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QUALITY OF WORK LIFE IN RELATION TO PEOPLE CAPABILITY MATURITY MODEL IN IT AND ITES ORGANIZATIONS

Juliet Mary M, Anto (2012) QUALITY OF WORK LIFE IN RELATION TO PEOPLE CAPABILITY MATURITY MODEL IN IT AND ITES ORGANIZATIONS. Other thesis, Christ University.

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Abstract

The new found concern for Quality of Work Life in corporate life perhaps has been due to the realization that human resource is the most important asset which must be released and developed. Management viewed QWL programs as a way of reducing costs and improving productivity. The success of any organization depends on how it attracts recruits, motivates and retains its workforce. Human capital is clearly emerging as a key engine of economic growth, and it is evident that the skills and competencies of the workforce impact positively on productivity and competitiveness. In this regard investment in human capital would appear to be a prerequisite to economic success .In this new scenario People capability maturity model offers unlimited potential to develop and maximize human capital and organizational competence in the interest of the firm ,the employee ,the consumer ,the shareholder and not least the family. People capability maturity model is a maturity framework developed at the software engineering institute that guides the organizations in improving the ability to attract, develop, motivate, organize and retain talent.. Economies of the world over and companies facing tough domestic and international markets have been posing a serious challenge to all concerned. This coupled with every changing technology and increased access to information has necessitated studying organization with respect to productivity, efficiency and quality of service rendered. All this demands a new work culture, employee motivation, commitment to the job and organizational goals. Some organizations in the service sector have implemented PCMM to address all these organizational issues. However we have very little information at the grass root level to comprehend QWL, and very little research on QWL Life in relation to PCMM hence this study. Based on the objectives of the study a detailed questionnaire was constructed by the researcher. The questionnaire has three parts measuring demographics, implementation of PCMM and six dimensions of QWL. It was measured on a 5 point likert scale 1 indicating strongly disagree to 5 indicating strongly agree. The Cronbach’s alpha reliability for the PCMM and the QWL for the present sample was .80 and above. The questionnaire was completed by 230 respondents using judgmental sampling technique from PCMM implemented and non implemented IT and ITES organizations. It was found that Quality of work life was not significantly higher in companies that implemented People capability maturity model as compared to other companies. Amongst all the dimensions of Quality of work life the only dimension influenced and affected by People capability maturity model was self evaluation of performance .It was found that there was a variation of 20.1% in the Quality of work life. In terms of correlation, the study indicated that there was significant intra relationship between the 6 dimensions of Quality of work Life; significant intra relationship between the People Capability Maturity Model related items and significant interrelationship between 6 dimensions of Quality of Work Life and the People capability maturity model related items. Amongst all the 6 dimensions of Quality of Work Life the only dimension that was significantly different across gender was self evaluation of performance. Females had higher self evaluation of performance as compared to the male counterparts. On the basis of the results attained from the current study we can clearly imply that Quality of work life dimensions is definitely positively influenced, affected and correlated with People Capability Maturity Model though there is no difference in Quality of Work Life among People Capability Maturity Model implemented and Non implemented IT and ITES organizations. The results from the study will have significant implications on the companies that have not implemented People Capability Maturity Model to join the group of People capability maturity model implemented companies as this will help the organizations to prepare the employees psychologically to meet the demands and challenges which otherwise may risk a poor Quality of work life program implementation. Key Words: Organizational behavior, Human Resource Management, People Capability Maturity Model, Quality of Work Life, General linear model.

Item Type:Thesis (Other)
Subjects:Thesis > MPhil > Management
Divisions:M Phil > Management
ID Code:4918
Deposited By:Knowledge Center Christ University
Deposited On:17 Oct 2013 15:57
Last Modified:17 Oct 2013 15:57

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