A STUDY ON THE QUALITY OF WORK LIFE AMONST NURSES IN MEENAKSHI MISSION HOSPITAL AND RESEARCH CENTER, MADURAI

R.Gayathri M.Phil (Management Studies) Madurai Kamaraj University

QUALITY WORK LIFE

QWL refers to the favorableness and unfavorableness of a total job environment of the people Integrates socio-psychological needs of employees with organizational process and structure It results in greater job satisfaction and higher
14/06/12 QUALITY OF WORK LIFE AMONST NURSES AT MMHRC productivity (Win-win Strategy) 2

Nursing Service
Nurses constitute a large portion of total number of employees largest professional employee group Nursing is a very tough job wherein, it involves high amounts of work pressure, physical strain, mental stress, constant vigilance and constant attention all throughout the work time Nursing care is extremely important for good patient outcomes
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OBJECTIVES OF THE STUDY

I. To reveal the profile of the Nursing staff employed in Meenakshi Mission Hospital and Research Centre; II. To exhibit the existence of QUALITY OF WORK LIFE in Meenakshi Mission Hospital and Research Centre; III. To identify the most influential determinant of QUALITY OF
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WORK LIFE in Nursing point of

QUALITY OF WORK LIFE AMONST NURSES AT MMHRC

IV.

To examine the relation between nursing profile and perceived QUALITY OF WORK LIFE

V.

To examine the Nurses performance level in Meenakshi Mission Hospital and Research Centre;

VI.

To evaluate the impact of QUALITY OF WORK LIFE on the

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performance ofOF WORK LIFE AMONST NURSES AT MMHRC QUALITY Nursing staff in

HYPOTHESIS
I. H1 : There is a significant association between the profile of the nursing staff and their perception about QUALITY OF WORK LIFE in Meenakshi Mission Hospital and Research Centre

II. H1 : There is a significant relationship between nurses perception about QUALITY OF WORK LIFE and the outcomes of nursing service in
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Meenakshi Mission Hospital and

QUALITY OF WORK LIFE AMONST NURSES AT MMHRC

RESEARCH DESIGN
Descriptive Research design The Proportionate Stratified Random Sampling technique has to be adopted to select the samples in the present study
SL NO 1. 2. 3. 4. CATEGORY EDUCATION QUALIFICATION NUMBER OF NURSES B.Sc., Nursing Diploma in Nursing ANM Auxiliary Nurse Midwives Nursing Assistant TOTAL 84 355 47 200 90 106 75 51 60 42 PROPORTIONA TE SAMPLES

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COLLECTION OF DATA
The questionnaire was used to collect the relevant data from the Nursing staff. The questionnaire was classified into three important parts.
First part covers the profile of the Nursing Staff. Second part includes the existence of Quality of Work Life in Meenakshi Mission Hospital and Research Centre. Third part includes measurement of performance level of nursing staff.
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Questionnaire
I part of Questionnaire
Age Gender Marital status Family size Education Qualification Designation Years of experience Monthly income

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II Part of Questionnaire
Determinants of QWL
5 point scale (strongly agree strongly disagree)
1. Adequate and Fair Remuneration 2. Safe and Healthy Working Condition 3. Security 4. Opportunity for growth and development 5. Motivation 6. Nature of Supervision 7. Application of Natural Justice and Equity 8. Respect at work 9. Occupational Stress 10.Recognition 11.Autonomy and Participation 12.Adequacy of Resources 13.Grievances Procedure
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III Part of Questionnaire Performance level of Nurses

5 Point Scale (Outstanding - Poor)
1. 2. 3. 4. 5. 6. Economical use of Healthcare Supplies Quality of nursing care Level of involvement Level of interest Level of co-ordination with others Level of communication with superiors and colleagues 7. Level of responsibility in work place 8. Level of initiative 9. Decision making skills 10. Overall performance level

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Tools Used
Percentage Analysis To reveal Nursing Profile and to exhibit the existence of QWL at Meenakshi Mission Hospital & Research Center Factor analysis To analyze which QWL factor has highest influence Cross Table Analysis To analyze the relation between designation and QWL factors ANOVA To analyze whether there is any relation between designation and QWL factors t-test To check whether there is any relation between age of the respondents and QWL factors Gap Analysis To analyze the nurses performance level Regression To analyze the relation
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Analysis and Findings

I Objective:
To reveal the profile of the Nursing staff employed in Meenakshi Mission Hospital and Research Centre Tool used Percentage Analysis

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Nursing Profile Percentage Analysis

SL NO 1. 2. 3. Age Gender Variable Used 79% - 21-30 years of age 88.5% - Female Findings

Marital Status 67% - Single

4. 5.

Family Type Designation

58.5% - Staying in Hostel 52% - Staff Nurse 16% - ANM

6.

Experience

85% - 0-5 years of experience

7.
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Income

51% - Rs. 4001-6000/QUALITY OF WORK LIFE 39% - Rs.4000/- AMONST NURSES AT MMHRC 14

Analysis and Findings

II Objective:
To exhibit the existence of QUALITY OF WORK LIFE in Meenakshi Mission Hospital and Research Centre Tool Used Percentage Analysis

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SL

Determinants of QWL Positive Aspects

Variables Findings

NO

1. 2. 3.

Safety Measures No Fear of Losing Job Protection from personal rights

70% - Agree 68% - Agree 54.5% - Agree 5.5% - Strongly agree

4.

Adequate Resources 55.5% - Agree Supplies and Equipments 8% - Strongly agree

5.

Existence of grievances 52.5% - Agree Redress Mechanism 12% - Strongly agree

6.
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Fair resolving of grievances

49.5% - Agree 11% - Strongly agree

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Determinants of QWL Negative Aspects

SL NO

Variables

Findings

1. 2.

Perceived QWL

82% - Medium

Adequate income to 38% - Disagree meet life needs 27.5% - Somewhat Agree

3.

Work Rest Period

30% - Disagree 31.5% - Somewhat agree

4.

Friendly Supervision 40.5% - Somewhat agree 16% - Disagree 8% - Strongly Disagree

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Guidance

32.5% - LIFE AMONST NURSES AT MMHRC QUALITY OF WORK Somewhat

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Determinants of QWL Negative Aspects

SL NO

Variables

Findings

5.

Heavy Work load

50.5% - Agree 47% - Strongly Agree

6.

Time to complete task

35.5% - Somewhat agree 20.5% - Disagree 8.5% - Strongly disagree

7.

Employee preference in

41.5% - Somewhat agree 6% - Strongly Disagree

allotting work area 14.% - Disagree

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Analysis and Findings

III Objective
To identify the most influential determinant of QUALITY OF WORK LIFE in Nursing point of view Tool used Factor Analysis

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Factor Analysis
SL NO 1. 2. 3. 4. 5. VARIABLES WITH HIGHEST LOADING Guidance Favoritism Heavy work load Reward system Importance of employee presence in the organization Equality treatment PERCENTAGE OF LOADING 87.4% 65.1% 76.2% 41.6% 39.8%

6.

47.8%

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Analysis and Findings

IV Objective
To examine the relation between nursing profile and perceived QUALITY OF WORK LIFE Tool used
Cross table analysis ANOVA t-test

I Hypothesis:
H1 : There is a significant association between the profile of the nursing staff and their perception about QUALITY OF WORK LIFE in Meenakshi Mission Hospital and Research Centre.
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QUALITY OF WORK LIFE AMONST NURSES AT MMHRC

Cross Table Analysis

Cross table analysis was used to check whether there is association between designation and QWL factors
SL NO 1. 2. 3. 4. 5. DESIGNATION Head Nurse - HN Staff Nurse SN Auxiliary Nurse Midwives ANM Nursing Assistant NA Nurse Trainee - NT Total PERCENTAGE 9 52 16.5 14.5 8 100

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SL QWL Factors NO 1. Satisfaction with Salary

Overall Perception 53% - Agree

Inconsistency

2.5% HN - Strongly agree 3% NT Somewhat agree 3.5% HN & 5.5% ANM Strongly agree 4% NT Strongly disagree 5.5% HN Strongly agree 4% NT Somewhat agree

2.

Adequate 38% income to meet Disagree life needs

3.

Importance of employees presence

50% - Agree

4.

Chance for self- 41.5% - Agree4.5% NA improvement Somewhat agree 4% NT - Disagree

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SL NO 5.

QWL Factors Hope for good career

Overall Perception 35% - Agree

Inconsistency 4% HN Strongly agree 4.5% NA Disagree 4% HN Strongly agree 4% HN Strongly agree 5.5% NA & 3.5 % NT Strongly disagree

6.

Friendly supervision

40.5% Somewhat agree

7.

Good guidance 32.5% from supervisor Somewhat agree

8.

Favoritism

36.5% 7% HN Strongly Somewhat disagree agree 33.5% - Agree

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SL NO 9.

QWL Factors

Overall Inconsistency Perception 3% HN Strongly agree 4% NA Strongly disagree 5.5% NA Disagree 4% HN Strongly agree

Preference in 41.5 % allotting work area Somewhat agree

10.

Employee Participation

42.5% Somewhat agree

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ANOVA
Independent Variables Designation of the respondents Dependent variable QWL factors Significance value of QWL factors:
Heavy Workload 0.825 Outlet to express employee complaints 0.719 Other factors < 0.05

Results: There exists significant association between the Quality of Work Life factors and Designation of the respondent except for the factors Heavy Work Load & Outlet to express 14/06/12 employee QUALITY OF WORK LIFE AMONST NURSES AT MMHRC complaints

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t- test
Independent Variable: Age of the respondents Dependent Variable: Perceived QWL Break point is set a 3 age group 3140 is considered as break point for deviation split to compare means under t- test
Control group: Respondent below break point 168 nurses (Mean & SD = 2.01 & 0.355) Break group: Respondents equal to or above break point 32 nurses (Mean & SD = 1.66 & 0.602)

Significance value is 0.000 which is less than 0.05. so null hypothesis rejected. There is association between age and perceived QWL t value is 4.495 which indicates 14/06/12 inversely proportionate relationship QUALITY OF WORK LIFE AMONST NURSES AT MMHRC

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Analysis and Findings

V Objective
To examine the Nurses performance level in Meenakshi Mission Hospital and Research Centre Tool used Gap analysis

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Self-Assessment

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Superiors Evaluation Nurses Performance

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Analysis and Findings VI Objective

To evaluate the impact of QUALITY OF WORK LIFE on the performance of Nursing staff in Meenakshi Mission Hospital and Research Centre Tool used Regression Analysis

II Hypothesis
H1 : There is a significant relationship between nurses perception about QUALITY OF WORK LIFE and the outcomes of nursing service in Meenakshi
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Regression Analysis
The Significance value (P Value) of 0.002 which is less than 0.01 indicates that there exists a correlation between the variable Perceived Quality of Work Life & Overall performance Level Regression Equation
Over All Performance Level = 4.362 0.399 x (Perceived QWL)

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Suggestions
The organization has to reschedule the working hours The organization has to increase the staff strength according to the bed strength and bed occupancy rate Employee preference should be considered while allotting their work areas Supervisors should give friendly guidance to their subordinates Adequate steps has to be taken to ensure there is equality in treatment of employees Nursing assistants and Nursing trainees perceive QWL is low. Their grievances should be resolved and counseling can be arranged for these category of nursing There is positive relation between perceived QWL and Performance. If perception about QWL improves, the Performance level of the increase 14/06/12 nurses will alsoQUALITY OF WORK LIFE AMONST NURSES AT MMHRC

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Conclusion

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