A study on effectual enrichment through work life responsible HRM practices in select it & ITES organizations of Hyderabad, India

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The Study tries to elucidate the Work Life Positivity from an organizational perspective & several allied practices that are observed influential Employees in professional & personal imperatives in an enriching way and it also tries to cover the various effectual organizational outcomes by virtue of such practices.

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International Journal of Management (IJM) Volume 7, Issue 7, November–December 2016, pp.217–225, Article ID: IJM_07_07_022 Available online at http://www.iaeme.com/ijm/issues.asp?JType=IJM&VType=7&IType=7 Journal Impact Factor (2016): 8.1920 (Calculated by GISI) www.jifactor.com ISSN Print: 0976-6502 and ISSN Online: 0976-6510 © IAEME Publication A STUDY ON EFFECTUAL ENRICHMENT THROUGH WORK LIFE RESPONSIBLE HRM PRACTICES IN SELECT IT & ITES ORGANIZATIONS OF HYDERABAD, INDIA K. L. Revathi Assistant Professor, Department of Management, IARE, Hyderabad, India Sreekanth Yerramilli Research Scholar, Department of HRM, GITAM, Hyderabad, India Abdul Afsar Pasha Assistant Professor, Department of Management, IARE, Hyderabad, India ABSTRACT The Study tries to elucidate the Work Life Positivity from an organizational perspective & several allied practices that are observed influential Employees in professional & personal imperatives in an enriching way and it also tries to cover the various effectual organizational outcomes by virtue of such practices. This conceptual study also want to project a macro level picture of the ongoing need of observing Work Life as part of the same compendium rather than seeing them as two different entities trying to balance each other and also the current burgeon necessity of work family responsible organizations’ quest for Individuals’ fundamental positive antecedents like Harmony, Happiness, Contentment etc from Work Life perspectives for an integrated overall Employees well being. Key words: Work Life, Enrichment Practices, Work Family Responsibility, Positive outcomes Cite this Article: K. L. Revathi, Sreekanth Yerramilli and Abdul Afsar Pasha, A Study on Effectual Enrichment Through Work Life Responsible HRM Practices in Select IT & ITes Organizations of Hyderabad, India. International Journal of Management, 7(7), 2016, pp. 217–225. http://www.iaeme.com/IJM/issues.asp?JType=IJM&VType=7&IType=7 1. INTRODUCTION The Globally integrating work environments are commonly perceived decreasing the workload of employees by virtue of the most advanced Information & Communication Technologies. The connected networks, Telecommuting facilities of working environments, cloud based network systems are enabled by new communication technology interfaces such as Mobile computing devices, smart mobile technologies etc. These provide employees various options for performing their daily tasks & also for effective communications with co-workers, supervisors, clients any time anywhere making the Work environments http://www.iaeme.com/IJM/index.asp 217 editor@iaeme.com
K. L. Revathi, Sreekanth Yerramilli and Abdul Afsar Pasha more virtual than real.In the onset ,the widely believed thought is, these flexibility can give individual workers the opportunity to better balance all their work and home domains positively , as they can allocate their time over work and family activities in a way that suits their situation best .So to say that the birth of the technological age has resulted in drastic changes in employee work patterns, including the possibility of job or task sharing, flexible working, and empowering women & otherwise able workforce. But this in a way have increased expectations regarding employee availability that indirectly triggers aspects where sometimes have also resulted in a trend of rise in non-standard work schedules with any time any place work engagements obligations also.By these it is noted that employees in a way feel these advancements wipe the distinctions between the Work & other Personal or Life domains, integrating them together for both positive & negative effects exchanged to each other domains. This resulted in an acute surge in organizational concerns over Employees’ positivist Work Life scenarios & outcomes 2. THE WORK LIFE THEORY & RESEARCH Over the past century there are prolific concepts publicized by many celebrated Scholars of the century on Work Life Balance & Positivity. Especially over past few decades, the growing need for study in the field of Work Life aspects resulted in phenomenal contributions in the field of positive Work Life Developments so there seems a slow & steady metamorphosis .The concept of Work Life Research particularly covered under concepts like Boundary Theory, Segmentation Theory, compensation theory, Role Theory, Spill Over Theory, Cross Over Theory etc are proliferated. Now several ongoing Work Life studies are more focusing on the Positive Psychology fundamentally more on the Positive capital gains and their translations into enrichment gains in other domains of an individual .Rooted in studies like U. Bronfenbrenner’s ecological systems theory suggests that the work-family experience is a joint function of process, person, context and time characteristics. And expansion-enhancement hypothesis from Work Life Enrichment research results that Positive psychological capital predominantly contributes a huge resource gain in one domain & it transcends accordingly in other domain for enrichment & vice versa. 3. POSITIVE ENRICHING PRACTICES OF WORK LIFE RESPONSIBLE ORGANIZATIONS Global IT organizations ,owing to several observations of enriching gains & transcending trends in work places have geared up working on Family responsible work cultures & practices particularly more with thriving countries like India being a Family inclined cultural system that would help employees harmonize both Work & personal domains evenly . As the broader research on Work Life balance evolved it identified Work & Other intersecting domains of Individuals not just as some entities trying to balance each other , rather on the contrary it is the composition of same super-set called “Life” that comprise several domains like Work, Family, Friends, personal interests etc (Tracey. Warren .2004 )trying to harmonize for individualistic happiness .These practices & policies around the practices revolve around the organization in terms of flexibility and conciliation practice. These would also measure the impact of leadership on individual and company outcomes. 4. KEY OBJECTIVES OF STUDY • Studying the perception of employees regarding positive enhancing practices & leadership, culture that contribute to the reconciliation of work, family and personal life. • Explore Positive Work outcomes of the company through the Work Life responsible facilitation practices. • Identify key drivers capable of producing positive changes in the Work Family culture of the employees • Identify the degree of leadership development and corporate culture regarding Family Corporate Responsibility http://www.iaeme.com/IJM/index.asp 218 editor@iaeme.com
A Study on Effectual Enrichment Through Work Life Responsible HRM Practices in Select IT & ITes Organizations of Hyderabad, India 5. HYPOTHESIS 1. H0- A-Null Hypothesis: Organizational practices Creativity /Innovation/Task Autonomy , Fun, Health, Knowledge & Time facilitation are Not efficient in contributing Work Positive outcomes like Stress Reduction, Work Motivation, Productivity Improvement ,Attrition Control & job enhancement 2. H1- A Alternative Hypothesis: Organizational practices Innovation, Fun, Health, Knowledge & Time facilitation are efficient in contributing Work Positive outcomes like Stress Reduction, Work Motivation, Productivity Improvement, and Attrition Control & job enhancement 3. H0-B-Null Hypothesis: The model is not efficient in linking Stress Management, Productivity Improvement, Attrition Control, and Motivation to Perform to Work family/ life enrichment 4. H1-B Alternative Hypothesis: The model is efficient in linking Stress Management, Productivity Improvement, Attrition Control, and Motivation to Perform to Work family /life enrichment 6. RESEARCH METHODOLOGY A stepwise linear regression method is employed using the dependent variables and normalized scores of ranking to antecedential factors from the Independent variables loaded for analysis. Also here , in order to harness more quality out of responses & minimize casual inferences , the 5 key drivers of the positive effect are captured in 2 layers wise ranking & rating to capture generic life-attribution priorities on these enriching elements & secondly as situational work family drivers with 5 point likert scale questions . 7. DATA ANALYSIS 7.1. Data Setting • Every employee is asked to give a rank to following enrichment factors 1. Creativity /Innovation /Lateral Thinking, 2. Fun, Cultural, sports, hobbies, Activities clubs, friends, 3. Job Relevant Knowledge, Skills, Training, Process education, 4. Health & Wellness facilities 5. Work from Home/ Time flexibility/Work driven not time based on life needs • These ranks are normalized based on the responses provided by the employees, then the employees rated them also on 5 point likert scale on how they perceive these practices contributes to the work system particular to following positive outcomes. 1. Reduce Work Life stress 2. Attrition Control & build loyalty 3. Motivation to higher performance 4. Improve organizational productivity 5. Overall Work life enrichment • These responses are also normalized • The average of the above normalized responses is computed and is taken 7.1.1. Sample Collection Sample was collected using cascading snowball model across different IT & ITes organizations of Hyderabad, India as cluster sampling method with both self administered & personal interview questioner given to respondents. 7.1.2. Data Analysis Software The Research used SPSS (2.0) Software to analyze the data collected. http://www.iaeme.com/IJM/index.asp 219 editor@iaeme.com
K. L. Revathi, Sreekanth Yerramilli and Abdul Afsar Pasha 7.2. Results & Tables of Outcomes 7.2.1. Pairwise Correlations - Test 1 Dependent Variable: Managing_Stress_at_Family_and_Work & Predictors: (Constant), Zscore: Health & Wellness facilities 7.2.2. Pairwise Correlations: Test 2 Dependent Variable: Lesser Attrition & Job Enclenchement Predictors: (Constant), Zscore: Fun, Cultural , sports, hobbies , Activities clubs, friends 7.2.3. Pair wise Correlations- Test 3 Dependent Variable: Motivation_To_Perform Predictors: (Constant), Zscore: Fun, Cultural , sports, hobbies , Activities clubs, friends http://www.iaeme.com/IJM IJM/index.asp 220 editor@iaeme.com
A Study on Effectual Enrichment Through rough Work Life Responsible HRM Practices in Select IT & ITes Organizations of Hyderabad, India 7.2.4. Pairwise Correlations- Test 4 Dependent Variable: Productivity Improvement Predictors: (Constant), Z score: Health & Wellness facilities; 7.3. Work Out Comes & their Work to Family Enrichment Effect A model to check which of the outcomes at work (Stress Management, Productivity Improvement, Attrition Control, and Motivation to Perform) contribute significantly to the Work family /life enrichment. 7.3.1. Data Setting Based on the normalization of ratings given by the employees on Practices like Creativity /Innovation /Lateral Thinking, Fun, Cultural, sports, hobbies, Activities clubs, friends, Job Relevant Knowledge, Skills, Training, Process education, Health & Wellness facilities, Work From Home/ Time flexibility/Work Driven not time driven Work systems contributing to Stress Management, Productivity Improvement, Attrition Control, and Motivation to Perform, scores are computed for each of the outcomes • Similarlyrly scores are computed for Overall work life enrichment as well based on the above procedure 7.3.2. Method Used A Stepwise linear regression using the Worklife_Enrichment as the dependent variable and scores corresponding to Stress Management, Productivity Improvement, Attrition Control, and Motivation to Perform as Independent variables is employed. 7.4. Results 7.4.1. Pairwise Correlations Work Micro system Outcomes Worklife_Enrichment Worklife_Enrichment 1.000 Managing_Stress_at_Family_and_Work .725 Lesser_Attrition_Probability .683 Motivation_To_Perform .777 Productivity_Improvement .877 http://www.iaeme.com/IJM IJM/index.asp 221 editor@iaeme.com
K. L. Revathi, Sreekanth Yerramilli and Abdul Afsar Pasha Managing_Stre Worklife_Enric ss_at_Family_a Lesser_Attritio Motivation_To_ Productivity_I hment nd_Work n_Probability Perform mprovement Worklife_Enrichment 1.000 .725 .683 .777 .877 Managing_Stress_at_Family .725 1.000 .774 .780 .816 _and_Work Lesser_Attrition_Probability .683 .774 1.000 .746 .753 Motivation_To_Perform .777 .780 .746 1.000 .839 Productivity_Improvement .877 .816 .753 .839 1.000 7.4.2. Principal Component Analysis http://www.iaeme.com/IJM/index.asp 222 editor@iaeme.com
A Study on Effectual Enrichment Through Work Life Responsible HRM Practices in Select IT & ITes Organizations of Hyderabad, India 8. FINDINGS & SUGGESTIONS • By the above independent correlation tests on different Organizatiational outcomes of select enrichment practices, it is evident that work and family domains are positively correlated predominantly with Health and wellness facilities & providing Fun, Cultural, sports Activities and camaraderie .Where, also Motivation to perform is moderately negatively correlated with Fun, Cultural, sports, hobbies, Activities clubs, and friends as it widely perceived diluting the focus of work . Though there was only a moderate correlation to other practices like Creativity /Innovation /Task Autonomy, Time Flexibility & Knowledge facilitations, these could be subjective areas and could be dependent on the domains of sample observed. • And further observations into understanding the gross effectual Work to Family enrichment spill over, there are 4 component outcomes considered and each outcome in turn is based on the responses associated with practices themed Creativity /Innovation /Lateral Thinking, Fun, Cultural , sports, hobbies , Activities clubs, friends, Job Relevant Knowledge ,Skills, Training, Process education, Health & Wellness facilities, Work From Home/ Time flexibility/Work Driven not time driven Work systems. Here it is clearly evident that Work life enrichment is highly positively correlated with each of the organizational outcomes (Stress Management, Productivity Improvement, Attrition Control, and Motivation to Perform). And it also revealed that there is a lot of multi-co linearity as is evident from higher correlations among the independent variables as well • The above component matrix suggests that component 1 is heavily influenced by all the four outcomes as can be seen by their correlation with component 1.indicating the amount of weight age that needs to be given to each of the 4 outcomes in the integrated component. Here also we see that the weights are more or less equal across all outcomes, indicating that all of them are equally influencing the Work life enrichment http://www.iaeme.com/IJM/index.asp 223 editor@iaeme.com
K. L. Revathi, Sreekanth Yerramilli and Abdul Afsar Pasha • Now when linear regression is performed with work life enrichment score as the dependent variable and the component obtained by integrating the outcomes variables as the independent variable. R-Squared for the model is 70% indicating that these 4 outcomes together are explaining 70% of the variance in work life enrichment and the rest 30% of it is supposedly taken care by other factors considered out of the folds of the study could be as discussed earlier factors like Monitory gains, Career gains, Brand Association etc . • However, we could summarise these gross results that 70% of Work life enrichment is contributed by following the studied practices. A positive value of the coefficient (0.589) indicates that an increase in any of the 4 outcomes through these practices will increase the work life enrichment of the individual towards positivity. 9. CONCLUSION The rapid dynamics of Work and Personal Lives of present day Employees is always at cross roads of survival imperatives & overall happiness , as it is beyond dispute that irrespective of age ,era & advancements Human thought & its quest for happiness is beyond any realm of objective so called social security goals & monitory gains and is more inclined towards inner subjectivity .And here , global work systems are transcending towards being total individual centric concepts organizations these days are transcending towards focusing on such holistic practices to make fit all its employee individual needs dynamically. During such quest ,this conducted study clearly could summarize that managing stress, improving productivity ,enclenchement, proactive motivations at work and family are positively correlated with providing proper autonomy, fun, flexibility, knowledge & Health and wellness facilitations where it could ease at personal domains & there by result in creating surplus positive psychological capital for employees at personal & work domains also . Overall it is evident from the study that ,the themed organizational enrichment -practices are widely opined succefully facilitating positive work to life in employees through work systems positive outcomes like (Stress Management, Productivity Improvement, Attrition Control, and Motivation to Perform)and accordingly organizations too strive with more such employee friendly practices discussed above for a positive increase in the outcomes that would increase the holistic work life enrichment of the individuals. REFERENCE [1] Amundson, N.E. (2001). Three-dimensional living. Journal of Employment Counseling, 38, 114-128. [2] Bailyn, L., Drago, R., & Kochan, T.A. (2001). Integrating work and family life: A holistic approach . A Report of the Sloan Work–Family Policy Network. MIT Sloan School of Management, Boston M.A. [3] Bronfenbrenner, U. (1989). Ecological systems theory. Annals of Child Development, 6, 187-249. [4] Carlson, D. S., Kacmar, K. M., Wayne, J. H., & Grzywacz, J. G. (2006). Measuring the positive side of the work-family interface: Development and validation of a work-family enrichment scale. Journal of Vocational Behavior, 68(1), 131-164. [5] Clark, S. C. (2000). Work/family border theory: A new theory of work/family balance. Human Relations, 53, 747-770. [6] Crosby, F. (1984). Job satisfaction and domestic life. In M. D. Lee & R. N. Kanungo (Eds.), Management of work and personal life (pp. 41-60). New York, NY: Praeger. [7] Fisher, G.G. (2001). Work/Personal Life Balance: A Construct Development Study (Doctoral Dissertation, Bowling Green State University, USA). Retrieved February 7, 2008, from ProQuest Dissertations & Theses database. (UMI No. 3038411) [8] Florida, R. (2002). The rise of the creative class. New York: Basic Books. [9] Freud.S, the Mind of the Moralist - Page 424 [10] Frone, M.R., Russell, M., & Cooper, M.L. (1992b). Antecedents and outcomes of work-family conflict: Testing a model of the work-family interface. Journal of Applied Psychology, 77(1), 65-78. [11] Greenhaus, J. H., & Parasuraman, S. (1986). A work-non work interactive perspective of stress and its consequences. Journal of Organizational Behavior Management, 8, 34-60. http://www.iaeme.com/IJM/index.asp 224 editor@iaeme.com
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