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PH.D.

PRESENTATION
5th October , 2015, Monday
On
A COMPARATIVE STUDY ON QUALITY OF WORK LIFE, JOB SATISFACTION AND
PERFORMANCE OF EMPLOYEES OF SELECTED PUBLIC AND PRIVATE SECTOR BANKS
IN GUJARAT
BY
ASHOK D. GAUR
Assistant professor
B. J. Vanijya Mahavidyalaya (BJVM)
Vallabh Vidyanagar
UNDER THE GUIDANCE OF
DR. PINAKIN R. SHETH
Associate Professor
Department of Business Studies
Sardar Patel University
Vallabh Vidyanagar, Gujarat

CHAPTER OUTLINE OF THE RESEARCH


STUDY

Chapter 1: Conceptual Framework of Human Resource Management

The points traced out in this chapter are introduction to human resource
management, banking sector and human resource management, human
resource management and quality of work life (QWL), quality of work life, job
satisfaction and employees performance..

Chapter 2: Overview of Banking Sector in India

This chapter covers introduction, the role of commercial banks in economic


development, nationalization of banks in India, current scenario of banking
sector in India, private banks in India, foreign banks in India and brief profile of
selected banks under study.

Chapter 3: Review of Literature

This chapter discusses introduction, theoretical perspectives of the variables,


literature review on quality of work life (QWL), job satisfaction and
performance and conclusion from literature review and gaps in literature.

CHAPTER OUTLINE OF THE RESEARCH


STUDY
Chapter 4: Research Methodology
This chapter deals with the introduction, origin of the research problem, quality of work life, job
satisfaction and performance, rationale for taking the research, problem identification of the
study, objectives of the study, scope of the study, research design, sources of data collection,
sampling and population, hypotheses of the study, tools and techniques of data analysis,
chapterisation of the study, limitations and significance of the study.
Chapter 5: Data Analysis and Interpretation
This chapter deals with the introduction, Frequency Tables based on Zone and Distribution of
Respondents, Demographic Profile of Respondents, Data Analysis based on Quality of Work
Life, Discriminant Analysis based on the Quality of Work Life of Respondents, Data Analysis
based on Job Satisfaction, Discriminant Analysis based on Job Satisfaction of Respondents,
Data Analysis based on Performance, Discriminant Analysis based on Performance of
Respondents, Hypothesis Testing using T-test, Descriptive Statistics of Quality of Work Life,
Job Satisfaction and Performance, Cross Tabulation Between Quality of Work Life, Job
Satisfaction and Performance and Correlation Between Quality of Work Life, Job Satisfaction
and Performance.
Chapter 6: This chapter deals with major findings, recommendations for the employees and
banks to improve accordingly, scope for future research, conclusion and implications of the
study.

Introduction

Vast changes have been seen in the banking sector over the past two decades. Bank
employees have been facing the maximum work pressures in the process of delivering
timely services to meet organizational goals and ensure customer satisfaction. Factors
likes increased use of technologies and equipment, online bank transactions, increased
banking habits of customers, socio-economic changes, Government and RBIs guidelines
and controls etc. have increased the problem of work stress of employees causing
declined quality of work life.
Apart from regular banking business now, banking industry has to provide a wide range of
financial products and services to corporate entities and retail customers. They are
exposed to higher levels of wok stress in the changed work environment. All these affect
the banking profession and skill requirements as well as their commitment to performance
in banks. It has adverse impact on the physical and psychological health of the employees,
resulting in low quality of work life.
Due to changes in technology and to meet various demands of the customers and to
withstand the place in the global market the banks have to focus on quality of work life,
employees satisfaction on major areas like job security, job satisfaction, medical facilities,
canteen facilities, rewards, ESI, etc. Both employers and employees are now recognizing
and appreciating the significance of the quality of work life in organizations. In view of this,
bank management has to ensure quality of life for employees that can provide satisfaction
and enhance job performance.

NEED FOR STUDY

Due to changes in technology and to meet various demands of the customers and to withstand
the place in the global market the banks have to focus on quality of work life, employees
satisfaction on major areas like job security, job satisfaction, medical facilities, canteen facilities,
rewards, ESI, etc. Both employers and employees are now recognizing and appreciating the
significance of the quality of work life in organizations. In view of this, bank management has to
ensure quality of life for employees that can provide satisfaction and enhance job performance.
In quality of work life, quality of life describes a persons or groups standard of living environment,
public health, safety and general surroundings while quality of work life encompasses things that
affect their well-being such as salary and benefits.
Quality of work life is increasingly a significant part of the total benefits package. It is evident from
the review of literature that the studies on quality of work life concerning banking sector,
particularly of an inter-sectorial approach, are scanty and not adequate to arrive at meaningful
inferences.
In this thesis, an attempt is made to review the literature on quality of life to identify the concept
and measurement variables as well its linkage with satisfaction and performance. The study was
based on the descriptive research design. The sampling design being used here is simple
random sampling. The sample size 320 has been used Thus thesis seeks to utilize primary
research, through structured questionnaires and secondary method involves data collection
through magazines and websites. The tools being used for analysis and interpretation are ChiSquare test and five point liker scales

DEFINITIONS OF IMPORTANT ASPECTS COVERED UNDER


THE STUDY

QUALITY

OF WORK LIFE: According to American Society of Training


and Development, QWL is a process of work organizations which
enables its members at all levels to actively participate in shaping the
organization's environment methods and customs. This value based
process is aimed towards meeting the twin goals of enhanced
effectiveness of organization and improved quality of life at work for
employees.
JOB

SATISFACTION: Locke defines job satisfaction as a pleasurable


or positive emotional state resulting from the appraisal of ones or job
experiences. In view of the rising competition as a result of
globalization; managers have placed great importance on the construct
of job satisfaction. This may be due to the findings of many studies that
job satisfaction is a significant determinant of organizational
commitment. Highly satisfied employees will exert extra effort and
contribute positively to the effectiveness and efficiency of their
organizations
EMPLOYEES

PERFORMANCE: The performance of employees on


different jobs in close coordination is needed for success of the unit.
Performance management maintains, develop and motivate the people at
work to give better results. In the present competitive situation the
organization that gives better results can survive, stabilize, grow and

OBJECTIVES OF THE STUDY


The principal objectives of the study are as hereunder:
1. To know the quality of work life in selected banks.
2. To know the job satisfaction of employees of selected
banks.
3. To know performance of the employees of selected
banks.
4. To compare quality of work life between gender, age
groups and banks.
5. To compare job satisfaction between gender, age
groups and banks.
6. To compare performance between gender, age groups
and banks.
7. To correlate quality of work life with job satisfaction
and performance of the employees.

SOURCES OF DATA COLLECTION


PRIMARY DATA:

The data for this study are collected from


employees of selected banking units from Gujarat
state. The data are collected on the basis of
personal interviews and/or questionnaire by
personal visit of the researcher. The information
collected on this basis is both qualitative as well
quantitative. Secondary data are collected from
published literature area of the study. Pre tested
questionnaire is used to collect the necessary
information related to the present study.

SAMPLE AND POPULATION


For The sake study Researcher has divided Gujarat state
in four zones and from each zone eight banks are selected
(four nationalized, four private sectors). The names of
these banks are 1. Axis Bank
2. HDFC Bank
3. ICICI Bank
4. Kotak Mahindra Bank
5. Bank of Baroda (BOB)
6. Punjab National Bank (PNB)
7. State Bank of India (SBI) and
8. IDBI bank
Thus for
respondent
employees
procedure

the present research, the total sample


size is 320 (40 employees x 8 banks)
from selected banks. The data collection
is purely randomized.
The study has

HYPOTHESES OF THE STUDY


In the present study the following hypotheses have been
taken.
1.
2.
3.
4.

5.

6.

There is no significant difference in the quality of work life


in selected banking units.
There is no significant difference job satisfaction of the
employees in selected banking units.
There is no significant difference in the performance of the
employees in selected banking units.
There is no significant difference in the quality of work life
between the gender and age groups of the respondents in
selected banking units.
There is no significant difference in the job satisfaction
between the gender and age groups of the respondents in
selected banking units.
There is no significant difference in the performance
between the gender and age groups of the respondents in
selected banking units.

TOOLS AND TECHNIQUES USED IN THE


STUDY
The main statistical tools used in this study.
The basic information is presented in terms
of Frequency and Percentage form.
The descriptive statistics like mean, median,
mode, Standard Deviation (S.D.) are
obtained depending on the necessity.
Probable statistical tests applied for the data
analysis are ANOVA, t-test, chi-square test
and correlation.

ANALYSIS BASED ON ZONE AND


DISTRIBUTION OF RESPONDENTS
The study was done on 320 respondents
according to four zones viz., north, south,
east and west.
Out of 320 bank employees, 40 each were
selected from Axis, IDBI, HDFC, ICICI,
Bank of Baroda (BOB), Punjab National
Bank (PNB), State Bank of India (SBI) and
IDBI Bank.
There were four public and four private
banks in this study. From each type of
banks, 160 employees were selected.

S. No.

Demographics
Gender:

Male
Female
Age Group
below 21
21-34
35-44
45-54
50 or Above 50
Marital Status
Married
Unmarried
Education
SSC
HSC
Diploma
Graduate

Government
Private
Frequency
Percentage Frequenc
y
127
79.4%
132
33
20.6%
28

Percentag
e
80.9%
19.1%

7
65
34
32
22

4.4%
40.6%
21.2%
20.0%
13.8%

2
106
26
18
8

1.2%
66.2%
16.2%
11.2%
5.0%

121
39

75.6%
24.4%

99
160

68.8%
31.2%

2
1
2
84

1.2%
0.6%
1.2%
52.5%

2
3
0
72

1.2%
1.9%
0%
72%

Demographics
5.

7.

8.

Type of Employment
Permanent
Contractual
Temporary
other
Class/Grade of
Employment
Class -I
Class -II
Class -III
Class -IV
Work Experience
Less than 1
1-2
2-3
3-4
More than 4
Monthly Salary
Less than 10000
10000-20000

Government

Private

145
11
4
0

90.6%
6.9%
2.5%
0%

122
11
26
1

76.2%
6.9%
16.2%
0.6%

58
66
31
5

36.2%
41.2%
19.4%
3.1%

80
54
20
6

50.0%
33.8%
12.5%
3.8%

11
16
17
21
95

6.9%
10.0%
10.6%
13.1%
59.4%

34
28
19
7
72

21.2%
17.5%
11.9%
4.4%
45.0%

7
35

4.4%
21.9%

16
55

10.0%
34.4%

ANALYSIS BASED DEMOGRAPHIC PROFILE OF


RESPONDENTS
Age Group: The study depicts that among 320
respondents, majority (53.4%) were aged 21 to 34 years
followed by 18.8%, 15.6%, 9.4% and 2.8% had age
between 35 to 44, 45 to 54, >54 and <21 years
respectively. It can be concluded that there were very few
respondents whose age was below 21 years and more than
55 years. Above table shows distribution of respondents
according to their age groups and bank type. Proportion of
elder (>54 yrs) respondents was higher in government
bank whereas younger (21 to 34 yrs) respondents were
more in private bank.
Gender: There were 259 (80.9%) male employees whereas
remaining 19.1% were females. In present study, male to
female ratio is same in government and private bank. In
government and private bank male employees were high as
compared to females.
Marital Status: Out of 320 respondents, 220 (68.8%) were
married whereas remaining 100 (31.2%) were unmarried.
Among 160 government bank employees, 75.6% were

ANALYSIS BASED DEMOGRAPHIC PROFILE OF


RESPONDENTS
Educational
Qualification:
Among
320
selected
respondents, 156 (48.8%) were graduates, 154 (48.1%)
were post graduates whereas remaining few employees
were either diploma holders or having education up to
secondary or higher secondary level. About 50% were
graduates and others were post graduates. Proportion of
graduates was high in government bank whereas post
graduates were more in private bank.
Type of Employment: There were 267 (83.4%)
permanent, 22(6.9%) contractual, 30 (9.4%) temporary
employees in present study. As compared to private bank,
government banks had more permanent employees. In
contrary, temporary employees were more in private bank
compared to government bank.
Class/Grade of Employment: out of 320 respondents,
138 (43.1%) were class I employee whereas 120 (37.5%)
were class II, 51 (15.9%) were class III and remaining 11
(3.4%) were class IV employee. Proportion of class I
employees were higher in private banks whereas class II

ANALYSIS BASED ON THE QUALITY OF WORK


Respondents view on whether
job requires learning new things
LIFE

Out of 160 selected private bank employees, 85 (53.12%)


respondents strongly agree, 68 (42.5%) only agree and 8 (4.38%)
respondents do not agree with the statement that job requires new
learning things. Majority of the respondents from HDFC bank i.e. 29
(34.12%) strongly agree, Axis bank 25 (36.76%) agree and that of
Kotak Mahindra bank 7 (71.43%) not agree that job requires new
learning things. On the other hand, looking to the government bank
employees, 64 (40%) employees strongly agree, 93 (58.12%) agree
and 3 (1.88%) not agree with the statement. Majority of employees
from Bank of Baroda 24 (37.50%) strongly agreed and that of IDBI

ANALYSIS BASED ON THE QUALITY OF WORK


Respondents view on whether job
let them use their skills and abilities
LIFE
Type of Bank

SA

NA

SD

Axis

16

23.19

14

18.92

53.33

100.00

--

--

HDFC
ICICI
Kotak Mahindra

22
17
14

31.88
24.64
20.29

18
21
21

24.32
28.38
28.38

-2
5

-13.33
33.33

----

----

----

----

Private Banks (N)

69

100.00

74

100.00

15

100.00

100.00

--

--

SBI

13

27.08

19

21.11

22.22

100.00

--

--

BOB
PNB
IDBI

22
8
5

45.83
16.67
10.42

16
24
31

17.78
26.67
34.44

2
8
4

11.11
44.44
22.22

----

----

----

----

Govt. Banks (N)

48

100.00

90

100.00

18

100.00

100.00

--

--

Among 160 selected private bank employees, 69 (43.12%) respondents


strongly agree, 74 (46.25%) agree, 15 (9.38%) not agree and 2 (1.25%)
disagree that job let them use their skills and abilities. Further considering
majority of respondents, HDFC bank was leading with 22 (31.88%)
respondents who strongly agree, 21 (28.38%) each from ICICI bank and Kotak
Mahindra bank who agree, 8 (53.33%) from Axis bank not agree and 2
(100.00%) from Axis bank who disagree with the statement. Moving towards
government bank employees, 48 (30.00%) employees strongly agree, 90
(56.25%) agree, 18 (11.25%) not agree and 4 (2.50%) disagree with the
statement. Considering majority ratio of employees, Bank of Baroda was
leading with 22 (45.83%) respondents who strongly agree, 31 (34.44%) from
IDBI bank who agree, 8 (44.44%) from Punjab National Bank who not agree

ANALYSIS BASED ON JOB SATISFACTION


Respondents view on whether income from job alone is enough to meet
familys usual monthly expenses and bills

Out of 160 selected private bank employees, 30 (18.75%) respondents


strongly agree, 47 (29.38%) agree, 32 (20.00%) not agree, 27 (16.87%)
disagree and 24 (15.00%) respondents strongly disagree with the statement.
In case of majority of the respondents, HDFC bank was leading with
respondents 16 (53.33%) who strongly agree, 14 (29.79%) from HDFC bank
agree, 14 (43.75%) from ICICI bank not agree, 11 (40.74%) from Axis bank
disagree and 10 (41.67%) again from Axis bank strongly disagree that income
from job alone is enough to meet familys usual monthly expenses and bills.
On the other hand, looking to the government bank employees, 27 (16.88%)
employees strongly agree, 71 (44.37%) agree, 43 (26.88%) not agree, 17
(10.62%) disagree and 2 (1.25%) strongly disagree with the statement.
Considering majority of employees, Bank of Baroda was leading with 14
(51.85%) respondents who strongly agreed, 26 (36.62%) of IDBI bank agreed,
14 (32.56%) each from State Bank of India and IDBI bank not agreed, 8

ANALYSIS BASED ON JOB SATISFACTION


Respondents view on whether satisfaction with the salary

Out of 160 selected private bank employees, 31 (19.37%) respondents


strongly agree, 48 (30.00%) agree, 51 (31.88%) not agree, 8 (5.00%) disagree
and 22 (13.75%) respondents strongly disagree with the statement. Moving
towards majority of the respondents, HDFC bank was leading with respondents
12 (38.71%) who strongly agree, 18 (37.50%) from Axis bank agree, 19
(37.50%) from ICICI bank not agree, 3 (37.50%) each from ICICI and Kotak
Mahindra bank disagree and 7 (31.82%) from Kotak Mahindra bank strongly
disagree with the statement. In case of government bank employees, 25
(15.62%) employees strongly agree, 78 (48.75%) agree, 32 (20.00%) not
agree, 19 (11.88%) disagree and 6 (3.75%) strongly disagree with the
statement. In case of majority of government bank employees, State Bank of
India was leading with each 10 (40.00%) respondents who strongly agreed, 27
(34.62%) of IDBI bank agreed, 11 (34.38%) from IDBI bank not agreed, 8

ANALYSIS BASED ON THE PERFORMANCE


Respondents view on whether they are able in making significant
achievements with regard to career

Out of 160 selected private bank employees, 43 (26.88%) respondents


strongly agree, 76 (47.50%) agree, 31 (19.37%) not agree and 10 (6.25%)
disagree with the statement. Looking to the majority of the respondents, HDFC
bank was leading with respondents 18 (41.86%) who strongly agree, 23
(30.26%) from Axis bank agree, 11 (35.48%) from again Axis bank not agree
and 5 (50.00%) from Kotak Mahindra bank disagree with the statement.
Considering government bank employees, 28 (17.50%) employees strongly
agree, 104 (65.00%) agree, 23 (14.38%) not agree and 5 (3.12%) disagree
with the statement. Taking into account majority of employees, Bank of Baroda
was leading with 11 (39.29%) respondents who strongly agreed, 30 (18.75%)
of Punjab National Bank agreed, 8 (34.78%) from IDBI bank not agreed and 2

ANALYSIS BASED ON THE PERFORMANCE


Respondents view on whether they have been able to increase the net profit
of organization

Out of 160 private bank employees, 42 (26.25%) respondents strongly agree,


79 (49.38%) agree, 37 (23.12%) not agree and 2 (1.25%) disagree with the
statement. Taking into account majority of respondents, HDFC bank was
leading with respondents 15 (35.71%) who strongly agree, 22 (27.85%) from
Axis bank agree, 11 (29.73%) each from Axis and Kotak Mahindra bank not
agree and 1 (50.00%) each from HDFC and ICICI bank disagree with the
statement. Examining government bank employees, 34 (21.25%) employees
strongly agree, 91 (56.88%) agree, 30 (18.75%) not agree, 1 (0.62%) disagree
and 4 (2.50%) strongly disagree with the statement. Considering majority of
government bank employees, Bank of Baroda was leading with 15 (44.12%)
respondents who strongly agreed, 28 (30.77%) of Punjab National Bank
agreed, 13 (43.33%) from IDBI Bank not agreed, 1 (100.00%) of Bank of
Baroda disagreed and 2 (50.00%) of State Bank of India and IDBI bank strongly

FINDINGS BASED ON DESCRIPTIVE STATISTICS ON


QUALITY OF WORK LIFE, JOB SATISFACTION AND
PERFORMANCE

Quality of Work Life: Among selected 320 respondents,


79 (24.7%) said quality of work life in their banks was
excellent whereas as per 76 (23.8%) it was good, 105
(32.8%) said it was bad and remaining 60 (18.8%) said it
was poor.
Job Satisfaction: Among selected 320 respondents, 76
(23.8%) said they were fully satisfied with their job whereas
79 (24.7%) were satisfied, 82 (25.6%) were dissatisfied and
remaining 83 (25.9%) were fully dissatisfied with their job.
Performance: Among selected 320 respondents, 78
(24.4%) said performance in their banks was excellent
whereas as per 82 (25.6%) it was good, 78 (24.4%) said it
was bad and remaining 82 (25.6%) said it was poor.

FINDINGS BASED ON QUALITY OF WORK LIFE

Quality of work life between government and private


bank employees : Among government employees only
18.8% said they had excellent quality of work life whereas
among private employees 30.6% said they had excellent
quality of work life.
Quality of work life between male and female bank
employees : Among male employees 26.3% said they had
excellent quality of work life whereas among female
employees only 18.0% said they had excellent quality of
work life.
Quality of work life between married and unmarried
bank employees : Among married employees, 24.5% said
they had excellent quality of work life whereas among
unmarried employees, 25.0% said they had excellent
quality of work life.
Quality of work life of bank employees according to
education: None of employees with lower educational
qualification had excellent quality of work life whereas

FINDINGS BASED ON JOB SATISFACTION

Job Satisfaction between government and private


bank employees : Among government employees, 55%
were satisfied whereas among private employees, 42%
were satisfied with their job. Government employees were
more satisfied as compared to private employees.
Job Satisfaction between male and female bank
employees : Among male employees, 50% were satisfied
whereas among female employees, 45% were satisfied with
their job. Male employees were more satisfied as compared
to female employees.
Job Satisfaction between married and unmarried
bank employees : Among married employees, 53% were
satisfied whereas among unmarried employees, 38% were
satisfied with their job. Satisfaction level was higher among
married as compared to unmarried employees.
Job Satisfaction of bank employees according to
education : Satisfaction level was higher among graduates
as compared to employees who had completed only

FINDINGS BASED ON PERFORMANCE

Performance between government and private bank


employees : Among government employees, 55% had
good performance whereas among private employees, 45%
had good work efficiency. Government employees had more
performance as compared to private employees.
Performance between male and female bank
employees : Among male employees, 51% had good
performance whereas among female employees, 44% had
good work efficiency. Male employees had more
performance as compared to female employees.
Performance between married and unmarried bank
employees : Among married employees, 51% had good
performance whereas among unmarried employees, 47%
had good work efficiency. Married and unmarried
employees had almost equal work efficiency.
Performance of bank employees according to
education : Performance was high among employees with
high education.

FINDINGS BASED ON HYPOYTHESES TESTING


Quality of work life
Private employees strongly mean that their job require very
fast work whereas government employees agree with the
same. Agreement is higher among private employees as
compared to government employees (p-value < 0.01).
As compared to government, private banks give more
freedom to their employees to use their Skills and abilities in
their work (p-value = 0.026).

Government employers had less trust on their employees as


compared to private bank employees (p-value = 0.016).
As per employees, safety and security of employees were at
high priority in private banks whereas in government it was
not up to the marks (p-value = 0.001).
As far as job security is concerned, government employees
had shown more agreement as compared to private
employees (p-value = 0.035). Thus overall quality of work
life is high in government banks as compared to private
banks.

FINDINGS BASED ON HYPOYTHESES TESTING


Job Satisfaction

Both government and private bank employees were not satisfied


with the income earned by their salary. Private employees were
more dissatisfied as compared to government employees (p-value
= 0.001).

Government employees had high satisfaction level regarding work


condition as compared to private employees (p-value = 0.013).
Almost all selected employees mean that their job was not
according to their capability and liking.

As compared to private employees, government employees were


getting more perks in the form of rewards (p-value = 0.017).

Government employees were not pressurized for


they can always enjoy all holidays and other
private employees had somewhat dissatisfaction
work load and inability to fully enjoy holidays and
value < 0.05).

As compared to government, private employees got satisfactory


training (p-value = 0.007).

Overall,

satisfaction

level

is

high

among

extra work and


leaves whereas
regarding extra
other leaves (p-

government

bank

FINDINGS BASED ON HYPOYTHESES TESTING


Performance
As compared to government employees, private employees
were reflecting more agreement in taking any proactive
steps to improve the quality of products or services of their
banks (p-value = 0.017).
As compared to government employees, private employees
had more agreement regarding get learn the skill of work
delegation (p-value = 0.003).

As per private employees, they got more cooperation from


their colleagues as compared to government employees (pvalue = 0.013).
Overall performance was better in private banks as
compared to government banks.

RECOMMENDATIONS OF THE STUDY


Based on the key findings, the following recommendations are
outlined.
Employees should be given a challenging job because it
motivates them and influences their quality of work life. It
should be kept in mind that the workload should be in line
with employees capabilities and resources.
Amenities at work ought to be improved at the earliest as
poor amenities make the employee dissatisfied.

Appropriate pay strategies could be evolved to give fair and


adequate compensation to the employees. Management
should make attempts to adjust pay scales according to the
changes in cost of living from time to time. Banks can take
many steps towards welfare of its employees by providing
other benefits like leave fare, medical aid and productivity
bonus etc.
Adequate number of staff should be recruited. Vacant posts
should be filled up as soon as possible. While recruiting the
ratio of male and female staff should be even. Recruitment

Testing of Hypothesis
Hypothesis

Quality of work life


Chi-square P-Value Result
Value

Significant

Quality of work life between 11.624


Government and Private Bank
employees

0.009

rejected

significant

Quality of Work Life between Male 3.131


and Female bank employees

0.372

accepted

no significant

Quality of Work Life between bank 14.821


employees of various age groups

0.251.

accepted

no significant

Quality of Work Life between 4.170


Married and Unmarried bank
employees

0.244.

accepted

no significant

Quality of Work Life of bank 24.358


employees on their education.

0.018.

rejected

significant

Quality of Work Life of bank 18.426


employees on their experience

0.103.

accepted

no significant

Testing of Hypothesis
Hypothesis
Job satisfaction between
Government and private banks
Male employees were more
satisfied as compared to female
employees.
Young employees were less
satisfied as compared to elders
Satisfaction level was higher
among married as compared to
unmarried employees
Satisfaction level was higher
among graduates as compared
to employees who had
completed only schooling
Satisfaction level was higher
among more experienced
employees as compared to
those who had less work
experience

Job satisfaction
Chi-square PValue
Value

Result

Significant

18.794

0.001

rejected

significant

12.449

0.006.

rejected

significant

30.679

0.002.

rejected

significant

6.435

0.092.

accepted

no significant

24.259

0.019

rejected

significant

28.917

0.004.

rejected

significant

Testing of Hypothesis
Performance

Hypothesis

Chi-square
Value

P-Value

Result

Significant

Performance between
Government and Private
Bank employees.

15.682

0.001.

rejected

significant

Performance between
Male and Female bank
employees
Performance on age of
bank employees
Performance between
married and unmarried
bank employees.

30.498

0.001.

rejected

significant

26.083

0.010

rejected

significant

0.528

0.913.

accepted

no significant

Performance of bank
employees according to
education

27.426

0.007

rejected

significant

Performance on work
experience of bank
employees

28.529

0.005.

rejected

significant

Findings based on correlation


Correlation between QWL & Job satisfaction

Relations

Pearson
P-Value
Correlation

Correlation

QWL & Job


Satisfaction

0.789

.000

Positive

QWL & Performance 0.751

.000

Positive

Job Satisfaction&
Performance

.000

Positive

0.723

**Significant at 0.01 level (2 tailed )

RECOMMENDATIONS OF THE STUDY

Before introduction of new technologies adequate training


has to be given to the employees to cope up with the new
task. Even after introduction, continuous job support should
be given to the employees to solve their difficulties.
Sound interpersonal relations result in organizational
efficiency.
Good
cooperation
and
contact
between
management and employees ensures QWL. Team spirit leads
to greater efficiency.
To encourage competitive culture in public sector banks,
seniority based promotion policies should be revised.
The public sector bank needs to increase employees' pay
satisfaction by introducing a differential pay system based on
one's merit and effort. To maintain satisfied and dedicated
work force, performance based compensation package
should be introduced.
Job security has long been one of the most positive aspects of
public sector banks; hence private sector bank needs to
introduce special schemes related to pension, gratuity,
retirement, and other related benefits to enhance the

SIGNIFICANCE OF THE STUDY


This study gives a clear picture of quality of work life, job
satisfaction and performance of employees working in public
and private banks. It says whether, the quality of wok life bank
employees is better or not, whether they are satisfied with job
or not. It also draws an attention towards the problems faced
by the employees in their work. It may help the banks to
improve employees performance.
Providing quality at work not only reduces attrition but also
helps in reduced absenteeism and improved job satisfaction.
Not only does QWL contribute to a company's ability to recruit
quality people, but also it enhances a banks competitiveness.
On the academic side, this study makes a significant
contribution to the organizational behavior and human
resources management literature by systematically examining
the influence of quality of work life on employees job
satisfaction, performance in banks context. Overall, the
current study findings provide tentative support to the
proposition that quality of work life should be recognized as a

LIMITATIONS OF THE STUDY


The limitations of the study are as under.
The study is targeted on only Gujarat state.
The answers given by the respondents maybe subjective
and hence it may cause the result otherwise.
As study is done in a particular region, the results obtained
from this study may not be taken granted for all employees
in the universe.

The data collection is a very tough task and it requires


passion, money and time. Due to some limitations of the
researcher, it is not possible to collect information from
other regions.

THANK YOU