Overview

Three of the most important and fundamental subjects in today's organizational behavior are Quality of Work Life (QWL), Organization Commitment (OC), and Turnover Intention (TI). QWL is one of the essential concerns among contemporary employees and employers. The stimulus behind every successful organization is its employees. The success of an organization cannot be achieved by mere use of technology and techniques. Deficiency of benefits and services provided to the employee of a concern, can lead to detrimental results in all aspects. The fast growing industry in India is the Information Technology (IT) sector. It has undergone a structural change over the past decade, and has put new stresses and strains, before the employees working in these sectors. The maximum work pressure is felt by IT employees, as they have to deliver timely service, in order to meet organizational goals. Providing QWL and quality of personal life to their employees, is the utmost duty of the employer. In particular, this book describes a study that has chosen OC and TI as organizational factors, which strongly affect the level of QWL. The purpose of the present study is to find the relationship between QWL, OC, and TI of employees in IT industries. For the past few decades, India has been making great advances in the IT sectors. The changes in work environment, stress and pressure on the employees, demands a different focus, to keep the employees motivated and satisfied. The conceptual model of Quality of Work Life (QWL) incorporates a seven factor structure. viz. (1) General Well Being (GWB), (2) Home Work Interface (HWI), (3) Job and Career Satisfaction (JCS), (4) Control at Work (CAW), (5) Working Conditions (WCS), (6) Stress at Work (SAW), and (7) Employee Engagement (EEE). This research studies the relationships between QWL, OC and TI, on the basis of data collected from of employees, working in Information Technology (IT) industries in Chennai. Because of the rapidly growing importance of IT sector, these findings provide fruitful implications, for both organization and employees. On the academic side, this study makes a significant contribution to the organizational behavior, and human resources management literature. Overall, the current study findings provide tentative support to the proposition, that QWL should be recognized as a significant antecedent, for the well-being of organization and employee. The first chapter deals with introduction followed by second chapter on literature review. The third chapter describes the research methodology. The fourth chapter is on analysis and interpretation and the fifth chapter is about research findings. Finally the appendices and references are included.

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