The Need for Improving Quality of Work Life of Workers: Insights from

Study of Textile Industries in Rajasthan

Sarika Jain

Abstract:
Quality of Work Life plays a very significant role in the life of workers. The paper based on the
study of the textile industries in Rajasthan, builds the case for improving quality of work life of
the workers. The sample size selected for the study is 1200 workers working in the five textile
industries in Rajasthan. The researcher collected the data from the respondents through two sets
of structured questionnaire. The first questionnaire is to identify the significant gap between the
existing and expected Quality of Work Life and the influence of demographic factors on the
Quality of Work life and the second questionnaire is to identify the influence of work related
factors on Quality of Work Life of workers. This paper is an attempt to investigate the
satisfaction level of the workers about their existing and expected Quality of Work Life and to
see the impact of work-related factors on Quality of Work Life of workers. The study revealed
that there exists a significant gap between the existing and expected Quality of Work Life of
workers. The researcher also suggests measures to improve the Quality of Work life of workers
working in the textile industries in Rajasthan.

Key Words: Quality of Work life, Yog, Effectiveness of Worker, Textile Industry

I. Introduction:

“Quality of Work Life (QWL) is not only a term, but signifies the workers’ continuous search for
finding the true meaning for their work. The success of any organization depends not only on the
extent of its economic benefits but also on the extent to which it bears responsibilities towards
the society at large. Hence, this concept was considered to be an important area of academic
research. Quality of Work Life covers almost all aspects of employee’s organizational life and
significantly affects the performance levels of employees”.

“The term Quality of Work Life has become well-known not only to social scientists, but to
layman as well. The Quality of Work Life refers to the relationship that a worker shares with
their working environment. Thus, precisely, in its broadest sense, Quality of Work Life means the

Electronic copy available at: http://ssrn.com/abstract=2797784

sum total of values, both material and non-material, attained by a worker throughout their
career life”.

“Quality of Work Life, in short, refers to the level of satisfaction, motivation, involvement and
commitment of individual experience with respect to their lines at work- Bernardin, (1993)”.

Quality of Work Life has been defined by different authors differently. To Keith Davis (1989),
Quality of Work Life refers to the “favourableness or unfavourableness of a job environment for
people”. The Quality of Work Life approach is a step forward from the traditional scientific
management to modern human relation management approach.

The information technology (IT) industries have successfully implemented the concept of
ergonomics to improve the Quality of Work and Quality of Work Life of every individual in the
organizations. Occupational stress is a common problem in today’s workplace and there is a
direct correlation between the occupational stress and the job satisfaction of the people working
in the organization. So, successful organizations are using various Quality of Work Life
programs or strategies to enhance productivity and to create an efficient, satisfied and committed
workforce which aims to achieve organizational objectives more efficiently and effectively.

Quality of Work Life has a direct relationship with the Quality of Life of workers because
Quality of Work Life does not only include the work-related factors such as welfare measures,
benefit measures, safety measures, wages, relationship with colleagues, supervision,
communication and participation in decision-making but also factors that broadly reflect life
satisfaction and general feelings of well-being.

“Quality of Work Life information can help understand the nature of different problems of
employees in their work place and this in turn may be helpful in making proper policies for
handling these problems effectively. Ultimately, Quality of Work Life is a concern not only to
improve life at work, but also outside work. Quality of Work Life approach consists of
identifying those aspects of work that are seen as desirable by organizational members, that is
those aspects that enhance the quality of life at work, and incorporating that information into
initial design consideration (Levine, Taylor and Davis, 1984; p. 82)”.

Electronic copy available at: http://ssrn.com/abstract=2797784

Quality of Work Life can be improved by improving the working conditions and working
environment. Humanization of work is often used in a number of languages as a synonym for
Quality of Work Life. Quality of Work Life plays a pivotal role in the Quality of Life of workers
so the programmes and research aimed at improving Quality of Work Life are required to be
initiated at macro and micro-levels at the industry, government and community levels.

“An annual workers’ survey would give a glimpse of workers views about their Quality of Work
Life and would help to bring into attention workers issues that require attention. Continuous
research and experiments have been undertaken to understand human beings at work and the
ways to improve their job satisfaction, balanced with the aim of the organizations to combine
better productivity with job and employee satisfaction which gives rise to Quality of Work Life”.

“So, we can say that in Quality of Work Life- The whole is greater than the sum of the parts as it
consider people as an asset to the organization rather than as costs”.

Textile Industry is the oldest industry of the country and of Rajasthan. These industries act as a
back bone of Rajasthan state’s economy. The present study undertakes detailed investigation of
Quality of Work Life of textile industries workers’ in Rajasthan. Textile industries of Rajasthan
suffer from many problems and the poor Quality of Work Life may be a one among them which
hampers the growth and functioning of textile industries in Rajasthan. Therefore, it is very
important to investigate the satisfaction level of workers on Quality of Work Life in these
industries.

In Rajasthan, there is a large group of workforce that is unorganized. So, the proper time has
come to consider the need to improve their Quality of Work Life and Quality of Life.
Dissatisfaction among workers against job, monotonous job profile and lack of responsibility,
low productivity, continuous updating of technology and entry of more global companies in
Indian market has increased the need for improving Quality of Work Life of workers in textile
industries in Rajasthan.

“Job creation is a very important issue in Rajasthan. But it is also equally important to improve
the Quality of Work Life for those already employed in different organizations and industries.
Therefore, now the scholars, managers, administrators, government and behavioural scientists

3
are devoting attention on Quality of Work Life for a better work environment and productivity,
national development and prosperity and finally for a better work satisfaction and better life.”

The remainder of the paper is divided into five main areas. Section II presents the literature
review. Section III provides a research methodology. Section IV presents the discussion and
findings and Section V presents the conclusion of the study.

II. Literature Review:

Ellis and Pompli (2002), identified a “number of factors contributing to job dissatisfaction and
Quality of Work Life in nurses, including- poor working environments, resident aggression,
workload, unable to deliver quality of care preferred, balance of work and family, shift work,
lack of involvement in decision making, professional isolation, lack of recognition, poor
relationships with supervisor/peers, role conflict, lack of opportunity to learn new skills”.

Madhu and R. Mohan Kumar (2015), identified through their study that “the common factors
that influence Quality of Work Life are reasonable Compensation, good Working Conditions,
and prospects for Career Growth etc. QWL provides associations between work life and non-
work life. Most significant factors that influence and decide the Quality of work life are Attitude,
Environment, Opportunity, Nature of Job, People, and Stress level, Career Prospects, Challenges,
Recognition and Rewards”.

Mankidy (2000), observed that the “more positive the Industrial relations processes, the greater
the possibility of improved Quality of Work Life. Positive Industrial Relations should ensure
better wages, flexible hours of work, conducive work environment, employment benefits, career
prospects, job satisfaction, meaningful employee involvement in decision making etc. leading to
better Quality of Work Life. The study concluded that the improved Quality of Work Life will
naturally help to improve the family life of the employees and would also improve the
performance of the organization”.

Prachi Bhatt (2011), concluded in her study titled “Quality of Work Life in changing Business
Dynamism – A study on Perceptual Difference in Public and Private Sector, that the public
sector employees are relatively more satisfied with their working conditions, their job, relations
with the peers etc. and thus find it easy to balance their work life than the private sector

4
employees and the same in the case of Job satisfaction level which is more in public sector
employees than private sector”.

“P. Rathamani and Rameshwari Ramchandra (2013), conducted a study on “Quality of Work
Life of Employees in Textile Industry – Sipcot, Perundurai. The study focused on the factor
influencing QWL of employees, level of satisfaction of employees on present level of QWL and
the influence of QWL. 50 employees of textile units of equal capacity have taken as samples.
Motivational insights are the important factor that influences the QWL of employees and their
life. Higher compensation has been prime expectation of the employees to improve their life.
QWL of employees had an influence on the employees’ productivity”.

Preeti Nair (2015), conducted a study on “Quality of Work Life: a proactive empowerment
approach by organizations - a study of Quality of Work Life in government and private
organizations. It was clearly evident from the data that employees of government and private
sector both are of the opinion that Quality of Work Life is important and is affected by many
factors. Those being motivation, job satisfaction, decision making process, work environment,
interpersonal relationship, organizational culture and hygiene factors. The results of the research
show that organizations should focus more on culture and interpersonal relationship to have a
good Quality of Work Life for the employees for both the sectors”.

Rethinam (2008), defined “Quality of Work Life as a multi-dimensional construct, made up of a

number of interrelated factors that need careful consideration to conceptualize and measure. It is
associated with job satisfaction, job involvement, motivation, productivity, health, safety and
well-being, job security, competence development and balance between work and non work
life”.

Rishu Roy (2006), stated that “managing people by talents and improving Quality of Work Life
seems to be the new mantra on the Indian corporate landscape. Every organization has an
invisible quality- a certain style, a certain mode or way of performing things. QWL has emerged
as an elucidation for the performance in the job. The focus is not only on how people can do
better work, but also how work may cause people to do better”.

Sabarirajan et. al., (2010), conducted a study on “the various welfare measures and their impact
on Quality of Work Life provided by the textile mills with reference to Salem district. The study

5
shows that 15% of the employees are highly satisfied with their welfare measures. 22% of the
employees are satisfied with their welfare measures. 39% of the employees are moderately
satisfied with their welfare measures. 16% of them are in highly dissatisfied level. This study
showed that welfare measures adopted by the mills for the well being of their employees play an
important role in employee satisfaction and it results in improved Quality of Work Life”.

Sandrick (2003), stated that a “high Quality of Work Life is essential for organizations to
continue, to attract and retain employees”.

Sekar et al., (2012), studied the “health and welfare measures in Tamilnadu spinning mills India.
The objective of the study is to find the satisfaction level of employees and labours towards
welfare facilities offered by spinning mills in Tamilnadu. The study used stratified random
sampling procedure to select samples. From the anova test it is understood that there is no
significant difference between the respondents of different income and level of satisfaction
towards the provisions of the company. The study suggested that medical facilities may be
improved by the companies for the satisfaction of the workers”.

S. Naganandini Selvaraj (2014), conducted a study on “review of Quality of Work Life on

employee retention in private companies. In this study the suggestions for private companies to
improve the Quality of Work Life for employees were being given like- job enrichment, job
enlargement, job rotation, counselling, mentoring, considering personal issues of the employees,
creating safety and healthy working condition, providing fair salary and compensation, flexi-
timing, flexible work, organising office trip, family engagement trip, common lunch, party, yoga,
meditation, gym, stress management workshop, offering membership in clubs and associations,
outbound training. It was concluded in this study that a high Quality of Work Life (QWL) is
essential for all organizations to continue to attract and retain employee and it will positively
nurture a more flexible, loyal, and motivated workforce”.

Objectives of the Study:

i. To investigate the satisfaction of workers about their existing and expected Quality of
Work Life in the textile industry.

6
 ii. To identify the impact of work-related factors and to see the impact of demographic
variables on the existing Quality of Work Life of workers in the textile industries.

III. Research Methodology:

Dissatisfaction with working life is a severe problem, which can affect every single individual
working in the organization regardless of their position or status. The present study undertook a
detailed investigation on the Quality of Work Life of workers working in the textile industry in
Rajasthan.

The present study was undertaken to assess the views of workers on Quality of Work Life of five
selected textile industries. A sample of 1200 workers was drawn from five textile industries and
from each industry 240 workers were selected randomly. Data were collected from the sample of
the five textile industries during the period from 10th January, 2015 to 21st September, 2015.
Each respondent was interviewed personally through a questionnaire and data were collected
from the respondents after convincing them about the objectives and importance of the present
study.
The data were processed through microcomputer, simple percentages were calculated and
graphical methods were used for a smooth and accurate analysis of the data, advanced statistical
analysis software like the SPSS were also used. Mean and standard deviation values were
computed to see the extent of difference and the significance level while studying existing and
expected Quality of Work Life. Correlations between work-related factors like- pay and
compensation, participation in decision making, supervision, communication and working
environment were calculated to analyse the existing Quality of Work Life of the workers working
in the textile industry of Rajasthan. Suitable statistical tools using SPSS like regression analysis
have been used to test the hypotheses. Secondary data was used and content review analysis was
done to develop the three case studies. Qualitative methodology is an approach to research that
facilitates exploration of a phenomenon within its context using a variety of data sources as this
ensures that the issue is not explored through one lens, but rather a variety of lenses which allows
for multiple facets of the phenomenon to be revealed. The data collected through respondents
have different gender, age group, qualification, length of service, number of family members and
wage. The tables showing details of the samples are as follows:

7
 Table 1: Designation of the respondents

Frequency Percent Valid Percent Cumulative Percent

Worker 1200 100.0 100.0 100.0

The table 1 about the designation of the respondents shows that all the respondents in this study
were workers.
Table 2: Gender of the Respondents

Frequency Percent Valid Percent Cumulative Percent

Female 366 30.5 30.5 30.5

Male 834 69.5 69.5 100.0

Total 1200 100.0 100.0

The table 2 about the gender of the respondents shows that 69.5% of the respondents in this
study were males and 30.5% of the respondents were females.
Table 3: Age group of the Respondents

Frequency Percent Valid Percent Cumulative Percent

Less than 20 years 240 20.0 20.0 20.0

21 - 35 years 759 63.3 63.3 83.3

35 - 45 years 193 16.1 16.1 99.3

More than 45 years 8 .7 .7 100.0

Total 1200 100.0 100.0

The table 3 about the age group of the respondents shows that 63.3% of the respondents in this
study were aged 21 – 35 years. 20.0% were of aged less than 20 years, 16.1% were of aged 35-
45 years and only .7% was of aged more than 45 years.

8
 Table 4: Qualification of the Respondents

Frequency Percent Valid Percent Cumulative Percent

Illiterate 42 3.5 3.5 3.5

Primary education 340 28.3 28.3 31.8

High school 623 51.9 51.9 83.8

PUC 195 16.3 16.3 100.0

Total 1200 100.0 100.0

The table 4 about the qualification of the respondents shows that 51.9% of the respondents in this
study were educated up to high school. 3.5% were illiterate, 28.3% of the respondents were
primary educated and 16.3% were PUC educated.
Table 5: Length of Service of the Respondents

Frequency Percent Valid Percent Cumulative Percent

Less than 2 years 418 34.8 34.8 34.8

2 - 5 years 310 25.8 25.8 60.7

5 - 10 years 243 20.3 20.3 80.9

10 - 15 years 129 10.8 10.8 91.7

More than 15 years 100 8.3 8.3 100.0

Total 1200 100.0 100.0

The table 5 about the length of service of the respondents shows that 34.8% of the respondents in
this study had less than 2 years of service. 25.8% had 2-5 years of service, 20.3% had 5-10 years of
service, 10.8% had 10-15 years of service and only 8.3% of the respondents had more than 15 years of
service.

Table 6: Number of family members of the Respondents

9
 Frequency Percent Valid Percent Cumulative Percent

Less than 5 members 645 53.7 53.6 53.6

5 - 10 members 525 43.8 43.9 97.5

More than 10 members 30 2.5 2.5 100.0

Total 1200 100.0 100.0

The table 6 about the number of family members of the respondents shows that 53.6% of the
respondents in this study had less than 5 family members. 43.9% had 5-10 family members and only
2.5% had more than 10 members in their family.

Table 7: Wage of the Respondents

Frequency Percent Valid Percent Cumulative Percent

4000 186 15.5 15.5 15.5

4500 82 6.8 6.8 22.3

5000 189 15.8 15.8 38.1

5200 42 3.5 3.5 41.6

6000 442 36.8 36.8 78.4

6500 106 8.8 8.8 87.3

7000 153 12.8 12.8 100.0

Total 1200 100.0 100.0

The table 7 about the wage of the respondents shows that 36.8% of the respondents had wage of
Rs. 6,000 per month. 15.5% had wage of Rs. 4,000 per month, 6.8% had wage of Rs. 4,500 per
month. 15.8% had wage of Rs. 5,000 per month, 3.5% had wage of Rs. 5,200 per month. 8.8%
had wage of Rs. 6,500 per month and 12.8% had wage of Rs. 7,000 per month.

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IV: Discussion and Findings:
After collecting the data the researcher has done the simple percentage analysis to analyze the
influence of work-related factors on Quality of Work Life (QWL) of workers working in the
textile industries in Rajasthan. The details are shown in the form of charts as follows:

Chart 1: Number of Respondents content with the physical working condition in their industry.

Respondents were asked about their contentment with the physical working condition in their
industry and it was found that 59.2% of the respondents in this study intensely differed for they
are content with the physical working condition in their industry.

Chart 2: Number of Respondents treated with respect at the place where they work.

Respondents were asked about whether they were treated with respect at the place where they
work and it was found that 63.9% of the respondents in this study intensely differed for they are
treated with respect at the place where they work.

11
 Chart 3: Number of Respondents feels that the working conditions in their industry are not
humanized.

Respondents were asked about whether they feel that the working conditions in their industry are
not humanized and it was found that 71.0% of the respondents in this study intensely differed for they
do not at all feel that the working conditions in their industry are not humanized.

Chart 4: Number of Respondents believes that the working environment of their industry places
more emphasis on individuals than machines.

Respondents were asked about whether they believe that the working environment of their
industry places more emphasis on individuals than machines and it was found that 85.4% of the
respondents in this study intensely differed for they believe that the working environment of their industry
places more emphasis on individuals than machines.

12
 Chart 5: Number of Respondents believes that the welfare measures of their industry are
satisfactory.

Respondents were asked about whether they believe that the welfare measures of their industry
are satisfactory and it was found that 69.4% of the respondents in this study intensely differed for they
believe that the welfare measures of their industry are satisfactory.

Chart 6: Number of Respondents who have been adversely impacted by any work-related
sickness or work-related accidents in their sector.

Respondents were asked about whether they have been adversely impacted by any work-related
sickness or work-related accidents in their sector and it was found that 81.1% of the respondents
in this study intensely differed for no workers have been adversely impacted by any work related
sickness or work related accidents in their sector.

13
 Chart 7: Number of Respondents believes that the administration at their work place accords a
lot of importance to workers’ safety.

Respondents were asked about whether they believe that the administration at their work place
accords a lot of importance to workers’ safety and it was found that 71.4% of the respondents in
this study intensely differed for the administration at their work place accords a lot importance to workers
safety.

Chart 8: Number of Respondents believes that at their workplace, workers’ and management
work in tandem to ensure the most secure working environment.

Respondents were asked about whether they believe that at their workplace, workers’ and
management work in tandem to ensure the most secure working environment and it was found
that 90.4% of the respondents in this study intensely differed for at their workplace, workers and
management work in tandem to ensure the most secure working environment.

14
 Chart 9: Number of Respondents believes that the safety and well-being environment at their
workplace is safe.

Respondents were asked about whether they believe that the safety and well-being environment
at their workplace is safe and it was found that 63.9% of the respondents in this study intensely
differed for the safety and well being environment at their workplace is safe.

Chart 10: Number of Respondents believes that their industry provides satisfactory salary or pay
to them according to their work.

Respondents were asked about whether they believe that their industry provides satisfactory
salary or pay to them according to their work and it was found that 94.8% of the respondents in
this study intensely differed for their industry provide satisfactory salary or pay to them
according to their work.

15
 Chart 11: Number of Respondents believes that the facilities provided to them by their industry
motivates them to improve and enhance their productivity.

Respondents were asked about whether they believe that the facilities provided to them by their
industry motivates them to improve and enhance their productivity and it was found that 70.1% of
the respondents in this study intensely differed for the facilities provided to them by their industry
motives them to improve and enhance their productivity.

Chart 12: Number of Respondents believes that in their industry, the working environment is
really participative.

Respondents were asked about whether they believe that in their industry, the working
environment is really participative and it was found that 70.0% of the respondents in this study
intensely differed for in their industry the working environment is really participative.

16
 Chart 13: Number of Respondents believes that their social and individual needs are properly
satisfied in their industry.

Respondents were asked about whether they believe that their social and individual needs are
properly satisfied in their industry and it was found that 62.3% of the respondents in this study
intensely differed for their social and individual needs are properly satisfied in their industry.

Chart 14: Number of Respondents truly believes that the “Quality of Work Life” of their industry
helps them to enhance their productivity.

Respondents were asked about whether they believe that the “Quality of Work Life” of their
industry helps them to enhance their productivity and it was found that 70.0% of the respondents
in this study intensely differed for they truly believe that the “Quality of Work life” of their
industry helps them to enhance their productivity.

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The researcher also calculated the correlations between the work-related factors to identify the
impact of work- related factors on the existing Quality of Work Life of the workers working in
the textile industries in Rajasthan.

[INSERT TABLE 8]

Table 8 represents that correlations between work-related factors shows that the existing Quality
of Work Life of textile industry workers is not satisfactory and the industry needs to adopt an
appropriate measures to improve the work-related factors like- working environment, welfare,
safety, benefit, supervision, participation of decision-making of the workers’ and communication
or interpersonal relations within the industry so that the level of Quality of Work Life of textile
industry workers’ increases which in turn can further enhance their organizations commitment
and productivity.

V. Conclusion:

The conclusion of this paper is that the workers of textile industries in Rajasthan are not satisfied
with the Quality of their Work Life and the Quality of Work Life factors such as pay and
allowance, participation in decision making, compensation and interpersonal relations have an
adverse impact on job satisfaction and productivity of the workers in textile industry. The study
also concludes that the industries needs to adopt appropriate measures regarding wage, safety,
benefits, health and welfare of the workers to improve the work-related factors such as working
environment, welfare, safety and benefit measures of the industry, supervision, participation in
decision making and communication as the work-related factors influence the Quality of Work
Life of the workers and demographic factors especially age and gender had an impact on the
Quality of Work Life of workers in the textile industry. The researcher also recommended
providing proper medical facilities, training, yoga, counselling and meditation facilities to the
workers to enhance their Quality of Work Life which in turn would improve their productivity.
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18
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in Public and Private Sector”, Vishwakarma Business Review, 1(2), 1-8.

Davis, K. (1989), “Personal Management and Industrial Relations”, 22(3), 112-120.

Ellis, N. et.al. (2002), “A Quality of Working Life for Nurses”, Commonwealth Department of
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Human Relations, 37(1), 81-104.

Mankidy, J. (2000), “Quality of Work Life and industrial relations: Linking the Inevitable”, in
Debi S. Saini and Sami A. Khan (ed.), Human Resource Management Perspectives for the New
Era, New Delhi: Response Books, 250-269.

Nair, P. (2015), “Quality of Work Life: A Proactive Empowerment Approach by Organizations

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19
Sandrick, K. (2003), “The Quality of Working Life – A New Paradigm in Corporate”,
Management and Industrial Psychology, 57(4), 43 – 54.

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Technology Professionals”, European Journal of Social Science, 7(1), 58-70.

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Table 8: Descriptive statistics showing correlations between work-related factors and to identify
the impact of work-related factors on the existing Quality of Work Life of the workers.

Descriptive Statistics

20
 Do you Do you Do you agree Do you
agree that agree Do you Do you that rules and Do you agree agree Do you agree Do you
you have that your agree that agree that regulations Do you agree that the that you that the agree that
the liberty job your your job related to that management of feel salary and the
of taking satisfies industry satisfies compensation interpersona your industry exhauste perquisites working
decisions for your assures your need in your l relations of appreciate your d while offered to environme
your job and basic job growth of industry are your skills, abilities doing you by your nt of your
implement needs on and achieveme adequate and industry are and the industry is industry is
them? the job? security? nt? fair? cordial? performance? work? satisfactory? good?

Do you agree 1
that you have
the liberty of
taking decisions
for your job and
implement
them?

Do you agree .277** 1

that your job
satisfies your
basic needs on
the job?

Do you agree .345** .672** 1

that your
industry assures
job growth and
security?

Do you agree .163** .449** .548** 1

that your job
satisfies your
need of
achievement?

Do you agree .338** .677** .549** .408** 1

that rules and
regulations
related to
compensation in
your industry are
adequate and
fair?

Do you agree .406** .392** .356** .230** .452** 1

that
interpersonal
relations of your
industry are
cordial?

Do you agree .122** .286** .251** .217** .351** .408** 1

that the
management of
your industry
appreciate your
skills, abilities

21
and
performance?

Do you agree -.170** -.043 -.043 -.064* -.068* -.118** .036 1

that you feel
exhausted while
doing the work?

Do you agree .199** .423** .319** .285** .389** .344** .312** -.088** 1
that the salary
and perquisites
offered to you
by your industry
is satisfactory?

Do you agree .313** .909** .662** .445** .685** .415** .350** -.006 .416** 1
that the working
environment of
your industry is
good?

22