%

177
Asymp. Sig.
Value df (2-sided)
a
Linear-by-Linear
1.145 1 .285
Association
Value Approx. Sig.

Chi-Square Test posits that Pearson Chi-Square is 21.190a, Likelihood Ratio is
25.271with Linear-by-Linear Association is 1.145. In this, Asymp Sig is computed
0.000, 0.000 and .285 respectively. Symmetric Measures draws that Nominal by
Nominal Phi is 0.420 and approx sig is 0.000.
Table 47: Crosstab for do you think that employees’ health and safety at
workplace have highly affected over mental states of employees?
Do you think that employees’ health and

safety at workplace have highly affected over
mental states of employees?
Strongly Strongly
Gender Male Count
16 23 4 21 8 72
% within
Gender 22.2% 31.9% 5.6% 29.2% 11.1% 100.0%
178
% within Do
you think that
employees’
health and
safety at
workplace
66.7% 48.9% 100.0% 56.8% 100.0% 60.0%
have highly
affected over
mental states
of
employees?
% of Total 13.3% 19.2% 3.3% 17.5% 6.7% 60.0%

Female Count
8 24 0 16 0 48
% within
Gender 16.7% 50.0% .0% 33.3% .0% 100.0%
% within Do
you think that
employees’
health and
safety at
workplace
33.3% 51.1% .0% 43.2% .0% 40.0%
have highly
affected over
mental states
of
employees?
% of Total 6.7% 20.0% .0% 13.3% .0% 40.0%

Total Count
24 47 4 37 8 120
% within
Gender 20.0% 39.2% 3.3% 30.8% 6.7% 100.0%
179
% within Do
you think that
employees’
health and
safety at
workplace
100.0% 100.0% 100.0% 100.0% 100.0% 100.0%
have highly
affected over
mental states
of
employees?
% of Total 20.0% 39.2% 3.3% 30.8% 6.7% 100.0%
Asymp. Sig.
Value df (2-sided)
Linear-by-Linear
1.086 1 .297
Association
Symmetric Measures
Value Approx. Sig.
is .027.
180
Table 49: Crosstab for do you think that quality of work life in your
organization encourage employee to improve their skills?
Do you think that quality of work life in your

organization encourage employee to improve
their skills?
Strongly Strongly
Gender Male Count
8 44 4 12 4 72
% within
Gender 11.1% 61.1% 5.6% 16.7% 5.6% 100.0%
% within Do
you think that
quality of
work life in
your
organization 100.0% 57.9% 100.0% 60.0% 33.3% 60.0%
encourage
employee to
improve their
skills?
% of Total 6.7% 36.7% 3.3% 10.0% 3.3% 60.0%

Female Count
0 32 0 8 8 48
% within
Gender .0% 66.7% .0% 16.7% 16.7% 100.0%
% within Do
you think that
quality of
work life in
your
organization .0% 42.1% .0% 40.0% 66.7% 40.0%
encourage
employee to
improve their
skills?
% of Total .0% 26.7% .0% 6.7% 6.7% 40.0%

Total Count
8 76 4 20 12 120
181
% within
Gender 6.7% 63.3% 3.3% 16.7% 10.0% 100.0%
% within Do
you think that
quality of
work life in
your
organization 100.0% 100.0% 100.0% 100.0% 100.0% 100.0%
encourage
employee to
improve their
skills?
% of Total 6.7% 63.3% 3.3% 16.7% 10.0% 100.0%
Asymp. Sig.
Value df (2-sided)
Linear-by-Linear
3.306 1 .069
Association
Value Approx. Sig.

15.870 with Linear-by-Linear Association is 3.306. In this, Asymp Sig is computed
.020, 0.003 and .069 respectively. Symmetric Measures draws that Nominal by
182
Table 52: Crosstab for do you think that a good quality of working life is
important to improve the employees’ satisfaction?
Do you think that a good quality of working

life is important to improve the employees’
satisfaction?
Strongly Strongly
Gender Male Count
12 31 4 13 12 72
% within
Gender 16.7% 43.1% 5.6% 18.1% 16.7% 100.0%
% within Do
you think that
a good quality
of working
life is
60.0% 60.8% 50.0% 44.8% 100.0% 60.0%
important to
improve the
employees’
satisfaction?
% of Total 10.0% 25.8% 3.3% 10.8% 10.0% 60.0%

Female Count
8 20 4 16 0 48
% within
Gender 16.7% 41.7% 8.3% 33.3% .0% 100.0%
% within Do
you think that
a good quality
of working
life is
40.0% 39.2% 50.0% 55.2% .0% 40.0%
important to
improve the
employees’
satisfaction?
% of Total 6.7% 16.7% 3.3% 13.3% .0% 40.0%

Total Count
20 51 8 29 12 120
183
% within
Gender 16.7% 42.5% 6.7% 24.2% 10.0% 100.0%
% within Do
you think that
a good quality
of working
life is
100.0% 100.0% 100.0% 100.0% 100.0% 100.0%
important to
improve the
employees’
satisfaction?
% of Total 16.7% 42.5% 6.7% 24.2% 10.0% 100.0%
Asymp. Sig.
Value df (2-sided)
a
Linear-by-Linear
.486 1 .486
Association
Value Approx. Sig.

15.311 with Linear-by-Linear Association is .486. In this, Asymp Sig is computed
.025, .004 and .486 respectively. Symmetric Measures draws that Nominal by
184
Table 55: Crosstab for whether in your organization, there is any special policy
for employees’ health and safety?
Whether in your organization, there is any

special policy for employees’ health and
safety?
Strongly Strongly
Gender Male Count
16 31 4 21 0 72
% within
Gender 22.2% 43.1% 5.6% 29.2% .0% 100.0%
% within
Whether in
your
organization,
there is any
special policy 66.7% 56.4% 100.0% 63.6% .0% 60.0%
for
employees’
health and
safety?
% of Total 13.3% 25.8% 3.3% 17.5% .0% 60.0%

Female Count
8 24 0 12 4 48
% within
Gender 16.7% 50.0% .0% 25.0% 8.3% 100.0%
% within
Whether in
your
organization,
there is any
special policy 33.3% 43.6% .0% 36.4% 100.0% 40.0%
for
employees’
health and
safety?
% of Total 6.7% 20.0% .0% 10.0% 3.3% 40.0%

Total Count
24 55 4 33 4 120
185
% within
Gender 20.0% 45.8% 3.3% 27.5% 3.3% 100.0%
% within
Whether in
your
organization,
there is any
special policy 100.0% 100.0% 100.0% 100.0% 100.0% 100.0%
for
employees’
health and
safety?
% of Total 20.0% 45.8% 3.3% 27.5% 3.3% 100.0%
Asymp. Sig.
Value df (2-sided)
Linear-by-Linear
.567 1 .452
Association
Value Approx. Sig.

Chi-Square Test shows that Pearson Chi-Square is 9.596a, Likelihood Ratio is
186
Table 58: Crosstab for in your views, whether your organization is providing
Safe and Healthy working conditions
In your views, whether your organization is

providing Safe and Healthy working
conditions
Strongly Strongly
Gender Male Count
20 34 0 18 0 72
% within
Gender 27.8% 47.2% .0% 25.0% .0% 100.0%
% within In
your views,
whether your
organization is
providing Safe 83.3% 60.7% .0% 56.2% .0% 60.0%
and Healthy
working
conditions
% of Total 16.7% 28.3% .0% 15.0% .0% 60.0%

Female Count
4 22 4 14 4 48
% within
Gender 8.3% 45.8% 8.3% 29.2% 8.3% 100.0%
% within In
your views,
whether your
organization is
providing Safe 16.7% 39.3% 100.0% 43.8% 100.0% 40.0%
and Healthy
working
conditions
% of Total 3.3% 18.3% 3.3% 11.7% 3.3% 40.0%

Total Count
24 56 4 32 4 120
% within
Gender 20.0% 46.7% 3.3% 26.7% 3.3% 100.0%
187
% within In
your views,
whether your
organization is
providing Safe 100.0% 100.0% 100.0% 100.0% 100.0% 100.0%
and Healthy
working
conditions
% of Total 20.0% 46.7% 3.3% 26.7% 3.3% 100.0%
Asymp. Sig.
Value df (2-sided)
Linear-by-Linear
7.717 1 .005
Association
Value Approx. Sig.

The above table of Chi-Square Tests depicts that Pearson Chi-Square is 17.644a with
7.717and N of valid cases 120. At the same time, Nominal by phi Nominal is .383
and approx sig is .001.
Table 61: Crosstab for do you think that bonus and incentive polices are
effective in your organization?
188
Do you think that bonus and
incentive polices are effective
in your organization?
yes No Total
Gender Male Count
37 35 72
% within Gender
51.4% 48.6% 100.0%
% within Do you think

that bonus and incentive
polices is effective in 60.7% 59.3% 60.0%
your organization?
% of Total 30.8% 29.2% 60.0%

Female Count
24 24 48
% within Gender
50.0% 50.0% 100.0%

your organization?
% of Total 20.0% 20.0% 40.0%

Total Count
61 59 120
% within Gender
50.8% 49.2% 100.0%

your organization?
% of Total 50.8% 49.2% 100.0%

Pearson Chi-Square .022a 1 .881
Continuity Correctionb .000 1 1.000
Likelihood Ratio .022 1 .881
189
Fisher's Exact Test 1.000 .515
Linear-by-Linear
.022 1 .882
Association
Value Approx. Sig.

The above table of Chi-Square Tests depicts that Pearson Chi-Square is .022a with
the different value 1. At the same time, Likelihood Ratio is .022, linear by linear is
.022 and N of valid cases 120. At the same time, Nominal by phi Nominal is .014
Table 64: Do you think that salary and compensation is faire in your
organization?
Do you think that salary and

compensation is faire in your
organization?
Yes No Total
Gender Male Count
48 24 72
% within Gender
66.7% 33.3% 100.0%

that salary and
compensation is faire in 75.0% 42.9% 60.0%
your organization?
% of Total 40.0% 20.0% 60.0%

Female Count
16 32 48
190
% within Gender
33.3% 66.7% 100.0%

that salary and
your organization?
% of Total 13.3% 26.7% 40.0%

Total Count 64 56 120
% within Gender
53.3% 46.7% 100.0%

that salary and
your organization?
% of Total 53.3% 46.7% 100.0%

b
Continuity Correction 11.553 1 .001
Linear-by-Linear
12.750 1 .000
Association
Value Approx. Sig.

191
The above results show that Linear-by-Linear Association is 13.058, Likelihood
Ratio is 11.553 and Pearson Chi-Square 12.857a. Asymp. Sig. (2-sided) are .000,
.001 and .000 respectively. At the same time, Nominal by phi Nominal is .327 and
approx sig is .000.
Table 67: Crosstab for do you think that quality of work life affects the job
satisfaction level of an employee?
Do you think that quality of

work life affects the job
employee?
Yes No Total
Gender Male Count
44 28 72
% within Gender
61.1% 38.9% 100.0%

that quality of work life
affects the job
55.0% 70.0% 60.0%
employee?
% of Total 36.7% 23.3% 60.0%

Female Count
36 12 48
% within Gender
75.0% 25.0% 100.0%

affects the job
45.0% 30.0% 40.0%
employee?
% of Total 30.0% 10.0% 40.0%

Total Count
80 40 120
% within Gender
66.7% 33.3% 100.0%
192
affects the job
100.0% 100.0% 100.0%
employee?
% of Total 66.7% 33.3% 100.0%

a
b
Linear-by-Linear
2.479 1 .115
Association
Value Approx. Sig.

Nominal by Phi -.144 .114
The above table of Chi-Square Tests depicts that Pearson Chi-Square is 2.500a with
2.551 and N of valid cases 120. At the same time, Nominal by phi Nominal is -.144
Table 70: Work experience in the firm
Work experience in the firm Total
193
0-5 6-10 11-15 15 years or
years years years more
Gender Male Count
16 32 16 8 72
% within Gender
22.2% 44.4% 22.2% 11.1% 100.0%
% within Work
experience in the
66.7% 53.3% 80.0% 50.0% 60.0%
firm
% of Total 13.3% 26.7% 13.3% 6.7% 60.0%

Female Count
8 28 4 8 48
% within Gender
16.7% 58.3% 8.3% 16.7% 100.0%
% within Work
experience in the
33.3% 46.7% 20.0% 50.0% 40.0%
firm
% of Total 6.7% 23.3% 3.3% 6.7% 40.0%

Total Count
24 60 20 16 120
% within Gender
20.0% 50.0% 16.7% 13.3% 100.0%
% within Work
experience in the
100.0% 100.0% 100.0% 100.0% 100.0%
firm
% of Total 20.0% 50.0% 16.7% 13.3% 100.0%
Asymp. Sig.
Value df (2-sided)
a
Linear-by-Linear
.026 1 .872
Association
a. 0 cells (.0%) have expected count less than 5. The minimum
expected count is 6.40.
194
Value Approx. Sig.

The above results show that Linear-by-Linear Association is 0.026, Likelihood Ratio
is 5.863 and Pearson Chi-Square 5.556a. . Asymp Sig (2-sided) are 0.135, 0.118 and
0.872 respectively. At the same time, Nominal by phi Nominal is 0.215 and approx
sig is 0.135.
Table 73: Age
Age
Below 20 20-30 30-40 40-50 50 years
years years years years or more Total
Gender Male Count
8 31 9 12 12 72
% within
Gender 11.1% 43.1% 12.5% 16.7% 16.7% 100.0%
% within
Age 66.7% 66.0% 27.3% 75.0% 100.0% 60.0%
% of
6.7% 25.8% 7.5% 10.0% 10.0% 60.0%
Total
Female Count
4 16 24 4 0 48
% within
Gender 8.3% 33.3% 50.0% 8.3% .0% 100.0%
% within
Age 33.3% 34.0% 72.7% 25.0% .0% 40.0%
% of
3.3% 13.3% 20.0% 3.3% .0% 40.0%
Total
195
Total Count
12 47 33 16 12 120
% within
Gender 10.0% 39.2% 27.5% 13.3% 10.0% 100.0%
% within
Age 100.0% 100.0% 100.0% 100.0% 100.0% 100.0%
% of
10.0% 39.2% 27.5% 13.3% 10.0% 100.0%
Total
Asymp. Sig.
Value df (2-sided)
Linear-by-Linear
1.581 1 .209
Association
Value Approx. Sig.

Hypothesis Testing
Hypothesis 1
196
Purpose: To study whether there is a positive relationship between QWL and
employees’ job satisfaction.
Alternative hypothesis
There is a positive relationship between QWL and employees’ job satisfaction.
Null hypothesis
There is not a positive relationship between QWL and employees’ job satisfaction.
Statistical Test: Chi Square test
Level of significance, α = 0.05
Table 76: Case Processing Summary a
Cases
Included Excluded Total
Do you think that
quality of work life
120 100.0% 0 .0% 120 100.0%
affects the job
satisfaction

b
Linear-by-Linear
2.479 1 .115
Association
197
Value Approx. Sig.
Nominal by Nominal Phi .458 .000
Cramer's
.458 .000
V
The phi (.458) and cramer V (.458) suggest there is strong relationship variable.
Table 79: Crosstab
here is a positive relationship

between QWL and employees’
job satisfaction
Yes No Total
Gender Male Count
44 28 72
% within Gender
61.1% 38.9% 100.0%
% within here is a
positive relationship
between QWL and
55.0% 70.0% 60.0%
employees’ job
satisfaction
% of Total 36.7% 23.3% 60.0%

Female Count
36 12 48
% within Gender
75.0% 25.0% 100.0%
% within here is a
between QWL and
45.0% 30.0% 40.0%
employees’ job
satisfaction
% of Total 30.0% 10.0% 40.0%

Total Count
80 40 120
% within Gender
66.7% 33.3% 100.0%
198
% within here is a
between QWL and
100.0% 100.0% 100.0%
employees’ job
satisfaction
% of Total 66.7% 33.3% 100.0%
80 participants out of the 120 said that quality of the work life affects the job
satisfaction level of the employees. Hence, it can be said there is a positive
relationship between QWL and employees’ job satisfaction.
Hypothesis 2
Purpose: To analyze whether there is a no significance level of dissatisfaction
between employees in IT industry
Statistical Test - Chi- Square Test
Null Hypothesis
There is a no significance level of dissatisfaction between employees in IT industry
Alternative Hypothesis
There is a significance level of dissatisfaction between employees in IT industry.

Table 80: Case Processing Summary a
Cases
Do you think there is a
no significance level of
dissatisfaction between 120 100.0% 0 .0% 120 100.0%
employees in IT
industry
a. Limited to first 120 cases.
199
Asymp. Sig. (2-

Value df sided)
Linear-by-Linear
2.799 1 .094
Association
a. 2 cells (20.0%) have expected count less than 5.
The minimum expected count is 2.00.
Value Approx. Sig.

The phi is .198 and cramer is .198 that indicate there
is not significant level of the satisfaction
Table 108: Crosstab
Do you think there is a no significance

level of dissatisfaction between employees
in IT industry
Stron
gly
Agre Neutr Disagr disagr
Strongly agree e al ee ee Total
Gender Male Count
18 30 4 11 9 72
% within
41.7 100.0
Gender 25.0% 5.6% 15.3% 12.5%
% %
200
% within Do
you think
there is a no
significance
level of
61.2 80.0 60.0
dissatisfacti 72.0% 45.8% 52.9%
% % %
on between
employees
in IT
industry
% of Total 25.0 60.0

15.0% 3.3% 9.2% 7.5%
% %
Female Count
7 19 1 13 8 48
% within
39.6 100.0
Gender 14.6% 2.1% 27.1% 16.7%
% %
Do you
think there
is a no
significance
level of
38.8 20.0 40.0
dissatisfacti 28.0% 54.2% 47.1%
% % %
on between
employees
in IT
industry
% of Total 15.8 40.0

5.8% .8% 10.8% 6.7%
% %
Total Count
25 49 5 24 17 120
% within
40.8 100.0
Gender 20.8% 4.2% 20.0% 14.2%
% %
201
% within Do
you think
there is a no
significance
level of
100.0 100.0 100.0 100.0 100.0
dissatisfacti 100.0%
% % % % %
on between
employees
in IT
industry
% of Total 40.8 100.0

20.8% 4.2% 20.0% 14.2%
% %
The above table depicts that 74 participants out of 120 said that there is a no
significance level of dissatisfaction between employees in IT industry. At the same
time, 41 participants said that there is there is a significance level of dissatisfaction
between employees in IT industry. Hence, alternative hypothesis rejected.
Hypothesis 3
Purpose: To determine that whether there is no significance of factor influencing on
job satisfaction of employees IT industry
Statistical Test - Chi- Square Test
Null Hypothesis
There is no significance of factor influencing on job satisfaction of employees IT
industry
Alternative Hypothesis
There is a significance of factor influencing on job satisfaction of employees IT
industry
Table 109: Case Processing Summarya

202
Cases
Do you think that
Employee skill
120 100.0% 0 .0% 120 100.0%
development program
in the organization
a. Limited to first 120 cases.
Asymp. Sig.
Value df (2-sided)
Linear-by-Linear
3.658 1 .056
Association
Value Approx. Sig.

The phi value is .302 and cramer is .302 that indicates that there is no single
significance of factor influencing on job satisfaction
Table 112: Crosstab
There is no significance of factor

influencing on job satisfaction
Strongly Strongly
203
Gender Male Count
8 32 4 20 8 72
% within
Gender 11.1% 44.4% 5.6% 27.8% 11.1% 100.0%
% within
There is no
significance of
factor
66.7% 50.0% 100.0% 62.5% 100.0% 60.0%
influencing on
job
satisfaction
% of Total 6.7% 26.7% 3.3% 16.7% 6.7% 60.0%

Female Count
4 32 0 12 0 48
% within
Gender 8.3% 66.7% .0% 25.0% .0% 100.0%
% within
There is no
significance of
factor
33.3% 50.0% .0% 37.5% .0% 40.0%
influencing on
job
satisfaction
% of Total 3.3% 26.7% .0% 10.0% .0% 40.0%

Total Count
12 64 4 32 8 120
% within
Gender 10.0% 53.3% 3.3% 26.7% 6.7% 100.0%
% within
There is no
significance of
factor
100.0% 100.0% 100.0% 100.0% 100.0% 100.0%
influencing on
job
satisfaction
% of Total 10.0% 53.3% 3.3% 26.7% 6.7% 100.0%
204
The above table depicts that 76 participants out of 120 replied that there is no single
significance of factor influencing on job satisfaction. In their views there are various
factors that influence the job satisfaction. On the other hand, 40 participants said that
there is single significance of factor influencing on job satisfaction
WEIGHTED AVERAGE SCORE
In the statistics, weighted average refers to calculation of data that is presented in the
data set. It is affected due to some attribute in the data set. In the context of this
research study, the weighted average score of the collected data is below:
Table 113: Weighted Average Score
Participants Weighted Participants Weighted

1 1.2 63 1.2
2 1.4 64 1.4
3 1.2 65 1.8
4 1.4 66 1.4
5 1.8 67 1.4
6 1.4 68 1.4
7 1.4 69 1
8 1.4 70 0.8
9 1 71 1.2
10 0.8 72 1.2
11 1.2 73 1.4
12 1.2 74 1.6
13 1.4 75 1.2
14 1.6 76 1.4
15 1.2 77 1.2
16 1.4 78 1.6
17 1.2 79 1
18 1.6 80 0.8
19 1 81 1.2
20 0.8 82 1.4
21 1.2 83 2
22 1.4 84 1.4
23 2 85 1
24 1.4 86 1.4
25 1 87 1.2
26 1.4 88 1.4
205
27 1.2 89 1.2
28 1.4 90 0.6
29 1.2 91 1
30 0.6 92 1.4
31 1 93 1.2
32 1.4 94 1.4
33 1.2 95 1.8
34 1.4 96 1.4
35 1.8 97 1.4
36 1.4 98 1.4
37 1.4 99 1
38 1.4 100 0.8
39 1 101 1.2
40 0.8 102 1.2
41 1.2 103 1.4
42 1.2 104 1.6
43 1.4 105 1.2
44 1.6 106 1.4
45 1.2 107 1.2
46 1.4 108 1.6
47 1.2 109 1
48 1.6 110 0.8
49 1 111 1.2
50 0.8 112 1.4
51 1.2 113 2
52 1.4 114 1.4
53 2 115 1
54 1.4 116 1.4
55 1 117 1.2
56 1.4 118 1.4
57 1.2 119 1.2
58 1.4 120 0.6
59 1.2
60 0.6
61 1
62 1.4
The above table shows weighted average of the collected by the SPSS. Form this, it
can be interpreted that the weighted score for all the data is different. In this, it can
be seen that weighed average is between 1.0 and 2.0 mostly items.
206
5.3 Discussion of Findings
The reliability test is 0.174, which depicts that collected data is reliable for achieving
research aims and objectives. The descriptive statistic posits that there were 120
people participants. In the collected results gender, age and work experience, the
highest value of standard deviation is 1.12 that is for age. At the same time, age also
involves highest mean, median and maximum in the above descriptive statistic.
Both gender male and female were participated and provided their views. But, male
participants were in the majority with 72 (60%) out of the 120. On the other hand,
there were 48 female with 40% ratio.
The participants were belonged from the different age group. In this, highest 47
(39.17%) participants were from the age group 20-30 years. At the same time, there
were 12 – 12 participants from the age group below 20 years and above 50 years.
On the basis of collected results, it can be explained that different people were have
different work experience. There were participants from four different work
experience group that 0-5 years, 60- 10 years, 11- 15 years and 15 years and above.
In this, mostly participants (50%) from the work experience group 6- 10 years.
The descriptive statistics contains the some important elements such as N (sum),
range, minimum, maximum, mean, standard deviation and variance. For this table, it
is found that N for all was 120, rang for mostly was 4.00, minimum was .100 and
maximum was 5.00. In the context of mean and standard deviation, it is found that
highest mean value was 2.80 and highest standard deviation was 1.381. At the same
time, variance value for was near 1.5 for mostly items.
207
66.7% (80) participants believe that quality of work life affects the job satisfaction
level of an employee in the It organization. But, on the other hand, remaining 33.3%
participants do not believe that quality of work life affects the job satisfaction level
of the employee.
64 (53.3%) participants out of the 120 said that salary or compensation is faire in
their organization that satisfies them. But, 56 participants replied opposite them and
said that salary and compensation is not good in their organization.
In the context of bonus and incentive, it is obtained that 61 (50.83%) participants
assume that bonus and incentive policies are effective in their company. Beside of
this, 59 (49.17%) participants replied that in their companies, there is not effective
bonus and incentive policies.
80 (66.7%) participants, their companies are providing safe and healthy working
environment. In contrary of this, 36 (30%) participants replied that their companies
are not providing safe and health working environment to employees.
65.8% participants said that in their organization, there is special policy for
employees’ health and safety that satisfies them. But, remaining participants (34.2%)
participant said that there is not any specific policy for employees’ health and safety.
71 participants out of the 120 were agreed that strongly agreed that a good quality of
working life is important to improve the employees’ satisfaction. But, 49 participants
were disagreed and strongly disagreed that a good quality of working life is
important to improve the employees’ satisfaction.
208
From the above table and graph, it can be interpreted that 8 participants were
strongly agreed and 76 agreed on the statement that quality of work life in theory
companies encourage employees to improve their skills. But, at the same time, 32
participants were disagreed and strongly disagreed that quality of work life does not
encourage employees to improve their skills.
It can be said that employees’ health and safety at workplace have highly affects
over mental states of employees because 59.2% participants given their response in
this favor.
The findings denote that in the IT organizations, 66.7% employees and managers
think that freedom of communication at the workplace is helpful to improve the job
satisfaction. They give to importance to freedom of communication. In contrary of
this, 36 (30%) participants do not think same, they against of above people.
The findings denote that 63.3% participants were agreed and strongly agreed that,
equitable reward system plays important role in the job satisfaction of employees. At
the same time, 8 (6.7%) participants were at the undecided level and 30% were
disagreed from this.
It was found that 60% participants were agreed that a concern of management for
employee job security is essential in the job satisfaction.
It was found that 63.3% employees and manager of IT companies were agreed that
employee skill development program in their organizations is important to increase
the job satisfaction among the employees.
209
At the same time, the researcher obtained that 60% participants were agreed and
strongly agreed that reduction of occupational stress is effective to improve the job
satisfaction of employees. It also found that 35% were disagreed and 5% were
undecided that reduction of occupational stress is effective to improve the job
satisfaction of employees.
It can be interpreted that a good employer-employee relationship at the workplace is
effective to maintain the high job satisfaction among the employees. It is because
65% participants given importance to employee and employer relationship in the job
satisfaction.
The results also show that extent of challenging job affects the job satisfaction
among the employees. 70% participants replied that a difficult job task negatively
affects the job satisfaction among the employees. But, at the same time, 26.7%
participants do not think this.
The collected data defines that in IT organizations, more opportunities for growth
satisfy the employees regarding the job. It is because 61.7% employees and manager
believe on the above statement. But, 34.2% employees and managers do not believe
on the above statement.
The findings denote that 76.7% participants said that flexibility working schedule is
important to increase job satisfaction among the employees. Simultaneously, 20%
participants do not think that it is important to increase job satisfaction.
210
60.0% given their views as that worker or employee participation in management is
important to retain the employees more satisfied. But, the views and opinions of the
remaining persons were different in this concern.
In the context of the above table and figure, it can be defined that to increase the job
satisfaction of employees, supportive leadership plays an important role. It is
because 51.7 participants were given their responds in positive manner. But
remaining 48.3% were against of above.
The collected data in the above table shows that 65% participants were agreed and
strongly agreed that an effective profit sharing policy in the IT Company enables that
management to increase the job satisfaction and quality of work.
At the same time, it can be also interpreted that an effective training and
development program at workplace is effective to increase the job satisfaction and
quality of the work. It is because 60% participants believe that an effective training
and development program increase job satisfaction level among the employees.
It was found that 67.5% participant were agreed and strongly agreed that recognition
programs and employee benefits are important to influence the job satisfaction and
quality of the work. But, at the same time, 35.5% participant were disagreed and
strongly disagreed that recognition programs and employee benefits are important to
influence the job satisfaction and quality of the work.
The Chi-Square Tests depicts that Pearson Chi-Square is 1.188 with the different
value 3. At the same time, Likelihood Ratio is 1.233, linear by linear is 0.317 and N
of valid cases 120. In this, the value of the Pearson Chi-Square is more than the
211
above table. In this table, Pearson Chi-Square is 16.16 wit difference value 4 and
asymp is 0.003. At the same time, Likelihood Ratio is 17.87, linear by linear is 1.41
and N of valid cases is 120. The findings depict that Pearson Chi-Square is 2.511 and
likelihood ratio is 2.4. Asymp are 0.473 and 0.477 in the given order. Along with
this, in Symmetric Measures table, phi is 0.145 and cramer’s V is 0.145. Pearson
Chi-Square is 0.200 and likelihood ratio is 0. 68. Asymp are 0.655 and .794 in the
given order. Along with this, in Symmetric Measures table, phi is -.041 and cramer’s
V is 0.041. In this, the value of the Pearson Chi-Square is 1.746a and Likelihood
Ratio is 1.736 . In this At the same time, linear by linear is 1.41 and N of valid cases
is 120. Symmetric Measures shows that nominal by nominal phi is 0.121 and
Cramer’s V is also 0.121
The value of the Pearson Chi-Square is 4.724a and Likelihood Ratio is 4.821. In this
At the same time, linear by linear is 2.799 and N of valid cases is 120. Symmetric
Measures shows that nominal by nominal phi is .198 and Cramer’s V is also .198.
Pearson Chi-Square is 13.429a and likelihood ratio is 14.814. Asymp are .009 and
.005 in the given order. Along with this, in Symmetric Measures table, phi is .335
and cramer’s V is .335. The findings denote that Pearson Chi-Square is 10.972a and
likelihood ratio is 15.184. Asymp are .027 and .004 in the given order. Along with
this, in Symmetric Measures table, phi is .302 and cramer’s V is .302. The value of
the Pearson Chi-Square is 2.942a and Likelihood Ratio is 2.928. At the same time,
linear by linear is .667 and N of valid cases is 120. Symmetric Measures shows that
nominal by nominal phi is .157 and Approx. Sig is 0.568.
2.817a, Likelihood Ratio is 3.128 and Linear-by-Linear is 1.544. Along with this, it
212
is also found that nominal by nominal phi and Cramer's V are 0.153 and approx sig
is 0.589.
In the Chi-Square Test, it is analysed that Pearson Chi-Square is 16.168a with .003
Asymp. Sig. (2-sided). In additionally, Likelihood Ratio is 17.870 with .001 Asymp.
Sig. (2-sided). Linear-by-Linear Association is 1.417 and .234 Asymp. Sig. (2-
sided). Symmetric Measures posits that Nominal by Nominal Phi is .099 and approx
sig is .756. The value of the Pearson Chi-Square is 4.538a and Likelihood Ratio is
4.534. At the same time, linear by linear is .996 and N of valid cases is 120.
Symmetric Measures shows that nominal by nominal phi is .194 and Approx. Sig is
.338. On the basis of above Chi-Square Tests, it is found that Pearson Chi-Square is
is .000.
25.271with Linear-by-Linear Association is 1.145. In this, Asymp Sig is computed
0.000, 0.000 and .285 respectively. Symmetric Measures draws that Nominal by
It is found that Pearson Chi-Square is 11.004a, Likelihood Ratio is 15.220 and
Linear-by-Linear is 1.086. Along with this, it is also found that nominal by nominal
phi and Cramer's V are .303 and approx sig is .027.
Chi-Square Tests depicts that Pearson Chi-Square is 17.644a with the different value
4. At the same time, Likelihood Ratio is 20.995, linear by linear is 7.717and N of
213
valid cases 120. At the same time, Nominal by phi Nominal is .383 and approx sig
is .001.
Chi-Square Test shows that Pearson Chi-Square is 9.596a, Likelihood Ratio is
The value of the Pearson Chi-Square is more than the above table. In this table,
Pearson Chi-Square is 16.16 wit difference value 4 and asymp is 0.003. At the same
time, Likelihood Ratio is 17.87, linear by linear is 1.41 and N of valid cases is 120.
.020, 0.003 and .069 respectively. Symmetric Measures draws that Nominal by
Chi-Square Tests depicts that Pearson Chi-Square is 2.500a with the different value
1. At the same time, Likelihood Ratio is 1.914, linear by linear is 2.551 and N of
valid cases 120. At the same time, Nominal by phi Nominal is -.144 and approx sig
is .114.
214
The results show that Linear-by-Linear Association is 0.026, Likelihood Ratio is
5.863 and Pearson Chi-Square 5.556a. . Asymp. Sig. (2-sided) are 0.135, 0.118 and
0.872 respectively. At the same time, Nominal by phi Nominal os 0.215 and approx
sig is 0.135. The results show that Linear-by-Linear Association is 13.058,
Likelihood Ratio is 11.553 and Pearson Chi-Square 12.857a. Asymp. Sig. (2-sided)
are .000, .001 and .000 respectively. At the same time, Nominal by phi Nominal is
.327 and approx sig is .000.
In the statistics, weighted average refers to calculation of data that is presented in the
data set. It is affected due to some attribute in the data set. The weighted average of
the collected by the SPSS. Form this, it can be interpreted that the weighted score for
all the data is different. In this, it can be seen that weighed average is between 1.0 to
2.0 mostly items.
On the basis of above results and interpretation, it can be said that there are various
factor in the quality of work life that influence the job satisfaction of the employees
in the IT companies. Along with this, it can also be said that above collected and
analyzed data is appropriate to prove or reject the research hypothesis. The result of
this research study is also important to achieve the research aims and objectives.
Form the above analyzed data, it is found that the first research hypothesis “there is a
positive relationship between QWL and employees’ job satisfaction” is proved. The
215
above result shows that the organization and management concern on a good quality
of the work life is important to increase the job satisfaction level among the
employees. In this, it is found that special policies at the workplace regarding the
employees’ health and safety increase the job satisfaction of the employees. At the
same time, it is also found that in the job satisfaction level of the employees; salary
play important role. The reduction of the stress level at the work place is also
important to increase the job satisfaction among the employees. This interpretation
can be supported by the views of Rethinam, et al. (2008) as determined that a
supportive policy for employees’ health and safety enhance the job satisfaction level
among the employees. It also says that a good quality of working life is also important
to improve the employees’ satisfaction at the work place.
At the same time, it is also found that the second hypothesis as ‘there is a no
significance level of dissatisfaction between employees in IT industry’ is also proved.
It is because in this research, it is identified that there is no significance level of
dissatisfaction between employees in IT industry. It is because every employee has
different level of satisfaction. In this, some employees give to importance to salary,
some give to healthy and safety environment, some give to training at the workplace
and some give to relationship of employee and employer. In the support of this, Chan,
et al. (2007) stated that the relationship between the employee and employer plays a
significant role to increase the job satisfaction among the employees.
Furthermore, the third and last hypothesis as there is no significance of factor
influencing on job satisfaction of employees IT industry is rejected. It is because in
the quality of work life, there are also some significant factors that have an influence
on the job satisfaction of employees in IT companies. In this, it is found that major

216
factor of the quality of work life are open communication, a concern on employee
job security, employee skill development program, good employee and employer
relationship, extent of challenging job task, alternative working schedule, more
opportunity for growth. This interpretation can be supported by the literature
findings of Normalaand Daud (2010) where it was defined that the level of the job
satisfaction cannot be measured on the basis one factor. It also determined some
major factor of the quality of work life that are employees benefit, good appraisal
system, recognition system, , a concern on employee job security, employee skill
development program, good employee and employer relationship etc.
On the basis of above analysed data, it is found that to improve the job satisfaction
level among the employees, IT companies should developed and implement the
effective compensation, training, skill developed policies in the organization. It will
help the IT companies to retain the employees more satisfied and happy. It will also
improve the efficiency of organization and minimize the cost. At the same time, the
research study conducted by Drobnic, et al. (2010) states that in order to improve the
job satisfaction level of the employees that company should provide chance to
employees to participate in the management and decision making activities. Along
with this, Datta & Tanmoy (1999) suggest that to develop an open communication
working environment is a way of improving the job satisfaction level of the
employees.
217
CHAPTER 6: CONCLUSION & SUGGESTIONS
6.1 Conclusion
It was concluded from the research that quality of work life is normally an emphasis
on the methods that have revolutionized the organizations to increase the level of
satisfaction in the staff, to improve their performance, to decrease quitting job rate
and alleviate their tension and heighten the level of productivity. Satisfaction of job
position and happiness in a job have highly affected over mental states of employees,
thus he/she tries best to save his/her job which results to show better and desirable
performance. This performance equals to feelings of happiness, therefore the success
of the organization is similar to his/her success in personal life.
After the literature review on quality of work life, it is clear that an organization
cannot get efficient and effective outcomes from the employees’ without Quality of
work life. QWL is important for employees’ as well as for the organizations to
achieve the overall growth and profit in the market. The literature also reveals the
contribution of the nine important components of QWL which are positively
associated with the employee satisfaction and employees opinion on QWL in
different sectors. Perception plays a vital role in QWL. Sometimes it gives a positive
as well as negative relation with QWL. 4 out of 20 literatures have positive
relationship with QWL and 3 out of 20 literatures show a negative relationship with
QWL. The other factor which affects the QWL is work experience. Employees
consider the appreciation of their efforts as more valuable than the rewards and
compensations in terms of allowance and peeks. Given good salary, the employees
are happy to develop their skills and work for the progress of the organization and
summarily their own promotion.
On the basis of above results and interpretation, it can be determined that there are
various factors in the quality of work life that influence the job satisfaction of the
employees in the IT companies. Along with this, it can also be determined that above
collected and analyzed data are appropriate to prove or reject the research
218
hypothesis. The result of this research study is also important to achieve the research
aims and objectives.
Form the above analyzed data, it is found that the first research hypothesis “there is a
positive relationship between QWL and employees’ job satisfaction” is proved. The
above result shows that the organization and management concern on a good quality
of the work life is important to increase the job satisfaction level among the
employees. In this, it is found that special policies at the workplace regarding the
employees’ health and safety increase the job satisfaction of the employees. At the
same time, it is also found that in the job satisfaction level of the employees; salary
play important role. The reduction of the stress level at the work place is also
important to increase the job satisfaction among the employees. This interpretation
can be supported by the views of Rethinam, et al. (2008) as determined that a
supportive policy for employees’ health and safety enhance the job satisfaction level
among the employees. It also says that a good quality of working life is also important
to improve the employees’ satisfaction at the work place.
At the same time, it is also found that the second hypothesis as ‘there is a no
significance level of dissatisfaction between employees in IT industry’ is also proved.
It is because in this research, it is identified that there is no significance level of
dissatisfaction between employees in IT industry. It is because every employee has
different level of satisfaction. In this, some employees give to importance to salary,
some give to healthy and safety environment, some give to training at the workplace
and some give to relationship of employee and employer. In the support of this, Chan,
et al. (2007) stated that the relationship between the employee and employer plays a
significant role to increase the job satisfaction among the employees.
219
Furthermore, the third and last hypothesis as there is no significance of factor
influencing on job satisfaction of employees IT industry is rejected. It is because in
the quality of work life, there are also some significant factors that have an influence
on the job satisfaction of employees in IT companies. In this, it is found that major
factor of the quality of work life are open communication, a concern on employee
job security, employee skill development program, good employee and employer
relationship, extent of challenging job task, alternative working schedule, more
opportunity for growth. This interpretation can be supported by the literature
findings of Normalaand Daud (2010) where it was defined that the level of the job
satisfaction cannot be measured on the basis one factor. It also determined some
major factor of the quality of work life that are employees benefit, good appraisal
system, recognition system, , a concern on employee job security, employee skill
development program, good employee and employer relationship etc.
On the basis of above analysed data, it is found that to improve the job satisfaction
level among the employees, IT companies should developed and implement the
effective compensation, training, skill developed policies in the organization. It will
help the IT companies to retain the employees more satisfied and happy. It will also
improve the efficiency of organization and minimize the cost. At the same time, the
research study conducted by Drobnic, et al. (2010) states that in order to improve the
job satisfaction level of the employees that company should provide chance to
employees to participate in the management and decision making activities. Along
with this, Datta & Tanmoy (1999) suggest that to develop an open communication
working environment is a way of improving the job satisfaction level of the
employees.
220
In the meantime, it is additionally discovered that the second speculation as 'there is
a no importance level of disappointment between representatives in IT industry' is
likewise demonstrated. It is on account of in this examination, it is distinguished that
there is no importance level of disappointment between representatives in IT
industry. It is on account of each worker has a diverse level of fulfillment. In this, a
few representatives provide for significance to compensation, some provide for
sound and well-being condition, some provide for preparing at the working
environment and some provide for a relationship of worker and boss. In the help of
this, Chan et al (2007) expressed that the connection between the worker and
manager assumes a huge part to expand the occupation fulfillment among the
representatives.
Besides, the third and last speculation as there is no essentialness of factor affecting
on work fulfillment of representatives IT industry is rejected. It is on account of in
the nature of work life, there are additionally some critical elements that have an
effect at work fulfillment of representatives in IT organizations. In this, it is
discovered that main consideration of the nature of work life is open correspondence,
a worry on worker professional stability, representative ability improvement
program, great worker and business relationship, a degree of testing work errand,
elective working timetable, and a greater open door for development. This
understanding can be upheld by the writing discoveries of (Herscovitch and Meyer,
2002) where it was characterized that the level of the occupation fulfillment can't be
measured on the premise one factor. It additionally decided some central point of the
nature of work life that are representative’s advantage, great evaluation framework,
acknowledgment framework, a worry on worker professional stability, representative
aptitude advancement program, great representative and business relationship and so
forth.
On the premise of above broke down information, it is discovered that to enhance the
occupation fulfillment level among the representatives, IT organizations should
create and actualize the successful pay, preparing, aptitude created strategies in the
association. It will help the IT organizations to hold the workers more fulfilled and
upbeat. It will likewise enhance the proficiency of association and limit the cost. In
the meantime, the exploration thinks about directed by Igella (2014) states that with
221
a specific end goal to enhance the occupation fulfillment level of the representatives
that organization ought to give an opportunity to workers to take part in the
administration and basic leadership exercises. Khalili (2014) recommend that to
build up an open correspondence working condition is a method for enhancing the
occupation fulfillment level of the representatives.
Majority of the respondents were certain that the quality of work life has an
influence on work pleasure level of a worker in a company. Majority of respondents
stated that there exists a distinct scheme in their companies for the fitness and
wellbeing of workers which pleases them whereas. Majority of respondents stated
that a decent quality of working life was significant to enhance the pleasure of staff
of members. Majority of respondents agreed regarding the view that quality of work
life in conceptual organizations motivates the workers to enhance the talents whereas
simultaneously. Majority of respondents stated that is safe to say that the fitness and
wellbeing of the workers at the office has high influence on the mental conditions of
workers. Majority of respondents stated that workers and managers in the IT
companies have a view that the freedom of communication in company helps in
enhancing the work pleasure. Majority of respondents were in favour of the
statement that the reasonable bonus procedure had a significant part in the work
pleasure of workers. Majority of respondents were in favour of the statement that the
interest of administration for workers job security is important in work pleasure.
Majority of respondents stated that workers and manager of the IT organizations
were in favour of the view that the workers talent enhancing strategy in the
companies is essential to enhance the work pleasure of workers.
6.2 Recommendation for Future Studies
The study showed, there is a relationship between quality of work life and job
satisfaction. Therefore, it is suggested that job satisfaction could be improved in a
better way by improving and promoting quality of work life.
It may be interesting for future studies to look at the influence of other quality of
work life dimensions on job satisfaction, for example, researcher could be studied
the influence of quality of work life psychological dimension on job satisfaction,
222
Future research also could be carried out competitive study between governmental
organizations with private sector in this area, or between industry sector and services
sector, by comparing the results of various studies in this field, higher reliability and
confidence will be achieved.
6.3 Suggestions
According to the main findings of the study, the quality work life has a positive
impact on job satisfaction. This is the reason that brings consistency in the literature
research work.
It is understood that worthiness of the position of job and the fulfillment of being in
a job put a greater impact on the mental stress conditions of the workers, therefore
the worker puts his best efforts to save his/her job that emphasizes in showing
quality and desirable work performance. This type of performance is relatable to the
feelings of satisfaction therefore the growth and development of the organization is
equally relatable to the success of the worker in his/her personal life.
Employing such workers who are satisfied with their job is very important for the
organizations to have the quality of work life so as to develop and lead their
businesses in a productive and successful way. There is a high need to enhance the
quality of work life of the workers in the IT industries in Hyderabad. The managers
of these IT companies must take a step forward to improve the quality of work life of
their workers in order to enhance and improve their job satisfaction.
From the results it was identified that there is an important connection between fair
and sufficient payment and job satisfaction in the IT industry employees of
Hyderabad. With the increase in the salary and regular bonus payments, job
satisfaction has the chance to increase too. The research findings also pointed out
that the regular and fair payments have can result positive outcomes over job
satisfaction.
The meaning of fair and sufficient payment in all the IT industry refer to the equal
work and the amount of salaries as well to the socials and workers norms along with
their fitness to all the types of works. It is imperative that the payment system is a
223
good one so as to satisfy the good workers which are present within the company on
the basis of equality and external competitiveness. This ultimately results in the rise
of the workers who are looking forward to do the work so keeping in mind of the
good workers it gets easier. When it comes to the topic of fair and sufficient payment
based on rewards for better work can generate a hint of motivation in the workers. It
can be described that the managers of the IT companies must think about paying fair
salaries to their workers so as to improve the worker’s job fulfillment and job
satisfaction.
It was observed that there is an appropriate and worthy connection or companionship

between the healthy and secure work environment and the job satisfaction of the
workers in the IT Industry of Hyderabad. With an increase of the security and
healthiness of the work environment, the IT industry can have a positive effect on
the job satisfaction. The secure and healthy work environment describes developing
the secure and protective working conditions when it comes to physically and
logically working for long hours. Researching on the workers and creating a
feedback system uses their views as well as considering their requirements would
certainly cause to be set a presentable and secure working environment. This can be
summarized as the managers of the IT companies must try to enhance their working
systems into a more secure and healthy working place so as to improve the worker’s
job satisfaction levels.
It was concluded that there is a viable and understanding relationship amongst

offering better growth and development chances and the stable security of being in a
satisfied job position. With the increase in growth opportunities and consistent job
security, job satisfaction also has the tendency to improve. The other findings also
prove that providing better job opportunities and consistent security creates the
opportunity of acquiring the skills and talents and years of all the training and at the
same moment offering field for the workers with subsequent company goals, better
coordination, efficient goals and programs, and concepts towards focusing on the
requirements of people who work for the betterment of the organization and the
organization as well. It is recommended that the IT industry managers are supposed
to take this matter into consideration and provide a chance of growth and stability for
their workers so as to enhance the job satisfaction levels.
224
It is observed that there is a viable and purposeful connection amongst legalism in
the company and job satisfaction of the workers. With the increase in the legalism
levels, job satisfaction has the chance to increase as well in the organization.
According to the findings, the organizational legalism has viable and effective results
over job satisfaction. Legalism in the work field means offering freedom to
expression without fearing about the revenge from higher officials and the
domination of law rules over the domination of humans. One of the actions in the
work environment that leads to job satisfaction is generating similar sphere of
freedom of expression without certainly having any fear from higher officials and
offering relative calmness to the workers.
If the legal terms are governing over the company the personal behavior of the
workers in regards to their favorites will tremendously come to an end and nobody
can then take a decision by their own and on the personal basis. The works would
then certainly centralize, due to which the people would ultimately start expressing
themselves without any fear of later revenges. Law Domination rules over the human
domination which is true. Finally, the job satisfaction will rise. Therefore, the
managers of the IT industry need to improve the levels of their worker’s job
satisfaction and should try to make the quality of working life better for them so as
to dominate the organizational legalism.
It is observed that there is a viable and purposeful connection amongst the social
responsibility and job satisfaction. With an increase in the levels of socials
dependency, the job satisfaction will also increase too. The findings also show the
social dependency has variably higher percentage of positive effects over job
satisfaction.
Many of the discussions have been certainly raised about this particular matter and in
most of these matters; the important topics are the increasing number of workers
were the beneficial social roles of the company and the effects of social
consequences and its activities. Thus, it is concluded that those companies that refuse
their social responsibilities would certainly try to despise the significance of their
worker’s hard work and professionals so as to make a fundamental to fulfill and
provide themselves respectful and better positions over their workers.
225
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235
APPENDIX
Survey Questionnaire
Dear Sir/Madam,
As part of the academic research, I aim to study about “A Study on the Impact of
Quality of Work Life on Employees’ Job Satisfaction (With Special Reference to
It Industry in Hyderabad City- Telangana State”. As an integral part of the entity, I
would like you to participate in this survey and provide valuable information for the
successful completion of my study. However I will not compel any person to
participate in this survey and the decision whether to participate or not is solely
dependent on your discretion.
This study complies with the Data Protection Act, 1998 and hence I ensure that all
your response and personal details will be kept extremely confidential and the
information shall be passed on to a third party only with your consent.
The participants would not require more than 15 minutes for completing this
questionnaire. Please mark your response using ‘✓’ in the below given columns.
QUESTIONNAIRE
1. Gender:
 Male
 Female
2. Age
 Below 20 years
 20-30 years
 30-40 years
 40-50 years
 50 years or more
3. Work experience in the firm:
236
 0-5 years
 6-10 years
 11-15 years
 15 years or more
4. Do you think that quality of work life affects the job satisfaction level of an
employee?
 Yes
 Not
5. Do you think that salary and compensation is faire in your organization?
 Yes
 Not
6. Do you think that bonus and incentive polices are effective in your
organization?
 Yes
 No
7. In your views, whether your organization is providing Safe and Healthy

working conditions?
 Strongly agree
 Agree
 Neutral
 Disagree
 Strongly disagree
8. Whether in your organization, there is any special policy for employees’

health and safety?
 Strongly agree
 Agree
 Neutral
237
 Disagree
9. Do you think that a good quality of working life is important to improve the
employees’ satisfaction?
 Strongly agree
 Agree
 Neutral
 Disagree
10. Do you think that quality of work life in your organization encourage
employee to improve their skills?
 Strongly agree
 Agree
 Neutral
 Disagree
11. Do you think that employees’ health and safety at workplace have highly
affected over mental states of employees?
 Strongly agree
 Agree
 Neutral
 Disagree
12. Freedom of communication at the workplace is helpful to improve the job

satisfaction?
 Strongly agree
 Agree
 Neutral
238
 Disagree
13. In your views, equitable reward system plays important role in the job
 Strongly agree
 Agree
 Neutral
 Disagree
14. How much you are agreed that a concern of management for employee job
security is essential in the job satisfaction?
 Strongly agree
 Agree
 Neutral
 Disagree
15. Do you think that Employee skill development program in the organization
is important to increase the job satisfaction among the employees?
 Strongly agree
 Agree
 Neutral
 Disagree
16. Provides your views that reduction of occupational stress is effective to

improve the job satisfaction of employees?
 Strongly agree
 Agree
 Neutral
239
 Disagree
17. Good employer-employee relationship at the workplace is effective to

 Strongly agree
 Agree
 Neutral
 Disagree
18. Do you think that the extent of challenging job affect the job satisfaction
 Strongly agree
 Agree
 Neutral
 Disagree
19. Do you think that in IT organizations, more opportunity for growth satisfies
the employees regarding the job?
 Strongly agree
 Agree
 Neutral
 Disagree
20. Do you think that flexibility of work schedule is important to increase job
 Strongly agree
 Agree
 Neutral
240
 Disagree
21. Provides your opinion that Workers participation in management is

 Strongly agree
 Agree
 Neutral
 Disagree
22. In order to increase the job satisfaction of employee, whether supportive

leadership plays an important role or not?
 Yes
 Not
23. An effective profit sharing policy in the IT Company enables that

 Strong agree
 Agree
 Neutral
 Disagree
 Strong disagree
24. An effective training and development program at workplace is enabled to

increase the job satisfaction and quality of the work?
 Strong agree
 Agree
 Neutral
 Disagree
 Strong disagree
241
25. Recognition programs and employee benefits are important to influence the
the job satisfaction and quality of the work?
 Strong agree
 Agree
 Neutral
 Disagree
 Strong disagree
Thank you
I sincerely thank you for spending your valuable time for this survey and for
providing important information. Once again I ensure that none among the above
data shall be transferred to a third party without your consent and this survey
complies with the Data Protection Act, 1998. I further declare that the above survey
was prepared as part of the academic research and thus all information retrieved
from the survey shall be used only for academic purposes. Once again I thank you
for your valuable cooperation,
Name :
E-mail :
Contact No :
242

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A STUDY ON THE IMPACT OF QUALITY OF WORK

LIFE ON EMPLOYEES’ JOB SATISFACTION (WITH

Quality of Work Life or commonly known as QWL is known to be a satisfactory

1.1 Research Background ..................................................................................... 4

1.1.1 Quality of work life .................................................................................. 4

1.1.2 Factors affecting the nature of work life ................................................. 10

1.1.3 Job fulfillment ........................................................................................ 10

1.2 Problem Statement........................................................................................ 11

1.3 Aims and Objectives of the Study ................................................................. 13

1.4 Need for the Study ........................................................................................ 13

1.5 Scope of the Study ........................................................................................ 14

CHAPTER 2: LITERATURE REVIEW ................................................................ 15

2.1 Quality of Work Life .................................................................................... 15

2.2 Concept of QWL .......................................................................................... 16

2.3 Models of QWL............................................................................................ 25

2.4 Studies related to QWL in Ascending Order ................................................. 29

2.5 Mechanisms of Quality of Work Life............................................................ 39

2.6 Job Satisfaction ............................................................................................ 45

2.7 Job Satisfaction Concept ............................................................................... 47

2.8 Importance of Job Satisfaction ...................................................................... 48

2.9 Different factors of Job Satisfaction .............................................................. 52

2.10 Measuring Job Satisfaction ......................................................................... 53

CHAPTER 3: INDUSTRY AND COMPANY PROFILE ...................................... 56

3.1 Overview of IT Industry in India .................................................................. 56

3.2 IT Industry in Hyderabad City – Telangana State.......................................... 57

3.3 Challenges Faced By the IT Sector in India .................................................. 58

3.4 Information Technology ............................................................................... 59

3.5 Features of the IT industry ............................................................................ 59

3.7 Classification of IT Industry in India ............................................................ 60

3.8 Market Size .................................................................................................. 61

3.9 Investments .................................................................................................. 62

3.10 Government Initiatives ............................................................................... 66

3.11 Road Ahead ................................................................................................ 68

3.12 Tata Consultancy Services Limited (TCS) .................................................. 69

3.12.1 Products and services ........................................................................... 71

3.12.2 Achievements/ recognition ................................................................... 75

3.13 HCL Technologies ...................................................................................... 76

3.13.1 Business lines ....................................................................................... 78

3.13.2 Recognition .......................................................................................... 78

3.14 WIPRO Limited ......................................................................................... 80

3.14.1 Different divisions of the company ....................................................... 82

3.14.2 Products and services ........................................................................... 83

3.14.3 Milestones ............................................................................................ 85

3.14.4 Achievements/recognition .................................................................... 87

3.15 Infosys ........................................................................................................ 88

3.15.1 Products and services ........................................................................... 89

3.15.2 Milestones ............................................................................................ 91

3.15.3 Achievements/ recognition ................................................................... 93

3.16 Capital IQ ................................................................................................... 99

3.16.1 Features and benefits .......................................................................... 101

CHAPTER 4: RESEARCH METHODOLOGY ................................................... 102

4.1 Introduction ................................................................................................ 102

4.2 Research Process ........................................................................................ 102

4.3 Research Design ......................................................................................... 103

4.4.1 Positivism ............................................................................................ 104

4.4.2 Interpretivism ....................................................................................... 104

4.4.3 Realism ................................................................................................ 105

4.4.4 Research approach ............................................................................... 106

Deductive: .................................................................................................... 106

4.5 Research Strategy ....................................................................................... 107

4.5.1 Experimental ........................................................................................ 108

4.5.2 Survey.................................................................................................. 108

4.5.3 Interview .............................................................................................. 108