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IMPACT OF WELFARE MEASURES ON LEVEL OF JOB SATISFACTION AMONG

EMPLOYEES

Article · April 2018

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 An International Multidisciplinary e-Journal Vol. 3, Issue-IV
(Peer Reviewed, Open Access & Indexed) April 2018
Web: www.jmsjournals.in Email: jmsjournals.in@gmail.com

IMPACT OF WELFARE MEASURES ON LEVEL OF JOB SATISFACTION

AMONG EMPLOYEES

Dr. B P Shivalingappa
Faculty
DOSR in Social Work, Tumkur University

Sachin B S
Research Scholar
DOSR in Social Work, Tumkur University

Rajashekar C
Research Scholar
DOSR in Social Work, Tumkur University
Abstract

The aim of this research is to examine the impact of labour welfare measures on the employees’
job satisfaction. This study will help the management to know that Labour welfare measures play a
pivotal role in influencing the level of job satisfaction among employees. For this study, the research
design chosen is descriptive in nature and the sampling technique chosen is convenient sampling. 50
samples were drawn from universal in BRFL Pvt ltd, Bangalore. Interview schedule was used to collect
primary data. SPSS 20 was used to compute data. The study found that there is a significant relation
between welfare measures given by industry and level of job satisfaction among employees.

Key Words: Labour, Welfare measures, Level of job satisfaction.

Introduction:
Labour Welfare is an important facet of industrial relations, the extra dimension, giving
satisfaction to the worker in a way which even a good wage cannot. With the growth of industrialization
and mechanization, it has acquired added importance. Employees or labour Welfare is a compressive term
including various services. Benefits and Facilities offered to employees by the employer. Through such
generous fringe benefits the employer makes life worth living for employees, Labour Welfare is an
important fact of industrial relations. It is because the Govt. is not sure that all employees are
progressively minded and will provided basic Welfare measures that it (improves) introduces statutory
registration form time to time bring about some measures of uniformly in the amenities available to
industrial workers1

1
monappa, A. (2012). Industrial realations. New Delhi: TATA MCGRAW –Hill Education, ISBN-13-9780-07451770-3.
Vol. 3, Issue- IV, [218] April 2018
 The term „Welfare‟ includes both the social and economic contents of Welfare. Social Welfare is
primarily concerned with the solution of various problems of the weaker sections of society like
prevention of destitution and poverty. It aims at social development by such means as social legislation,
social reform, social service, social work, and social action. The goal of social Welfare is to fulfill the
social, financial, health, and recreational requirements of all individuals in a society2The planning
commission as realized the important of Labour Welfare when it observed that it order to get the best of a
worker in the Matter of production working conditions required to be improved in large extent. The
workers should at least have the means and facilities to keep him in state of health and efficiency, the
working conditions should be such as to safe guards his health and protect him against occupational
hazardous3.

Laddha (2012) advocated that employee welfare facilities enable workers to live a richer and more
satisfactory life. After employees have been hired, trained and remunerated they need to be retained and
maintained to serve the or ganization better . Welfare facilities are designed to take care of the well being
of the employees, they do not generally result in any monitory benefits to the employees nor are these
facilities provided by employers alone, government and nongovernmental agencies and trade unions too
contribute towards employee's benefits4.

Maruthamuthu, k (2003) in his study on a study of Labour Management Relations in Perambalur

Sugar mills Ltd., Eraiyur, Perambalur he argues the overall impression is that an atmosphere of
satisfaction prevails on campus, but there is scope for improvements in certain areas like recreation
facilities, and bonus. With implementation of innovative schemes and improvements, better labour-
management relationship may be established and maintained in future5.
John M Ivancevich, (2010) in his book “Human Resource Management” stated that an employer
has no choice about offering mandated benefits programs and cannot change them in any way without
getting involved in the political process to change the existing laws. According to him, the three mandated
programmes are unemployment insurance, social security and workers compensation6.
The public relations theory provides the basis for an atmosphere of goodwill between the labour
and the management and also between the management and the public. Labour welfare programmes,
under this theory, work as a sort of publicity and help an industrialist to build up good public relations.
The measures for labour welfare may also be utilized to improve relations between management and

2
Ashwathappa. (2005). Human resource management. Bangalore: Himalaya second edition ISBN -81-7446-448-4.
3
Singh, D. B. (2008). Industrial relations and labour law. New Delhi: Excel Books ISBN-978-81-7446-620-4.
4
Laddha, R. (2012). A Study of Industrial Relations-Issue Today and Tomorrow-A case study ofchnadra beverages ltd,
Solapur, India. Review of Research, Vol.1, Issue. VI, pp.1-4.
5
Maruthamuthu, k. (2003). A study of Labour Management Relations in PerambalurSugar mills Ltd., Eraiyur, Perambalur Dt.
6
Ivancevich, J. M. (2010). "Human Resource Management", . New Delhi: Tata McGraw Hill Education Private Limited.
Vol. 3, Issue- IV, [219] April 2018
labour. An exhibition of a labour welfare programme may help an industrialist to project to the public a
good image of his company7.
According to the policy theory view, employers will not leave any opportunity of exploiting the
workers, if not enforced by law. They may force the labour to work for long hours, by paying low wages,
by keeping unhygienic conditions, by neglecting, safety and health measures, by ignoring the basic
necessities8.

Objectives:
 To investigate existing employees welfare measures in the organization
 To examine the impact of labour welfare measures on the employees job satisfaction

Methods and Materials

The present study is descriptive in nature hence descriptive research design was adopted for this
study. For assessing job satisfaction Scott Macdonald and Peter MacIntyre‟s The generic job satisfaction
scale was used. 50 samples were drawn from 500 employees in BRFL Pvt ltd, Bangalore. Interview
schedule was used to collect primary data. Purposeful sample technique was adopted to collect primary
data. SPSS 20 was used to compute data.

Results and Discussion

According to Scott Macdonald and Peter MacIntyre‟s The generic job satisfaction scale there are
Majority 66 percent of the respondents they have given value 32-38 that means they felt average for job
satisfaction level in the industry, followed by 26 percent of them said high job satisfaction and remaining
08 percent opined low level of job satisfaction9.
Table 2- Mean, Standard Deviation of Labour Welfare measures (Statutory and Non Statutory)
Non statutory welfare measures N Mean Std Deviation
Housing/quarters facilities 50 3.68 0.93
Transportation facilities 50 2.80 0.38
Educational facilities 50 1.80 0.26
Employees Co-operative Credit Societies facilities 50 2.20 0.38
Medical facilities 50 2.80 0.38
Maternity benefits 50 2.60 0.40
Recreational facilities 50 2.40 0.41
Social insurance facilities(gratuity, PF etc) 50 2.80 0.38
Benevolent fund facilities 50 1.80 0.26
Canteen facilities 50 3.42 0.72
7
Relations, P. (2006). Public Relations theories and Concepts. Retrieved from nscpolteksby.ac.id:
https://nscpolteksby.ac.id/ebook/files/Ebook/Business%20Administration/Exploring%20Public%20Relations%20(2006)/10.
%20Part%202%20Chapter%208%20-20Public%20relations%20theories%20an%20applied%20overview.pdf
8
Cairney, P. (2018). Politics and Public Policy. Retrieved from paulcairney.wordpress.com:
https://paulcairney.wordpress.com/tag/policy-theory/
9
Scott Macdonald & Peter MacIntyre (1998), The generic job satisfaction scale: Scale development and its correlates, Sloan
Work and Family Literature Database Originally published in: Employee Assistance Quarterly vol 13 pp1-16

Vol. 3, Issue- IV, [220] April 2018

 Creche facilities 50 2.80 0.38
Insurance coverage against accidents on work place 50 2.20 0.38
Clean urinals 50 3.80 1.00
Statuary welfare measures
Clean and safe drinking water 50 4.04 1.28

Availability of dustbin at workplace 50 3.60 0.81

First aid facilities 50 2.70 0.44
Measures to prevent the accident 50 3.10 0.87
Hygienic and subsidized food at canteen 50 3.42 0.72
Shelter & rest room facilities 50 3.26 0.65
Proper ventilation & lighting facilities 50 3.20 0.43
Valid N (listwise) 50
Source: Primary

A descriptive statistics was carried out to know the relative importance of statutory welfare
measure and non-statutory measure for motivating the employees and enhancing their job satisfaction.
The above table shows the mean, standard deviation and reliability of the various statutory and non-
statutory welfare measures. Non statutory welfare measures include Housing/quarters facilities,
transportation facilities, educational facilities, employees Co-operative Credit Societies facilities, medical
facilities, maternity benefits, recreational facilities, social insurance facilities (gratuity, PF etc.),
benevolent fund facilities. Statutory welfare measures include Canteen facilities, crèche facilities,
insurance coverage against accidents on work place, clean urinals, clean and safe drinking water,
availability of dustbin at workplace, first aid facilities, measures to prevent the accident., hygienic and
subsidized food at canteen, shelter & rest room facilities, proper ventilation & lighting facilities. Further it
is observed that statutory welfare measure has scored higher mean of 3.33 as compared to mean of non-
statutory welfare measure of 2.70 that indicates that statutory welfare are more effective in generating
employee job satisfaction and their motivation towards work.

Table number-1: The welfare facilities helpful to increase job satisfaction level among the
employees.
The welfare facilities will helpful to increase their Standard
Frequency Percentage Mean
satisfaction level among the employees. Deviation
To a great extend 12 24.00
To a considerable extend 21 42.00
To some extend 09 18.00 2.74 0.51
To a little extent 08 16.00
Total 50 100.00
Source: Primary
The above table reveals that, majority 42.00 percent of the respondents were opined that the
welfare facilities are helpful to increase their satisfaction level in to a considerable extend followed by,
24.00 percent of then opined to a great extent, 18.00 percent of the opined to some extend and remaining
16.00 percent of the respondents opined to a little extend for the welfare facilities will helpful to increase
employees job satisfaction level.

Vol. 3, Issue- IV, [221] April 2018

 In this study researcher observed during interview with respondents and opined that, Quality of
the food prepared in the canteen shall be improved.In industry shall provide transportation facility to
contract worker by taking the fare of the bus The industry should provide wash room facilities in contract
workers. Company should extend the canteen facilities to the contract workers.Washroom shall be
maintained in will manner. The workers should be provided with regular constructive feedback
concerning the progress in all welfare work and implementation of the newly applied welfare
programmes. If possible management should provide much more welfare facilities for employees to
perform better.

Conclusion:
With the advent of industrial revolution in India, the migration of rural population to the urban
centres and the industrial belts caused socio-economic problems for thousands of persons having been
uprooted from the rural moorings. The industrial workers needed welfare services to be provided to them
in their surroundings, so as to enable them to adapt themselves to the fast changing economic
environments. Employee welfare measures are initiated to strengthen manpower both physically and
mentally. The study of various welfare measures brings into light that the present measures taken by the
BRFL Pvt. Ltd, Bangalore. The improvement in working condition and basic amenities that come under
statutory welfare means such as Canteen facilities, creche facilities, insurance coverage against accidents
on work place, clean urinals, clean and safe drinking water, availability of dustbin at workplace, first aid
facilities, measures to prevent the accident, hygienic and subsidized food at canteen, shelter & rest room
facilities, proper ventilation & lighting facilities are more effective in building the morale and increase the
job satisfaction of the employees. Therefore, to improve the level of the job satisfaction of employees,
researcher suggests that organization must often get feedback from employees, towards welfare measures
as employee welfare facilities enable workers to live a richer and more satisfactory life, increase the
productivity of organization and promote healthy industrial relations.
References
 Ashwathappa. (2005). Human resource management. Bangalore: Himalaya second edition ISBN -81-7446-448-4.
 Cairney, P. (2018). Politics and Public Policy. Retrieved from paulcairney.wordpress.com:
https://paulcairney.wordpress.com/tag/policy-theory/
 Ivancevich, J. M. (2010). "Human Resource Management", . New Delhi: Tata McGraw Hill Education Private
Limited.
 Laddha, R. (2012). A Study of Industrial Relations-Issue Today and Tomorrow-A case study ofchnadra beverages ltd,
Solapur, India. Review of Research, Vol.1, Issue. VI , pp.1-4 .
 Maruthamuthu, k. (2003). A study of Labour Management Relations in PerambalurSugar mills Ltd., Eraiyur,
Perambalur Dt.
 monappa, A. (2012). Industrial realations. New Delhi: TATA MCGRAW –Hill Education, ISBN-13-9780-07451770-
3.
 relations, P. (2006). Public Relations theories and Concepts. Retrieved from nscpolteksby.ac.id:
https://nscpolteksby.ac.id/ebook/files/Ebook/Business%20Administration/Exploring%20Public%20Relations%20(200
6)/10.%20Part%202%20Chapter%208%20-%20Public%20relations%20theories%20an%20applied%20overview.pdf.
 Scott Macdonald & Peter MacIntyre (1998), The generic job satisfaction scale: Scale development and its correlates,
Sloan Work and Family Literature Database Originally published in: Employee Assistance Quarterly vol 13 pp1-16
 Singh, D. B. (2008). Industrial relations and labour law. New Delhi: Excel Books ISBN-978-81-7446-620-4.

Vol. 3, Issue- IV, [222] April 2018

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