Journal of Organization and Human Behaviour

A. Pandu ¹, S. Kamaraj ²

Affiliations
1 Pondicherry University Community College, Lawspet, Pondicherry, IN
2 Dhanraj Baid Jain College, Thoraipakkam, Chennai, Tamil Nadu, IN

Abstract

This paper tries to ascertain the relationship between organizational culture and social responsibility of college teachers in Pondicherry. In this research, for the purpose of ascertaining the relationship between these two, six organizational cultural variables i.e. workplace behavior, internal communication, discipline in the organization, workplace co-ordination, organization values and organization vision have been designed and developed through review of literature and social responsibility was taken as single variable. For ascertaining the relationship between them, it has been hypothesized that strong culture is associated with social responsibility where as weak culture is not associated with the social responsibility of college teachers. Survey method was conducted and data were collected from 150 college teachers by questionnaire method in the Pondicherry. Results revealed that the workplace behaviors, internal communication, discipline in the organization, workplace co-ordination, organization values and organization vision can increase social responsibility among college teachers. As far as the individual variable is concerned, it is predicted that organization vision, workplace co-ordination, organization value follows previous one (r: 0.618), and discipline in the organization are the most influencing factors and have strong relationship with social responsibility. It is concluded that strong culture leads to social responsibility; whereas weak culture leads to lack of social responsibility among the college teachers.

Keywords

Organization, Culture, Organizational Culture and Social Responsibility, College Teachers.

Full Text

     

A. Pandu ¹

Affiliations
1 Pondicherry University Community College, Puducherry, IN

Abstract

Work-life balance (WLB) is the maximum level balance attained between work and personal life. Numerous factors which influence work-life balance were identified through review of literature review, however for this study, work-family conflict, family-work conflict, work environment, and feelings about work have been taken as they are antecedents, most influencing and have not been paid much concentration by earlier researchers as far as IT employees’ and school teachers’ work-life balance is concerned. This study has taken samples from 69 IT employees and 104 school teachers through simple random sampling. The data were evaluated using percentage analysis, mean, standard deviation, correlation and multiple regression. It has been found that the feelings about work (FAW) is significantly correlated with work-life balance among both IT employees and school teachers. Multiple regression analysis reported that there is a strong and significant relationship among the work-life balance and work-family conflict (WFC), family-work conflict (FWC), work environment (WE), and feelings about work (FAW) with a R value of 0.851. From the analysis, it has been discovered that feelings about work is the most influencing factor of work-life balance with a coefficient of 0.380 significant at .01 level. Hence, enriched FAW, conducive WE, reduced WFC, and reduced FWC result in stable WLB and ultimately on job satisfaction for the employees.

Keywords

Work-Life Balance, Work-Family Conflict, Family-Work Conflict, Work Environment, Feelings About Work.

Full Text

     

A. Pandu ¹

Affiliations
1 Assistant Professor of Commerce and Principal Investigator - UGC's Major Research Project, Pondicherry University Community College, Lawspet, Pondicherry, IN

Abstract

Work-life balance (WLB) is very imperative for all married women IT employees, school teachers and self-employed. Hence, this study deals with the WLB of married women employees of these sectors with 220 samples from Chennai. Factors namely Workload and responsibilities, Work Environment, Family dependents, Feelings about work, Absence from the job, Work-Family conflict and Family-Work conflict are the predictors of WLB in this study and WLB is the central variable of the study. Job satisfaction and Labor Turnover Intentions are the outcomes of WLB according to this study. One-way ANOVA, Pearson Correlation and Structural Equation Modelling (SEM) are the statistical tools used for data analysis. It has been discovered that Feelings about Work (FAW) is the most influencing factor of WLB and there is a significant difference between job description and the variables affecting WLB except for Absence from work variable. Besides, it is also identified that there is no significant difference among job descriptions with that of job satisfaction and Attrition. It has also been discovered that WLB is significantly correlated with labor turnover intentions at .197 coefficients (5%) and negatively with Attrition at .039. As per the SEM Model, Family Work Conflict influences the WLB at .68 coefficients and in turn, job satisfaction is improved by WLB at .70 coefficients for Model-I and .56 coefficients for Model-II. As a result, the job satisfaction affects the labor turnover intentions/quitting of self-employment at .75 coefficients each for Model-I and Model-II. Hence, the reduced working hours, shared workload, revised salary slabs, and better infrastructure end up in peaceful WLB and job satisfaction.

Keywords

Work-Life Balance, Workload, and Responsibilities, Feelings About Work, Absence from Work, Work-Family Conflict, Family-work Conflict, Work Environment, Family Dependents, Job Satisfaction, Labor Turnover Intentions.

Full Text