Originally published here.
Currently employees are considered knowledge workers and what they bring to the world of work in terms of the knowledge and competency matters for the organizations in their desire to be more effective. It is important to keep the employees happy and satisfied and also to ensure the quality of work life at the work place. Job satisfaction and quality of work life needs to be addressed positively to keep them motivated to contribute to the organizational effectiveness and growth. With this background in mind, the present paper aims to study the aspects of job satisfaction and quality of work life among working women teachers in educational institutions coming under University of Mysore. For the purpose of data collection 289 women teachers have been selected using stratified random technique. The present study aims to understand the relationship between job satisfaction on quality of work life. The result of the study shows that there is positive impact of job satisfaction on quality of work life of women teachers.
Human resources are considered to be an asset by many organizations. The thinking on these lines has come in a long way, starting from the time ofce to personnel management to Human Resource Management since 1960s. However, from 1990 onwards the rise of knowl-edge based organizations like Information Technology industries and other service sector businesses made the managers to realize that the major differentiators and uniqueness of the organization comes from its human resources. Since then the approach to HRD has become employee centric, considering human resources as an asset, keeping them at best of the humor and creating a pride in the mindsets.
The human relations movement which emphasized the importance of people element than the machine element restored the balance and brought forth the significance of human beings in organizations. The Tavistock institute of Human Relations using the socio-technical approach emphasized the fact of job redesign and giving high importance of bettering working life (Saklani, 2004). In this context study of job satisfaction and its relation with the quality of work life gained a lot of importance among the researchers and practicing managers for the organization’s growth.
Quality of Work life refers to the quality of relationship between employees and the total working environment which includes, adequate and fair compensation, safe and healthy working conditions, opportunity to use and develop human capacities, opportunity for career growth, social integration in the work force, work-life balance, participative management style, reward and recognition.
Human resources are considered to be an asset by many organizations. The thinking on these lines has come in a long way, starting from the time office to personnel management to Human Resource Management since 1960s. However, from 1990 onwards the rise of knowl-edge based organizations like Information Technology industries and other service sector businesses made the managers to realize that the major differentiators and uniqueness of the organization comes from its human resources. Since then the approach to HRD has become employee centric, considering human resources as an asset, keeping them at best of the humor and creating a pride in the mindsets. The human relations movement which emphasized the importance of people element than the machine element restored the balance and brought forth the signifcance of human beings in organizations.
The Tavistock insti-tute of Human Relations using the socio-technical approach emphasized the fact of job redesign and giv-ing high importance of bettering working life (Saklani, 2004). In this context study of job satisfaction and its relation with the quality of work life gained a lot of importance among the researchers and practicing man-agers for the organization’s growth. Quality of Work life refers to the quality of relationship between employees and the total working environment which includes, adequate and fair compensation, safe and healthy working conditions, opportunity to use and develop human capacities, opportunity for career growth, social integration in the work force, work-life balance, participative management style, reward and recognition.
Based on the above discussion it is concluded that, there is positive significant relationship between job satisfaction and quality of work life of women teacher. Also the study reveals that working environment has more impact on the quality of work life than pay and job security aspects. If women college teachers are happy with the factors such as attention paid to their opinion, responsibility, recognition, and attention paid to their suggestions, they experience better quality of work life. So educational institutions need to concentrate more on better working conditions to increase the quality of work life of working women teachers. The present study was limited to the population of the working women teachers in University of Mysore only.
Hence, the generality of the results may not represent the entire working women teachers across the state or country. Based on the above discussion it is concluded that, there is positive significant relationship between job satisfaction and quality of work life of women teacher. Also the study reveals that working environment has more impact on the quality of work life than pay and job security aspects. If women college teachers are happy with the factors such as attention paid to their opinion, responsibility, recognition, and attention paid to their suggestions, they experience better quality of work life. So educational institutions need to concen-trate more on better working conditions to increase the quality of work life of working women teachers. The present study was limited to the population of the working women teachers in University of Mysore only. Hence, the generality of the results may not represent the entire working women teachers across the state or country.
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