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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
K. L. Revathi, Sreekanth Yerramilli and Abdul Afsar Pasha
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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
A Study on Effectual Enrichment Through Work Life Responsible HRM Practices in Select IT & ITes Organizations
of Hyderabad, India
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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.
K. L. Revathi, Sreekanth
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7.2. Results & Tables of
Outcomes
7.2.1. Pairwise Correlations -
Test 1
Dependent Variable: Managing_Stress_at_Family_and_Work & Predictors:
Wellness facilities
7.2.2. Pairwise Correlations:
Test 2
Dependent Variable: Lesser Attrition & Job Enclenchement
sports, hobbies , Activities clubs, friends
7.2.3. Pair wise Correlations-
Test 3
Dependent Variable: Motivation_To_Perform
hobbies , Activities clubs, friends
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/index.asp 220
Outcomes
Test 1
Dependent Variable: Managing_Stress_at_Family_and_Work & Predictors:
(Constant), Zscore:
Test 2
Dependent Variable: Lesser Attrition & Job Enclenchement
Predictors: (Constant), Zscore: Fun, Cultural ,
sports, hobbies , Activities clubs, friends
Test 3
Dependent Variable: Motivation_To_Perform
Predictors: (Constant), Zscore:
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(Constant), Zscore:
Health &
Predictors: (Constant), Zscore: Fun, Cultural ,
Predictors: (Constant), Zscore:
Fun, Cultural , sports,
A Study on Effectual Enrichment Th
rough Work Life Responsible HRM Practices in Select IT & ITes Organizations
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IJM
7.2.4. Pairwise Correlations-
Test 4
Dependent Variable: Productivity Improvement
facilities;
7.3. Work Out Comes &
their Work to Family
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,
Training,
Process education, Health
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
• Simila
rly scores are computed for
7.3.2. Method Used
A
Stepwise linear regression using the Worklife_Enrichment as the dependent variable and scores
corresponding to Stress Management,
Perform as Independent variables
is
7.4. Results
7.4.1. Pairwise Correlations
Work Micro system Outcomes
Worklife_Enrichment
Managing_Stress_at_Family_and_Work
Lesser_Attrition_Probability
Motivation_To_Perform
Productivity_Improvement
rough Work Life Responsible HRM Practices in Select IT & ITes Organizations
of Hyderabad, India
IJM
/index.asp 221
Test 4
Dependent Variable: Productivity Improvement
Predictors: (Constant), Z
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.
Based on the normalization of ratings given by the employees on Practices like Creativity /Innovation
sports,
hobbies, Activities clubs,
friends, Job Relevant
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
rly scores are computed for
Overall
work life enrichment as well based on the above procedure
Stepwise linear regression using the Worklife_Enrichment as the dependent variable and scores
corresponding to Stress Management,
Productivity Improvement, Attrition Control, and Motivation to
is
employed.
Work Micro system Outcomes
Worklife_Enrichment
1.000
Managing_Stress_at_Family_and_Work
.725
Lesser_Attrition_Probability
.683
Motivation_To_Perform
.777
Productivity_Improvement
.877
rough Work Life Responsible HRM Practices in Select IT & ITes Organizations
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score: Health & Wellness
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.
Based on the normalization of ratings given by the employees on Practices like Creativity /Innovation
friends, Job Relevant
Knowledge, Skills,
& 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
work life enrichment as well based on the above procedure
Stepwise linear regression using the Worklife_Enrichment as the dependent variable and scores
Productivity Improvement, Attrition Control, and Motivation to
Worklife_Enrichment
1.000
.725
.683
.777
.877