ISSN: 2249-2143 (A Bi-Annual Journal) Research ...deshbhagatuniversity.in/Journalupload/79ca0b56-3aa... · A Comparative Study of Job Stress of Employees in Indian ... altered to

International Journal of Business Management

&

Research

(A Bi-Annual Journal)

ISSN: 2249-2143

Volume 8, No. 1, Jan-June, 2018

-

An official publication of University School of

Business Management Desh Bhagat University

Amloh Road, Mandi Gobindgarh Fategarh

Sahib-147301 Punjab, INDIA

Year of Publication:2018 © Desh Bhagat University

Disclaimer:

The views & opinions expressed and interpretations made in the Journal are solely of respective authors and should not be attributed to Desh Bhagat University. The editor disclaim all for any responsibility injury to persons or property resulting from any ideas or product or practices referred in papers published in the Journal . All effects have been made to ensure accuracy, but the editors or DBU not be held responsible for any remaining inaccuracies or omissions.

International Journal of Business Management & Research

EDITORIAL BOARD

Patron Editor-in-Chief Dr. Zora Singh Dr. Payal Bassi Chancellor, Desh Bhagat UniversityAssociate Director University School of Management Desh Bhagat University

ASSOCIATE EDITORS

Dr. Rajni Saluja Mr. Rajinder Kumar Associate Professor, Assistant Professor University School of Management, University School of Management Desh Bhagat University Desh Bhagat University

ADIVSORY BOARD Prof. (Dr.) R.K Uppal Prof. (Dr.) DeepakTandon Professor, Professor of Finance, Department of Economics, Lal Bahadhur Institute of Management & Technology, DAV College, Malout, Punjab New Delhi

Prof. (Dr.) BishnuPriya Mishra Prof. (Dr.) Pardeep Singh Walia

Professor of Finance, Professor, Department of Commerce, Uttkal University, Bhubaneswar, Post Graduate Government College for Girls, Odisha Chandigarh Prof. (Dr.) Navkiranjit Kaur Dhaliwal Professor, Department of Commerce, Punjabi University, Patiala

INTERNATIONAL JOURNAL OF BUSINESS MANAGEMENT & RESEARCH- A BI-ANNUAL JOURNAL (ISSN 2249-2143)

Contents Page No.

1. Online Learning System: Wheel of Fortune in Education System Inderpreet Kaur, Dr.Harmaninderjit Singh& Dr.Sawtantar Singh --------1

2. Quality of Work Life in Educational Institutions: A Review Geeta Khanna --------8

3. Customer’s Perception towards E-banking- A Comparative Study of Public and Private Sector Banks Sarabjeet Kaur --------14

4. Domestic Help Workers- A Case Study of Punjab Ekta Rani --------21

5. A Study on attributes of Service Level Agreement for Cloud Computing Services Satinder Kaur & Dr. S.S. Khrumi --------28

6. A Comparative Study of Job Stress of Employees in Indian Banking Industry Harpal Kaur & Dr. Payal Bassi --------35

INTERNATIOANL JOURNAL OF BUSINESS MANAGEMENT & RESEARCH (ISSN 2249-2143)

IJBMR, Vol. 8, No. 1 (Jan-June), 2018 Page 1

Online Learning System: Wheel of Fortune in Education System

*Inderpreet Kaur ** Harmaninderjit Singh *** Sawtantar Singh

* Assistant Professor, Department of Computer Science, Mata Sahib Kaur Girls College Talwandi Sabo **Assistant Professor, Department of Computer Science, Desh Bhagat University, Mandi Gobindgarh

***Professor, Department of Computer Science,Desh Bhagat University, Mandi Gobindgarh

Abstract In trending world, mobility has come into existence. Teaching paradigms have also modified and altered to adapt with modern trends. Traditional student-teacher interaction has taken a new look of online teaching. The approach of online learning has broadens the outlook of students to be more intuitive and responding. The wide range of repository is accessible and user-friendly for effective learning system. Online learning system has evolved as a platform for hassle-free and round the clock knowledge imparts system. This paper focus on online learning system and its ongoing projects. Keywords: Online learning system, IGNOU, NIOS, Online Tools Introduction

With the rapid growth in technology, traditional classroom teaching has taken a step ahead to transform basic method of learning into online learning method. In earlier years of teaching, teacher- student relation was formal and rigid. Students were dependent on only teacher and textbooks. Students were merely silent audience and could not invoke independent thinking process.

In today world, Scenario of teaching is modified to encourage students to be interactive by exploring vast knowledge available over the media. The modern teacher has to help, to guide and facilitate the learner’s development. The teacher core objective is to inspire and to motivate the young learners and provide assistance to the adult learners in their hunt for knowledge and skills.

There are various types of technologies currently used in classrooms. Among these are:

Computer in the classroom: Having a computer in the classroom is an asset to any teacher. With a computer in the classroom, teachers are able to demonstrate a new lesson, present new material, illustrate how to use new programs and show new information on websites.

Class blogs and Wikipedia: There are a variety of Web 2.0 tools that are currently being implemented in the classroom. Blogs allow for students to maintain a running dialogue, such as a journal, thoughts, ideas and assignments that also provide for student comment and reflection. Wikipedia, an online encyclopaedia, are more group focused to allow multiple members of the group to edit a single document, create a truly collaborative and carefully edited finished product.

Wireless classroom microphones: Noisy classrooms are a daily occurrence and with the help of microphones, students are able to hear their teachers more clearly. Students learn better when they hear the teacher clearly.



Mobile devices: Mobile devices such as tablet or smart phone can be used to enhance the experience in the classroom by providing the possibility for professors to get feedback.

Interactive Whiteboards: An interactive whiteboard that provides touch control of computer applications. These enhance the experience in the classroom by showing anything that can be on a computer screen. This not only aids in visual learning, but it is interactive so the students can draw, write or manipulate images on the interactive whiteboard.

Digital video-on-demand: Digital video eliminates the need for in-classroom hardware and allows teachers and students to access video clips immediately by not utilizing the public Internet.

Online media: Streamed video websites can be utilized to enhance a classroom lesson. Online study tools: Tools that motivate studying by making studying more fun or

individualized for the student. Digital Games: The field of educational games and serious games has been growing

significantly over the last few years. The digital games are being provided as tools for the classroom and have a lot of positive feedback including higher motivation for students.

There are multiple tools that are utilized depending on the local school board and funds available at their disposal. The flow of this research paper is: a. Section II provides the contribution of researchers in this field. b. Section III provides in-depth knowledge of the meaning of online learning system. c. Section IV discusses the research methodology and objectives. d. Section IV briefs case studies of IGNOU and NOIS. e. Section VI summarises the paper in Conclusion.

Literature Review

Karmakar and Nath (2014) analyzed new education strategy that gathers knowledge and education both by synchronous and asynchronous methodologies to effectively face the need to rapidly acquire up to date know-how within productive environments. In the present review paper the authors discusses on e-learning methodologies, strategies and tools. E-learning includes informal and blending learning, network and work-based learning. The e-learning methodologies based on both asynchronous and synchronous methodology. The authors have made a thorough study on different issues and aspects of e-learning. The paper resolves that e-learning is a revolutionary way to empower workforce with the skill and knowledge it needs to turn change to an advantage. It is already established that e-learning can be used as a tool for knowledge management. The authors suggest that synchronous tools should be integrated into asynchronous mode to allow for “any-time”, “any-where” learning

model. This environment would be primarily asynchronous with background discussion, assignments and assessment taking place and managed through synchronous tools.



Sharma, Wasim and Siddiqui (2014) concentrates on the Indian education scenario, presentation tools for e-Learning, challenges faced by E-learning in India and future of e-Learning in India. A few suggestions have been made to use E-Learning for informal and vocational training, which is highly effective for a developing country like India where a majority of population is living in rural/ remote areas and has received almost negligible formal education.

Dua, Wadhawan and Gupta (2016) analyses traditional education system which no longer fulfills the modern day complex needs where everything is dynamic and evolving at a very fast pace. There is a huge amount of transformation that takes place in the present world in every nanosecond. Therefore, a new and modern way of education is required to handle such transformation arising as a result of creation of huge amount of information in a systematic manner. Thus, to resolve the shortcomings of the traditional education system, the world is moving towards digital education which addresses all the issues and challenges of traditional education. Through this research paper, an attempt has been made to discuss the upcoming trends in digital education system that will shape the future of our coming generations for the better.

Gaikwad and Randhir (2016) research throws a light on e-learning which has emerged as a wheel of change. There were three modes of e-learning that were discussed. They are: online mode, hybrid/blended mode and e-enhancement mode but only e-enhancement mode is being presently used by the professional and non-professional courses’ teachers in Indian higher

education. It also summarizes several opinions regarding the comparison between traditional learning, classroom learning and e-learning.

Lone (2017) research focuses on challenges that India still faces for implementing the new technologies in education. Technology cannot replace teachers, but only complement them. The digital platforms and solutions are utilized to deliver secure and quality content as well as more importantly provide access to quality teachers. The educational technology has changed education for better – making it more affordable and accessible. This is more important in Indian context because we have a massive deficit of access to high quality education till college level due to a number of seemingly insurmountable challenges, ranging from geographical distribution to socio-economic condition of the learners who attend a majority of Indian educational institutions. Also, the cost of educating one of the world’s

greatest populations has been steadily increasing and there is expectation that technology may make education affordable for those who are so far unable to benefit from the same.

What exactly is Online Learning System?

As per definition on the web, it is inferred that online education system is a system which is credible of imparting education or courses through medium of Internet to the students residing at remote locations. Such courses are feasible if the interaction of teacher/ instructor and students is periodically scheduled such that one-fourth of total course time is spent together in a physical setting for lectures, labs or exams.



Online education covers enormous degrees and courses. Through this education, student can choose multiple online degrees or courses from a list of available online universities that have a provision of online education.

Though online education in India is still on its way in gaining popularity, there are few online degree courses and online Universities in India that provide online education. While online education in India is still in its infancy, online education abroad is quite a hit among the people. The main attraction of online education is the flexibility through which education is imparted – through the Net. And more appealing is the fact that a person can pursue an online course within the comfort of his home or any other place that he chooses.

Research Methodology and Objectives

This research paper is conceptual and Exploratory in nature. In order to meet such objective secondary method is adopted. The secondary data was collected through books, periodicals, journal and published material related Online learning for the study. The research approach laid focus on certain objectives that can prove as an asset for analysis of the scenario.

To understand Online Learning and explore its potential in Indian Higher Education scenario.

To examine how Online Learning is a boon for higher education in India and the application of new introductions.

To explore the future of Online Learning in India. Analyze students’ perception towards online learning models and its significance with

the skill development, effectiveness and employability.

Research questions were considered as the first and the most important condition for differentiating among the different research strategies. Since, this research used a questionnaire to assess the online learning strategy in educational institutions, Survey strategy was chosen. In addition, this research attempted to assess the online learning strategy in higher educational institutions among the two different disciplines namely Engineering Institutes as well as Arts and Science colleges. The research adopted ‘Stratified random

sampling’ which is a probabilistic sampling option. The first step in stratified random sampling is to split the population into strata, i.e. section or segments. The strata are chosen to divide a population into important categories relevant to the research interest. The second step is to take a simple random sample within each stratum. This way a randomized probabilistic sample is selected within each stratum. Each strata should be mutually exclusive (i.e. every element in the population can be assigned to only one stratum) and no population element can be excluded in the construction of strata. Stratified random sampling is used instead of simple random sampling when the categories of the strata are through to be too distinct and too important to the research interest. Factor analysis and standard deviation with percentage analysis is used in statistic data analysis. The population for the study consists of online learning strategy in higher educational institutions from the discipline of Engineering and Arts & Science.



The present research felt the population too exhaustive since there are many colleges in India. So a northern region of India was considered at once where there are four major states of Haryana, Himachal Pradesh, Jammu and Punjab as well as two Union Territories of Chandigarh and Delhi-NCR. The research adopted stratified random sampling in selection of institution from the two disciplines. The respondents for the research were the Students’ of

the different discipline and courses, which were selected at stratified random.

Case Studies: IGNOU & NIOS

IGNOU (Indira Gandhi National Open University)

The IGNOU (Indira Gandhi National Open University) in its more than 25 years of existence has established itself as the single largest University in the world of democratic. IGNOU is serving around 2.0 million students only in India and apart from India in more than 30 other countries with more than 20 Study Schools and a vast network of around 70 regional centers, more than 1800 study centers and tele learning centers and more than 45 centers in other countries. The University offers around 140 Certificate, Diploma, Degree and Doctoral programs comprising around 1350 courses. IGNOU combines conventional teaching and learning methods very effectively with Information and Communication Technology and Satellite based teaching and learning systems.

IGNOU has taken few major initiatives towards developing e-learning environment for distance learners. E Gyan Kosh: a national digital repository, PAN- African E Network and Sakshat a one stop education portal of the Ministry of Human Resource Development (MHRD) and e-Learning platform for LIVE (Library and Information Virtual Education) are some important initiatives of the Indira Gandhi National Open University.

NIOS (National Institute of Open Schooling)

The NIOS (National Institute of Open Schooling), formerly known as National Open School (NOS), with approximate figure of 1.5 million students are enrolled, has emerged as the largest open schooling organization in the world. This was initiated as a project in 1979 by the CBSE (Central Board of Secondary Education) the Open Schooling program has now taken shape as an independent education system in India.

NIOS is now globally recognized for its sustainable learner centric school education, skills up-gradation and training through open and distance learning. NIOS is also known for ensuring convergence of open schooling organizations. By this approach it is getting closer to an inclusive learning society, human resource development, global understanding and national integration. Facts about NIOS:

It is the largest Open Schooling system in the world. It involves more than 22,35,000 learners have taken admissions since year of 1990.

More than 20,000 learners are take admission every year in Vocational Education Courses and more than 2,50,000 in all available courses.



Around 64,000 learners have been certified in different Vocational Courses since 1995.

NIOS reaches out to students through a network of more than 900 vocational centers across the country and abroad.

NIOS has more than 2,800 centers for all the available programs. NIOS imparts education through distance mode using a media mix of self-

instructional print materials, audio visual and CD-ROM supported by Personal Contact Programs (PCP) and Practical Training Sessions. These are further supported by Radio Broadcasts and Television programs.

Conclusions

As per our research findings, conclusion can be drawn that with the rapid growth in internet connectivity, online learning system has gain a boom. Online learning plays a vital role in educational development as a wheel of growth in education sector. In the present paper, limelight has been drawn on Online learning system which acts as foundation to interactive learning system. A brief contribution of researchers is studied and case studies of open learning schools are reviewed. In underdeveloped and developing countries, online learning raises the level of education, literacy and economic development. Online Learning can be developed through proper investigation and plan of action. It is analysed that the developing wave of adaptive learning will help higher education, women as well as government.

References

Goswami, C (2014). "Role of Technology in Indian Education", International Proceedings of Economics Development and Research, Vol. 79, No. 6, January 2014.

Lone, Z. A. (2017) "Technology in Education in Rural India", International Journal of Engineering Science and Computing, Vol. 7, No. 7, pp. 13953 – 13955.

Gaikwad, A., Randhir, V. S (2016)." E-Learning in India: Wheel of Change", International Journal of e-Education, e-Business, e-Management and e-Learning, Vol. 6, No. 1, pp. 40-45.

Dua, S., Wadhawan, S., Gupta, S (2016)." Issues, Trends & Challenges Of Digital Education: An Empowering Innovative Classroom Model For Learning", International Conference on Science, Technology and Management, Pp. 695 - 702, India International Centre, New Delhi.

Karmakar, A., Nath, A (2014). "E-Learning Methodologies, Strategies and Tools to implement lifetime education anywhere anytime", International Journal of Innovative Research in Advanced Engineering (IJIRAE), Vol. 1, Issue 4, pp. 193 – 201.

Sharma, S. K., Wasim, J., Siddiqui, J (2014). "E-Learning in India", International Journal of Advanced Research in Computer Engineering & Technology (IJARCET), Vol. 3, No. 1, Pp. 113 -117.

Mohan, P (2004). "Building an online course based on the e-learning standards: Guidelines, issues and challenges", Canadian Journal of Learning and Technology, Vol. 30, No. 3, pp. 15-31.



Eugene P. K., Panchanatham N (2016)."E-Learning Strategy in Higher Educational Institutions in India", Research & Reviews: Journal of Educational Studies, Vol. 2, Issue 1, Pp. 18 -23.

Siddiqui, A. T., Masud, M (2012). "An E-learning System for Quality Education", IJCSI International Journal of Computer Science Issues, Vol. 9, Issue 4, No. 1.

http://www.digitallearning.in/magazine/may08.pdf. Last accessed on 11/01/2019



Quality of Work Life in Educational Institutions: A Review

Geeta Khanna Department of Commerce, Government College, Sector 11, Chandigarh

Abstract

Quality of Work Life Is defined as the extent to which an employee is satisfied with personal and working needs though participating in the workplace while achieving the goals of the organization. It has been observed that Quality of Work Life (QWL) influences the commitment and productivity of the employees. In the fast moving world, teachers play very significant role as they produce manpower for industry, develop entrepreneurs and motivate young minds. Therefore it becomes necessary to take care of higher order needs of the teaching faculty. The objective of this paper is to review the literature on QWL of the faculty of educational institutions and find various dimensions of Quality of Work Life. Key Words: Quality of Work Life, educational Institutions, educational employees

Introduction QWL is an umbrella which covers all the aspects of work life of employees. QWL is a sense of betterment and happiness at work and the extent to which employees can enhance their personal lives through their work environment and experiences. QWL is the sum total of physical, psychological and economic factors which affect the job. The basic outcome of QWL is happy, satisfied and productive workers who have a sense of success. It deals with stagnating productivity and provides more humanised work environment. The main objectives of QWL are to improve the standard of living, create positive attitude, enhance productivity and commitment.QWL is very complex as it relates to more of subjective and intangible aspects. Quality of Work Life is the most significant and efficient tools of Human Resource Management. It is a conscious effort of improving working conditions, work content and its safety, security, wages and benefits etc. It aims at improving employee’s satisfaction and

enhancing organisational effectiveness. Quality of work life is concerned not only to improve life at work but also life outside work. The people get a sense of satisfaction in their work through quality of work life. Work then becomes a means by which the abilities of a person can find expression. Quality of work life is humanizing the work. QWL programmes encourage employees make a balance between professional, personal and social life and ultimately encourage job satisfaction. QWL has dual role: it helps in increasing employees' efficiency as well as improving organisational productivity. Educational Institutions are the pillars of any country or society. These institutions play a significant role in grooming the young brains of a nation whose energy if channelized properly can be the strength of a nation. The faculty members who are directly and majorly involved in the making of good educational institutions are the Human capital Resource. The success of any organisation depends on the sincerity and willingness of the human resource. If they lack opportunities for career development, healthy working conditions, fair and adequate remuneration, participation in decision making, conflict between management and peers and work life balance then they will feel lack of job satisfaction which in turn reduce



their contribution to the organisation. Therefore it is necessary to keep these dimensions...to attract and retain good faculty. Educational institutions produce doctors, teachers, entrepreneurs, researchers, lawyers and above all good citizens for a country. This makes them supplier of manpower for other industries. It becomes challenging for the higher educational Institutions to produce good quality of manpower. With the changing time, teaching in modern time demands support of technology and other teaching aids. In the age of globalisation teaching has to be innovative. Objective of the Study The study aims at identifying various determinants of QWL of teaching faculty in Educational Institutions. Significance of the Study As suggested by Peter F Drucker, "We live in turbulent time, not because there is so much change, but because it moves on in so many directions. In this situation a good teacher must be able to recognise and run with opportunity to learn and constantly refresh the knowledge base. Thus in a given environment and performance, a teacher's satisfaction is related to her ability to be 'on the run' " A teacher holds a prominent position in teaching- learning process of today's world. Highly qualified and skilled teaching faculty creates competitive advantage for the institution. In the age of competition, the teaching job has become more and more demanding and challenging and this is resulting into lot of stress on teachers. High work pressure leads to imbalance between work and personal life. There are many more factors also which make it imperative to study the quality of work life of teachers. Review of Literature Lau R.S.M., May Bruce E (1998) in their article "A Win Win Paradigm for QWL and Business Performance" have studied how the perceived image of a company's QWL will affect its market and financial performance. They studied the growth and profitability of two groups of publicly held companies. A comparison on the basis of labour growth, asset growth, return on equity and interest on asset was done. David Lewis et al. (2001), made a study to know the intrinsic, extrinsic or prior traits in QWL in healthcare. He found that pay, supervisor style, commitment and discretion are important in determining the QWL. Questionnaire method was used to collect the data and regression method and factor analysis was used to analyse the data. He also found that male employees had higher level of QWL as compared to female employees. Johnsrud, Linda (2006), in his work Quality of Work Life: University of Hawaii, tried to find out various factors/ variables of QWL that kept changing from 1998 to 2006. He found that salary was the main variable for satisfaction from 1998 to 2006. Faculty relationships, services and place of stay have great influence on the QWL of faculty.



Hamid Rahimi et al. (2007) in their study on Quality of work life of faculty in Public University concluded that age, gender, department and location have no significant difference in the QWL of faculty members. Saad H.S., Samah A.J.A. and Juhdi N (2008) have done research on the perception of quality of work life of the employees of Razak University, Malaysia. The researchers worked with the objective to study whether the environment of the university has any impact on the perception of employees' job satisfaction. They also had an objective to find various sources of stress among university employees and to find employees satisfaction with regard to various job related aspects. Ten variables of QWL were considered e.g. work family interference, quality of relationship, meaningfulness, pessimism about organisational change, self competence, self determination, access to resources, time control and support. A sample of 251 employees was taken. Questionnaire method was used for data collection. Correlation and multiple linear regression techniques were used. Jyoti Jeevan (2010), in her paper on QWL in Higher Educational Institutions in North India has explored different factors of QWL influencing Job Satisfaction and studied the nature of influence exerted by QWL, Job Satisfaction and Job Commitment on intention to leave. She has used census approach for data collection from university teachers. She used univariate and multivariate statistical methods for data analysis and interpretations. The reliability was checked through split-half and Cronbach's alpha and validity of the scale has been proved by application of exploratory and confirmatory factor analysis. The results revealed that QWL is not very high in the selected North Indian universities. QWL is positively related with job satisfaction and job commitment but inversely related with intention to leave. Path Analysis has been used to find out the direct and indirect effects of QWL, job satisfaction and job commitment on intention to leave. Hamidi Farideh and Mohamadi Bahram (2012), in their research paper on teacher's QWL in secondary schools had an objective to compare the rate of QWL among technical and theoretical high school teachers in Iran. They selected 410 high school teachers by cluster sampling. Eight dimensions of QWL, fair pay, rule centeredness, providing continuous growth opportunities, social dependence, working life, development of individuals capabilities, safety and health working environment, integration and social cohesion and environment. The study found that QWL among technical and theoretical high school teachers was average. Emadzaden, Khorasani et al (2012) assessed QWL of primary school teachers in Isfahan city. The objective of their study was to find the difference in the perception of QWL between men and women teachers, single and married teachers, high and low educational level teachers and views of teachers with different experience level on eight indicators of QWL. 120 primary school teachers were studied. They concluded in the study that female teachers have higher QWL than male teachers. However there is no difference between single



and married teachers’ perception about QWL and found same views of high and low

educational levels teachers on QWL. Even different experience level teachers had same quality of work life. Letooane (2013), in his study on the Factors Impacting on QWL: A case study of University A, studied 160 academic and non academic employees with the help of given structured questionnaire. He concluded that higher educational institutions face a serious challenge of retaining adequately qualified and competent staff. Besides, there was a feeling of job insecurity and employees also felt that they were not involved in decision making which affect them in the area of their work. Further, employees were not given freedom to decide how to do their work. Aarif Seema and Ilyas Maryam (2013) in QWL Model for teachers of private Universities of Pakistan explored various dimensions of QWL as it affects the life and attitude at work of teachers of private universities in Lahore, Pakistan. They tried to find the Linkage between QWL with academic staff's needs for satisfaction and if the needs are of higher level or lower level. The spill-over effect of QWL was also explored. 360 teachers from private universities in Lahore were surveyed to know their perception of QWL and its impact on employees commitment, engagement, job involvement and reputation. It was found that work climate, work life balance and satisfaction with relationships in life were the major factors which shaped work attitudes and employee perception of overall quality of work life. Pandey Archana and Jha B.K. (2014) in the article Review and Redefine: Quality of Work Life for Higher Education had the objective to review and redefine the QWL construct for the higher education, to present perception of employees in higher educational institutions towards QWL and to know the present scenario of QWL in higher educational institutions. They used desk research method to review and redefine literature on QWL in higher education employees. They used the secondary data from books, journals and various published reports. They concluded that QWL factors are essential for promoting a strong work culture which will lead to job satisfaction to employees and growth to an institution. They suggested that environment that helps employees to set own targets for excellence should be created. Collaboration between industry and institutions should be there to understand new requirement of industry. Training programmes should be conducted for teachers. teacher exchange programmes should be undertaken at international level. Yadav Radha and Khanna Ashu (2014) in their paper ' Literature Review on Quality of Work Life and their Dimensions' have suggested that QWL is important for employees as well as it is necessary for the organisation to achieve the growth and profitability in market. QWL firms achieved more profitability than other non QWL firms. Jain Bindu and Swami Yashika (2014) in their article on QWL with special reference to academic sector focussed upon major issues regarding QWL in academic sector. These issues are unsatisfactory: avenues for growth and development, promotional aspects are not



satisfactory, teachers participation in decision making is below satisfaction, Job security is there but job satisfaction is lacking. The researcher concluded with low level of QWL in Indian academic sector and a planned change in working environment is required to improve QWL. Training, redesign of work, workshops for knowledge enhancement and personal growth, valuable participation in decision making, modification in promotional schemes etc. are some of the ways through which QWL can be improved. Celladurai and Raman (2016) studied Quality of Work Life in Higher Education Institutions in Coimbatore District by taking a sample of 500 teachers from 46 Art and Science colleges of Coimbatore District. The objective was to analyse the factors that determine the Quality of Work Life and examine its variation among faculty members in higher educational institutions and to find the perception of faculty members towards various dimensions of QWL. Simple Percentage Analysis, weighted Average Score Analysis, ANOVA, t-test, inter-correlation matrix and path analysis were used to interpret the data. They found that QWL and Job Satisfaction cannot be separated and it is the responsibility of the institution to increase the satisfaction level of faculty members to reduce the attrition rate prevailing in Higher Education Institutions. B Kumar Sathish and Prakash Ashwin (2016) researched to study on work life balance among self financed engineering college teachers to identify various practices adopted by the institutions to enable teachers to balance between professional and personal life. They used convenience sampling method by selecting 125 respondents. Structured questionnaire was used and Chi-Square test was applied. found that most of teachers were working with a sense of missing life and institutions have not taken any steps to overcome them. This definitely has negative impact on their performance. They suggested to flexible timing to be the teachers to resolve the problem. Conclusion After Literature Review on QWL in educational institutions, it becomes clear that without quality of work life educational institutions cannot get efficient and effective contribution from the faculty. Therefore to look into QWL is very important. Various determinants of QWL are job satisfaction, prospect for development, challenge at work, sense of success and dignity and respect. References

Lau, R. S. M. and May, B. E. (1998), A win-win paradigm for quality of work life and business performance. Human Resource Development Quarterly, 9: 211–226. doi:10.1002/hrdq.3920090302

Rahimi, H., Rajaeipour, S., & Salimi, G (2007). A study on the quality of work life of faculty members of Isfahan public universities. JSR, Vol.1, No.12, pp. 41-54

Chelladurai, K., & Raman, N. (2016), A Study on Quality of Work Life in Higher



Educational Institutions in Coimbatore District. Asia Pacific Journal of Research ISSN (Print), 2320, 5504.4793

Letooane, M. K (2013). Factors Impacting on the Quality of Work Life: A Case Study of University “A” (Doctoral dissertation, Durban University of Technology).

Sathish Kumar, B., & Prakash (2016) A. Work Life Balance Among College Teachers. Volume 5, Number 1, January – March’ 2016 ISSN (Print): 2279-0950, (Online): 2279-0969Pezzottaite Journals

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Arif, Seema, and Maryam Ilyas (2013). "Quality of work-life model for teachers of private universities in Pakistan." Quality Assurance in Education 21.3 282-298.

Yadav, Radha, and Ashu Khanna (2014) "Literature Review on Quality of Work Life and Their Dimensions." IOSR Journal of Humanities And Social Science (IOSR-JHSS) Vol. 19, pp.71-80.

Hamidi, Farideh, and Bahram Mohamadi 2012). "Teachers quality of work life in secondary schools." International Journal of Vocational and Technical Education, Vol. No. 1, pp.1-5.

Saad, Hanita Sarah, Ainon Jauhariah Abu Samah, and Nurita Juhdi (2008). "Employees’

perception on quality work life and job satisfaction in a private higher learning institution." International Review of Business Research Papers, Vol. 4, No. 3, pp. 23-34.

Singh, O. P., and Sandeep Kumar Singh (2015). "Quality of Work Life of Teachers Working in Higher Educational Institutions: A Strategic Approach towards Teacher’s

Excellence." International Journal, Vol.3, No. 9. Gayathiri, R., et al. (2013). "Quality of work life–Linkage with job satisfaction and

performance." International Journal of Business and Management Invention, Vol.2, No. 1, pp. 1-8.



Customer’s Perception towards E-banking- A Comparative Study of Public and Private Sector Banks

Sarabjit Kaur

Research Scholar, University School of Management, Desh Bhagat University, Mandi Gobindgarh

Abstract The growth of the internet, mobiles and communication technology has added a different dimension to the banking services. Many banks have implemented internet banking to offer their customers a variety of services with more convince and accessing information and making transactions. It includes full control over clients account likewise, deposits, withdrawals, transfers, online payments and updates. That leads to customer satisfaction and customer retention which is increasingly developing into key success factors in e-banking. The main objective is to do comparative study of public and private sector banks regarding the customer’s perception for preference and non-preference of E-banking. The sample size of customers shall be 640 from Private sector banks (ICICI, HDFC) and Public sector Banks (SBI, PNB) at different regions. Four districts are selected from Malwa region (Mohali, Ludhaina, Fatehgarh Sahib and Patiala). t-test is used to study the significance of difference between Public and Private sector banks for customer’s

perception regarding e-banking services. Finally, this paper suggests that Banks should hire technical staff to eradicate the technical defaults and their service should be instant and 24*7 days to assist the anytime, anywhere and anyhow. Keywords: Customer Perception, E-Banking, Public Sector Banks & Private Sector Banks Introduction Electronic banking is an offshoot of innovative and creative development. This advancement has changed the way of working of banking industry as well as banking relationships. The growth of the internet, mobiles and communication technology has added a different dimension to the banking services. Many banks have implemented internet banking to offer their customers a variety of services with more convince and accessing information and making transactions. It includes full control over clients account likewise, deposits, withdrawals, transfers, online payments and updates. That leads to customer satisfaction and customer retention which is increasingly developing into key success factors in e-banking. Objective of the Study The main objective is to do comparative study of public and private sector banks regarding the customer’s perception for preference and non-preference of E-banking. Research Methodology The research instruments to collect the data are structured questionnaire and direct personal interview. Questionnaires consisted of open as well as close ended questions. It consisted of two sections. First section related to the socio-economic demographic information. It contained information about the respondents regarding their gender, marital status, educational qualification, occupation and household income. Second section is again divided into three sub parts. First part comprise the questions to measure consumer’s preference to use E-banking after that second part consist the questions related to non-preference of customers toward E-banking and third part covered the customer’s expectations regarding E-banking services. The sample size of study was 640 respondents



from Private sector banks (ICICI, HDFC) and Public sector Banks (SBI, PNB) at different regions. Four districts were selected from Malwa region (Mohali, Ludhaina, Fatehgarh Sahib and Patiala) on the basis of literacy rate as per 2011 population census (ppplanning.com). The sample selected is divided according to age, income and occupation. The Sample of different categories is selected through simple random sampling technique. For a smooth and accurate analysis of the data, advanced statistical analysis software like the SPSS is used.

Analysis and Interpretation

T-test Analysis (Significance of difference between Public and Private Sector Banks for Customer’s Perception about the E-banking services of the bank) Table 1: Significance of difference between Public and Private sector banks for Customer’s

Perception about the E-Banking services of the bank

Public Sector Bank (n=300)

Private Sector Banks (n=300) t value Df p value

Mean SD Mean SD

139.5 48.1 148.3 38.8 -2.46 598 0.01**

Source: Author’s Calculation

Table 1 indicates significance of difference between private and public sector banks for their perception about E-banking services of the bank. P value is 0.01 which is less than significant value 0.05. It indicates that there is significant difference in perception of customers’ of public

sector and private sector banks regarding E-banking services of the bank.

Table 2: Significance of difference between Public and Private sector banks for non- preference of E-banking services

Public sector banks (n=300)

Private sector banks (n=300)

t value Df p value Mean SD Mean SD

62.5 26.3 58.2 23.9 2.10 598 0.04*


Table 2 indicates significance of difference between private and public sector banks for their non-preference of E-banking services. The P value is given to be 0.04 which is greater than significance 0.01. This shows that there is insignificant difference between customers of private



and public sector banks regarding non-preference of E-banking services.

Table 3: Comparison between Public and Private sector banks for customer’s Perception regarding

preference of the E-Banking services of the bank

Preference/ Banks Public Private t

value Df p

value Mean SD Mean SD E-banking is more convenient then Branch Banking. 4.14 0.99 4.29 0.95 -1.894 598 0.06

E-banking is more reliable and safe than branch Banking. 3.81 1.06 4.07 0.94 -3.174 598 0.00**

E-banking serves customers 24*7 days a week. 3.96 1.04 4.14 0.97 -2.112 598 0.04*

E- banking provides instant alert message. 3.84 1.11 4.00 0.99 -1.784 598 0.07

It helps in reducing the no. of complaints /queries in the bank. 3.58 1.19 3.74 1.14 -1.720 598 0.09

E-banking replaces physical facilities to the customers. 3.60 1.20 3.79 1.12 -2.040 598 0.04*

The customers are attended individually. 3.59 1.27 3.78 1.11 -1.950 598 0.05 It provides the customers with needful information from time to time. 3.58 1.31 3.76 1.06 -1.851 598 0.06

Bank official website give upgrade latest offers to the customers. 3.54 1.29 3.66 1.12 -1.251 598 0.21

Young generation more depend on E-banking. 3.66 1.31 3.81 1.14 -1.463 598 0.14

E-banking itself show the cost/charges involved in it. 3.55 1.32 3.66 1.13 -1.065 598 0.29

Password facility provides confidentiality to the transaction. 3.49 1.36 3.71 1.11 -2.202 598 0.03*

More trusted by modern young generation. 3.65 1.32 3.85 1.17 -1.997 598 0.05

It also increases the financial security. 3.39 1.33 3.63 1.22 -2.304 598 0.02* Privacy can be easily maintained. 3.41 1.37 3.58 1.23 -1.627 598 0.10 It also ensures to provide information on fraudulent usage. 3.39 1.42 3.53 1.26 -1.296 597 0.20

Transfer of funds is faster through E-banking. 3.49 1.41 3.68 1.25 -1.746 598 0.08

E-banking provides more responsibility, accuracy and accountability. 3.47 1.38 3.61 1.24 -1.338 598 0.18

It provides accuracy/reliability in billing generation. 3.40 1.39 3.69 1.26 -2.735 598 0.01**

It instantly registers the complaints. 3.43 1.39 3.63 1.21 -1.848 598 0.07 E-banking is very easy to operate. 3.38 1.42 3.69 1.26 -2.763 598 0.01** It improves the satisfaction level of customer service. 3.40 1.44 3.68 1.25 -2.519 598 0.01**

E-banking is faster as compare to manual banking. 3.47 1.42 3.74 1.25 -2.464 598 0.01**



Bank adopts new technology frequently. 3.45 1.45 3.63 1.29 -1.606 598 0.11 E-banking reduces the paper work burden. 3.43 1.51 3.66 1.29 -2.065 598 0.04*

It reduces the waiting time to receive the service. 3.37 1.51 3.65 1.26 -2.498 598 0.01**

E-banking ensures to improve goodwill of the banks. 3.39 1.51 3.57 1.30 -1.567 598 0.12

It reduce the overall work load of the bankers. 3.40 1.51 3.52 1.30 -1.044 598 0.30

It has ability to provide better service quality to customers. 3.32 1.51 3.56 1.33 -2.035 598 0.04*

It provides E-receipt of every transaction. 3.35 1.50 3.64 1.32 -2.485 598 0.01**

It is service of any time and any place. 3.36 1.52 3.73 1.34 -3.165 598 0.00** It provides better understanding relationship between customer and banker.

3.21 1.50 3.60 1.37 -3.354 598 0.00**

Bank attracts more and more customer by their services. 3.26 1.50 3.59 1.34 -2.785 598 0.01**

E-banking helps to reduce the long Queues in window. 3.61 1.35 3.98 1.22 -3.466 598 0.00**

Bank matches with expectation of customer 3.31 1.41 3.64 1.19 -3.041 598 0.00**

Customer prefer e-banking after their first experience with e-banking. 3.46 1.43 3.68 1.25 -1.975 598 0.05

E-banking increases the performance of the bank 3.34 1.51 3.61 1.21 -2.364 598 0.02*

E-banking meet the cash requirement of the customer even after the bank is closed.

3.43 1.46 3.65 1.27 -1.999 598 0.05

Physical representation of services through plastic card, credit and debit card is easy.

3.53 1.46 3.70 1.21 -1.556 598 0.12

E-banking provides online wallet facility. 3.06 1.49 3.18 1.30 -1.021 598 0.31

Source: Author’s Calculation **p<0.01 and *p<0.05 level of significance

Table 3 indicates the Comparison between public and private sector banks for customer’s

perception for preference of the E-banking services of the bank. P value is equal to 0.00 and which is less than significant value 0.01 in case of statements E-banking is more reliable and safe than branch banking, E-banking is service of any time and any place. It provides better understanding relationships between customers and banks, E-banking helps to reduce the long queues in window, banks matches with expectation of customer which indicates highly significant difference regarding customer’s perception for preference of E-banking services between public sector and private sector banks. In case of statements E-banking serves customers 24*7 days a week (P value =0.04), E-banking replaces physical facilities to the customers (P value =0.04), password facility provides confidentiality to the transaction (P value =0.03), it also increases the financial security



(P value = 0.02), E-banking reduces the paper work burden (P value=0.04), it has ability to provide better service quality to customers (P value= 0.04), E-banking increases the performance of bank (P-value=0.02), the P value in all these statements is less than significant value 0.05 which indicates significant difference regarding customer’s perception for preference of E-banking services between public and private sector banks. In case of statements, it provides accuracy, reliability in billing generation, E-banking is easy to operate, E-banking is faster as compared to manual banking, it reduces the waiting time to receive service, it provides e-receipt of every transaction, bank’s attract more and more customers by their services P value is 0.01 which is

equal to significant value 0.01 and indicates highly significant difference in perception of customer’s of public and private sector banks regarding these statements related E-banking.

Table 4: Comparison between Public and Private sector banks for customer’s Perception for non- preference of the E-Banking services of the bank

Non-preference/Banks Public Private t value Df p value

Mean SD Mean SD Customer like meeting people and prefer face to face banking.

3.50 1.28 3.47 1.29 0.318 598 0.75

E-banking is risky as compare to manual system. 3.43 1.29 3.29 1.27 1.307 598 0.19

E-banking lapse security factor. 3.22 1.35 3.12 1.31 0.919 598 0.36 Manual system is much convenient. 3.14 1.38 3.02 1.39 1.032 598 0.30

Secrecy not maintained in E-banking. 3.08 1.42 2.96 1.42 1.064 598 0.29

Education helps in using online banking.

3.15 1.46 2.95 1.46 1.679 598 0.09

There are chances of fraud and forged transactions in internet banking.

3.12 1.38 2.87 1.41 2.222 598 0.03*

It involves huge operating cost/transaction cost.

3.03 1.45 2.72 1.39 2.642 598 0.01**

No instant help is provided to customer in problem. 3.06 1.46 2.79 1.44 2.344 597 0.02*

Customer do not trust internet as channel for banking as it is not safe.

3.03 1.49 2.79 1.39 2.098 598 0.04*

There is frequent disruption of site. 3.03 1.53 2.77 1.35 2.269 598 0.02* There is no responsibility and accountability of banker in E-banking.

3.04 1.53 2.77 1.38 2.296 598 0.02*

E-banking is difficult for beginner to operate. 3.00 1.56 2.90 1.40 0.852 598 0.39

E-banking having hacking problem. 3.05 1.59 2.80 1.48 1.969 598 0.05

E-banking is time consuming 2.89 1.58 2.73 1.44 1.349 598 0.18



process. There is frequent change in technology. 2.99 1.61 2.73 1.44 2.084 598 0.04*

E-banking system differs from bank to bank. 3.11 1.63 2.78 1.50 2.581 598 0.01**

Customer feels helpless (after business hours) when my card is stuck up by ATM machine.

3.33 1.63 3.01 1.52 2.483 598 0.01**

Internet facility/speed effect E-banking. 3.21 1.64 2.93 1.53 2.162 598 0.03*

Computer language barrier itself. 3.09 1.67 2.84 1.58 1.908 598 0.06 Source: Author’s Calculation**p<0.01 and *p<0.05 levels of significance

Table 4 shows comparison between public sector and private sector banks for customer’s

perception regarding non-preference of the E-banking services of the bank. In case of statements, there are chances of fraud and forged transactions in internet banking (P value=0.03), no instant help is provided to customer in problem (P value= 0.02), customers do not trust internet as channel for banking as it is not safe (P value=0.04), there is frequent disruption of site (P value= 0.02), there is no responsibility and accountability of bank in E-banking (P value =0.02), there is frequent change in technology (P value =0.04), internet facility, speed effect E-banking (P value=0.03), P value is less than significant difference between public sector and private sector banks for customer’s perception regarding non-preference of the E-banking services of the bank. P value is 0.01 in case of statements it involves huge operating cost/ transaction cost, E-banking system differs from bank to bank , customers feel helpless (after business hours) when my card stuck up by ATM machine which is equal to significant value 0.01 indicating significant difference between private sector and public sector customer’s perception regarding these

statements.

Conclusion

Thus, this study has analyzed the overall customer’s perception towards E-banking service provided by the Private (HDFC& ICICI) and Public (PNB & SBI) sector banks which shown that respondents are equally satisfied from the E-banking provided their banks. Besides this, many barriers are found which are major challenges for banks, such as, legal and security issues, less awareness, hacking problems, frequent changes in technology.

Recommendations

Banks should hire technical staff to eradicate the technical defaults and their service should be instant and 24*7 days to assist the anytime, anywhere and anyhow.

Banks should promote electronic services by providing discounts rather than charging operating cost by this bank can attract customers who have less income.

Government should invest money to help the banks, like, providing training to bank staff members and even should organize seminars to make people aware about E-banking. Door



to door awareness program should be started to make aware housewives and agriculturist. References

Ahmed, E.M & Phin, G.S (2016). Customer Perception towards Internet Banking in an Emerging Economy like Malaysia, Journal of Internet Banking and Commerce, Vol. 18.No. 3, pp. 2-3.

Al-qasa, k. et al.(2013). Factors Affecting Intentions to Use Banking Services in Yemen. Journal of Internet Banking and Commerce, Vol.8, No.3, pp. 2-3.

Goyal, V.M & Goyal, G (2012).Customer Perception Towards Internet Banking W.R.T. to Private and Foreign Banks in India. International Journal of Computing & Business Research, Vol. 18, No. 4, pp. 1-6.

Kamakodi, N (2007). Customer Preference on E-Banking Services- Understanding Through A Sample Survey of Customers of Present Day Banks in India. Bank net Publications. pp.30-43.

Lal, R &Saluja, R (2012). E-banking: The Indian Scenario. Asia Pacific Journal of Marketing& Management Review, Vol. 1, No. 4, pp. 18-24.

Mukhtar,M (2015). Perceptions of UK Based Customer toward Internet Banking in the United Kingdom. Journal of Internet Banking and Commerce, Vol. 20, No. 1, pp. 1-4.

Srivastava, R.K (2007). Customer’s Perception on Usage of Internet Banking.

Journal of Innovative Marketing, Vol. 3, No. 4, pp. 67-73. Uppal, R.K (2008). Customer Perception of E-Banking Services of Indian Banks.

Journal of Bank Management, Vol. 7, No. 1, pp. 63-74.



Domestic Help Workers- A Comparative Study of Punjab

Ekta Rani Assistant Professor, Department of Management, General Shivdev Singh Diwan Gurbachan

Singh Khalsa College, Patiala Punjab

Abstract According to International Labor Organization, ―Domestic help workers encompass a noteworthy

part of the international workforce in informal employment and are among the most exploited groups of workers. The objective of the study is to do the comparative analysis of the position of domestic help workers in three different areas of Punjab that is Majha, Malwa and Doaba. Districts have been identified on the basis of convenience. Mansa, Ludhiana, Bathinda and Fatehgarh Sahib from Malwa region Amritsar and Gurdaspur cities are identified from Majha region and Jalandhar and Kapurthala from Doaba region. To meet the requirements of objectives, a sample of 600 domestic workers is considered (75 from each district). One way ANOVA is adopted to get statistical results. The study found that there are fair amount of men in the sector but domestic work industry is currently dominated throughout the Punjab region by women. Though the domestic work industry has provided ample opportunities to woman to become self- dependent, on the other hand it also leads towards exploitation, harassment and sexual embarrassment at the workplace. In sum, socio-economic condition of the domestic help workers is not good. They face problems both at home and work place. They have a very massive work load with less compensation. There is no homogeneity in their wage structure and their wages are very low. It is suggested that there is need for comprehensive legislation controlled both by centre and state governments. Keywords: Domestic Help Workers, Exploitation, Punjab Introduction According to International Labor Organization, ―Domestic help workers encompass a noteworthy part of the international workforce in informal employment and are among the most exploited groups of workers. Often excluded from the scope of labour legislation, domestic workers work for private homes, usually without evident terms of employment, and remain unaccounted. Child domestic workers remains excluded, at present there are almost 53 million domestic workers all over the world and this number is increasing gradually in developed and developing countries. The major problems being faced by the domestic workers are deplorable working conditions, labor exploitation, and abuses of human rights. Domestic workers intermittently confronts very low wages, unreasonably long hours, have no guaranteed weekly day of rest and at times are accessible to physical, mental and sexual abuse or restrictions on freedom of movement. Exploitation of domestic workers can partially be linked with the gaps in national labour and employment legislation, and it often depicts imitate the discrimination based on sex, race and caste.

Domestic workers constantly speak of the more of the marginalized communities in society. Domestic workers have to face prejudice and bias related to social status is reflected very strongly at the workplace. Domestic work has been rooted deep in the history of India with both men and women working in others homes often regarded as servants. It includes the various categories of domestic workers such as Maids, Drivers, Cooks, Baby-Sitters,



Sweepers, Gatekeepers, Guards, and Gardeners etc. To meet the requirements of objectives, a sample of 600 domestic workers is considered (75 from each district).

Objective of the Study

To do the comparative analysis of the position of domestic help workers in three different areas of Punjab that is Majha, Malwa and Doaba.

Research Methodology

The study is confined to three regions of Punjab i.e., Majha, Malwa and Doaba. Districts have been identified on the basis of convenience. Mansa, Ludhiana, Bathinda and Fatehgarh Sahib from Malwa region Amritsar and Gurdaspur cities are identified from Majha region and Jalandhar and Kapurthala from Doaba region. Non-Probability sampling technique such as Step wise random sampling and further snowball sampling technique is used due to non-availability of appropriate and official data of domestic help workers. Cost and time constraints are important factors for deciding the size of sample. At the same accuracy of results is very important. To meet the requirements of objectives, a sample of 600 domestic workers is considered (75 from each district).

Structured questionnaires were designed to collect primary data from domestic help workers. Questionnaires consisted of mostly closed ended questions. Interviewer administered questionnaires are planned for this study. The method of interview was direct personal investigation and it was focused at interview based methods to focus attention on the given experience of the respondent and its effects. Sources of secondary data on domestic help workers will be collected from official publications of International Labour Organization, Ministry of labour and Employment (India), Department of Labour (Government of Punjab), International and National Journals and Magazines for human resource and labour market, local and international newspapers, World Wide Web, Local Labour and Women Commissions, Non-Government Organizations related to welfare of labour and domestic help workers, Local police stations of respective districts. The study is confined to three major regions of Punjab- Majha, Malwa and Doaba. Non-Probability sampling technique such as stratified sampling technique and snowball sampling technique was used due to non-availability of appropriate and official data of domestic help workers. Cost and time constraints were important. One way ANOVA is adopted to get statistical results.

Results & Discussions

Results of One way ANOVA

The table 1 shows the results of one way ANOVA where the means of awareness levels of three sections of Punjab regions are compared i.e. Doaba, Majha and Malwa. The results of the test are positive at 597 degree of freedom and 0.05 percent significance level.



Table 1: Table showing results of One-way ANOVA

Regions N Mean Std. Deviation

Std. Error

Lower Bound

Upper Bound

Minimum Maximum Between Component Variance

Doaba

153 3.0915 1.03466 .08365 2.9262 3.2568 1.00 5.00

Majha

206 2.3883 1.10637 .07708 2.2364 2.5403 1.00 5.00

Malwa

241 2.4274 1.15286 .07426 2.2811 2.5737 1.00 5.00

Total

600 2.5833 1.14539 .04676 2.4915 2.6752 1.00 5.00

Model

1.10778 .04523 2.4945 2.6722

.21551 1.6561 3.5106 .12898


ANOVA

Sum of Squares

Df Mean Square F Sig.

Between Groups

53.203 2 26.602 21.677 .000

Within Groups

732.630 597 1.227

Total

785.833 599

The table 1 shows the results of one way ANOVA where the means of awareness levels of three sections of Punjab regions are compared i.e. Doaba, Majha and Malwa. The results of the test are positive at 597 degree of freedom and 0.05 percent significance level.

The objective of research to do the comparative analysis of the position of domestic help workers in three different areas of Punjab that is Majha, Malwa and Doaba. The comparison is made on the basis of financial position, quality of life awareness about rights and overall satisfaction. From the results of ANOVA analysis in table 1 it can be evidently seen that among the three regions the best respondents with somehow positive feedback was seen from the Doaba region i.e. from the area of Kapurthala and Jalandhar. The prime reason is that the overall population staying in these areas are business class and have relatives staying abroad. The financial conditions of the people in these areas are better than the remaining areas. The quality of life as well as overall life satisfaction of these areas is higher than the other parts of Punjab. As far as the understanding of rules and laws are concern the respondents of these areas are far ahead especially as compared to their other counterparts.

The domestic help workers of the Majha region are the poorest among all. The situation here is not so good. The work load is high and the compensation and holidays given to them is less



as compared to other areas. Due to this the overall quality of life is low and they have a poor work life balance.

Now if we discuss the Malwa region which consists of Mansa, Ludhiana, Bathinda and Fatehgarh Sahib region. They are least paid and are most exploited workers. Barring a few places like Patiala,Nabha etc. the other workers have a poor situation and severe physical and financial position. It has been observed that the education level and the financial position of the employee also impact the quality of life. Areas such as Mansa, Bathinda where the education level is low as compared to Patiala, Ludhiana and Jalandhar the quality of life and financial position both are good as compared to the counterpart.

Observation about the Domestic Help Worker Industry

The study found that there are fair amount of men in the sector but domestic work industry is currently dominated throughout the Punjab region by women. Though the domestic work industry has provided ample opportunities to woman to become self- dependent, on the other hand it also leads towards exploitation, harassment and sexual embarrassment at the workplace. It has also shown that due to the various types of jobs in the domestic work, the jobs occupied by men are different from that of women. It was believed that the domestic work industry was an industry of past type of society and did not belong to the modern world, but the recent trends are showing some changes in the domestic work industry, it is not fading away, but is transforming. There are several specific causes that are credited to continuing the cycle of the demand for domestic work. One of these reasons is that with more women accepting full-time jobs, a dually employed household with children places a heavy burden on parents. It is however a matter of debate that this burden of shared responsibility wouldn't result in the demand for outside domestic help if men and women were providing equal levels of effort in domestic work and child rearing within their own home. Migratory workers from different states often indulge in domestic work that comes to the state due to their economic survival. But it has also leaded to several problems. On one hand it has also fulfilled the demand of the domestic workers in the state , on the other hand it has increased the level of exploitation of the workers. Because the migratory population becomes the easy prey in the hands of the employers due to their lack of awareness regarding their rights.

Recent trends in Domestic Help Workers

1. As one of the emerging activities due to growing number of working women in various developed and developing countries, represents the demographics that show increasing requirements for care economy. It has also shown changing patterns related to the GDP growth and other macroeconomic activities linked with increasing inequalities. It is a clear indication that with the increase in income inequality, there will be a shift in the number of domestic workers.

2. The nature of the expansion of this type of women‘s work is determined by the notion of

gender of societies all over the world and women is mainly responsible for the care economy and social reproduction even when they are engaged in outside work, and so transfer some of



this burden of previously unpaid work on to paid workers (usually other women). This has been associated with a globalization of the care economy, with growing use of migrant workers across and within countries, as well as the growth of part-time domestic work.

3. Though the demand of the domestic work is increasing these days yet domestic work is mainly unrecognized in various countries, generally undervalued. Since this work is basically performed in the household sector, this nature of the work has debarred it from the scope of the various labour legislations. It becomes difficult in this case to monitor the various work life conditions of the domestic workers. Since most domestic workers are women (and often migrant women) they are even less likely to be in a position to organized and demand their rights collectively. It is usually perceived as something less than regular work by both employers and the workers themselves, and contracts are usually determined bilaterally in conditions of unequal bargaining power without strong awareness of either labor market conditions or the legal rights of the workers. The relatively high proportion of child labor in this activity is also a reflection of the sheer difficulties of monitoring and regulation.

4. For the reasons quite clearly mentioned that it is very difficult to get accurate and reliable data on the purview of domestic work. Available review of literature clearly points towards lack of sufficient official statistics regarding domestic workers. Thus it makes it all the more difficult to define the categories of the domestic workers so as to recognize it.

5. The limited data that are available indicate that domestic work is overwhelmingly feminized. These numbers can vary sharply depending upon source, and it is widely recognized that the official estimates are likely to be underestimates. For varied reasons domestic workers are often excluded from labour force surveys. This is more likely when they are not adults, as is often found in developing countries. Sometimes the domestic workers also remain unrecorded. The increasing importance of domestic work as paid employment specially in India makes it all the more obligatory to certify that such work is given distinction and materialize under decent conditions with adequate pay. Presently, because of the personalized nature of such work, the work contracts are informal and in that case they does not come under the purview of the law. Most of the domestic work is done under suppressive conditions such as low pay, overtime without pay, long working hours, low self- esteem, and no social security.

6. It is unfortunately the case that as long as overall productive employment generation remains so sluggish, there will be pressures on domestic workers that can force them to accept working conditions that are poor and even sometimes degrading. However, both public policy and labor mobilization can play roles in improving such conditions even when the overall employment scenario is bleak.

7. What is required is professionalizing the relations between employer and employee, which can only be done through a combination of organization, legislation and institution-building. This makes it compulsive for the Government of India to ratify the Convention of International Labour Organisationon Domestic Work, passed by the International Labour



Congress in 2010.This Convention evidently formulates the basic rights of domestic workers, and provides guidelines on terms and conditions of employment, wages, working hours, occupational safety and health, social security and the avoidance of child labour. It is just the beginning, the government has to take stern steps to ensure the welfare of the workers

Conclusion of the study

In sum, socio-economic condition of the domestic help workers is not good. They face problems both at home and work place. They have a very massive work load with less compensation. There is no homogeneity in their wage structure and their wages are very low. However, they are compelled to do this job because of lower education or poor financial background. They are exploited at their working place and in some cases, even at their own homes by their own husbands or in–laws. It is necessary to make them aware about the exploitation and inspire them to organize themselves for protecting their rights and also to work for implementation of laws by the government. Then only, they can live with status and dignity equal to that of other members of the society.

Suggestions

There is need for comprehensive legislation controlled both by centre and state governments.

There should be a help line no. and also a complaints committee to handle the sexual harassment complaints of domestic workers.

Registration of the domestic workers must be compulsory. Any employer keeping unregistered domestic worker must be subject to police verification and investigation.

Database of the domestic workers must be maintained and collected by the government to get the accurate number of the domestic workers in the country.

References

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A Study on attributes of Service Level Agreement for Cloud Computing Services

* Satinder Kaur ** S.S. Khurmi

*Assistant Professor, PG Department of Computer Science, General Shivdev Singh Diwan Gurbachan Singh Khalsa College,Patiala Punjab, India

**Professor, Bhai Maha Singh College of Engineering, Muktsar Sahib

Abstract Cloud computing is emerging in the form of an outsourcing model which promises to provide a reliable service to the consumers. With the introduction of numerous cloud service providers around the globe, that store sensitive information at unknown locations, the issues regarding security of data and building trust between the provider and consumer are growing. The Service Level Agreement (SLA) is becoming a very effective tool in gaining consumer’s trust and helps consumers to measure

service provider’s performance with respect to various attributes of services in concern. This paper presents a review on the attributes of the SLA and their significance in adopting the cloud computing services. An effort is also being made towards standardization of the SLA for cloud computing services that in turn may help adopting cloud computing services on a larger scale. Keywords: Cloud Computing, SLA, SLA attributes, Cloud Service Provider, Cloud Service User.

Introduction

Cloud computing is a services-oriented model which is giving another IT platform for business and individualized computing. Cloud-based services are not quite the same as customary programming in a way that when a client gets to the cloud, the PC is not the thing doing the real processing rather information preparing happens in data centres outside clients' association, and the client essentially see the results of it on its screen. Most cloud computing services are accessed through web browsers. Cloud services can also be accessed through an application or browser on a smart-phone or tablet. Accordingly, cloud computing don't oblige clients to have refined PCs that can run particular programming. The subscribers of the cloud computing service are alluded to as Consumers. On demand access to applications and information from a "Cloud" is accessible for consumers at whenever and anyplace on the planet. National Institute of Standards and Technology (NIST) defines Cloud computing as a model for enabling convenient, on-demand network access to a shared pool of configurable computing resources (e.g., networks, servers, storage, applications, and services) that can be rapidly provisioned and released with minimal management effort or service provider interaction. Cloud computing has been one of the major rising advances lately. Cloud computing helps the business to minimize the expenditures on managing and maintenance of in-house IT infrastructure and the cost required to invest in IT. Cloud computing is seen as the mechanical advancement that has capability to change future scope of Information Technology (IT). As cloud computing services turn out to be more pervasive, public and private undertakings still think about worries about subscribing cloud computing services. The subscriber and the service provider are concerned about Service



Level Agreement (SLA) and its adoption. The terms of service and deficiency in service are handled very carefully in cloud services but a few difficulties in governance and adherence still exist. SLA is an agreement of trust between subscriber and service provider. Sometimes the terms seem to be ineffective, useless and financial burden to administer. This results in negative effects while subscribing cloud services.

Service Level Agreement (SLA)

There are a very few cloud architectures in the developing markets like Service Oriented Architecture (SOA). Every service provider is conscious about the quality and reliability of the services as these are very much significant from the subscriber point of view. The cloud service provider caters to fulfill the services of the subscriber to retain old customers and attract new ones. Still there are chances that some kind of deficiency remains herewith. The terms of reference in the services are set forth through mutual understanding to execute the service deal. In SOA terms, the mutual agreement is alluded to as SLA. This document serves as the mutually agreed written copy with consent from subscriber and service provider. This is also important from the quality of service point of view. The SLA agreement is an understanding or agreement between the cloud provider and cloud customer. The cloud computing services can be provided by a single organisation or through a third party vendor. The responsibility of this third party service provider is to ensure all kinds of services, may be third party service provider have agreements with one or many service providers to serve customers requirements. Irrespective of any knowledge about how the services are provided and by whom, the subscribers’ is just getting all information

through web browser. The only document that is followed for services or deficiency in services is SLA. The SLA ought to grasp a definition of services, customers’ needs,

performance measurement, problem management, customer duties, warranties, and eliminate unrealistic expectations, termination of agreement. As indicated by Chaves, SLA characterizes the “what” and not the “how”. It implies with respect to data security, SLA

states what type of service levels customer ought to get. In any case it doesn’t state how the

service levels are accomplished among provider and customer.

In cloud computing, customers delegate their information to cloud provider and they are not aware of, where their information are stored and processed. Hence, cloud provider needs to utilize SLA to persuade clients to use their services and guarantee the security of their information.

SLA Attributes

In order to gain the consumer’s trust cloud service providers need a strong and well defined

SLA document. SLA plays a very important role in cloud services. The trust and security issues are to be necessarily handled through written document.

The service provider ensures to provide all kinds of firewalls to provide secure transactions for the subscriber. Half-backed SLA from the security point of view if implemented can be disastrous for the subscriber and service providers’ reputation in the market. So various SLA



attributes had been investigated and recorded which helps cloud computing environment to have a strong SLA. The SLA documents of various Cloud Service Providers (CSPs) that were available for public view were reviewed with the objective to list attributes of existing SLA contents. Table 1 highlights the review of attributes elicited from the SLA documents. Some of the attributes listed thereby have also been supported by literature as considerations for inclusion in cloud computing SLAs and contractual engagements for cloud computing services

.Table 1: SLA attributes from CSPs SLA documents and literature

The above determined attributes of cloud service SLAs influence the business adoption of

cloud computing to a great extent. It is also anticipated that these attributes not only enable

the businesses to identify service provider’s performance but also help in determining the

status of the relationship that exists between the service providers and the service consumers.

Significance of SLA Attributes

According to some researchers a comprehensive SLA is required to resolve various

challenges that are related to dependability, reliability and data security in the cloud. It is also

important that SLAs should be prepared with sufficient detail to meet the expectations of the

cloud service users and should also be easily assessed to enforce breaches. Today SLA has

become a very important aspect of cloud computing service and businesses are looking

forward to need for more complete SLA. Thorough understanding of the importance of the

SLA attributes is a step towards standardizing SLAs for cloud computing services which

further help in improving the adoption of cloud computing services.

To determine the significance of SLA attributes a survey instrument was prepared and the

data was collected from different cloud computing providers and users. Mean score values of

Sr. No Attributes

1. Availability

2. Data Integrity

3. Confidentiality

4. Physical Security

5. Engineering Support

6. Service organisation Control Audit &

Reports



all the attributes under different sections i.e. the specification of attributes in SLA, level of

effort required to understand the attributes and the intention to adopt of the cloud computing

services due to the SLA attributes were determined. The mean score values of the attributes

under the different sections are listed below in the Table 2.

Table 2: Mean Score Values of SLA Attributes

Mean Score Values of Attributes

Sr.No

. Attributes

SLA

Specificity Transaction Cost

Intention to

Adopt

1 Availability 1.67 3.00 5.89

2 Data Integrity 2.18 3.15 6.08

3 Confidentiality 2.79 3.46 5.89

4 Physical Security 4.89 3.58 6.08

5 Engineering Support 2.07 3.20 5.87

6 Service organisation

Control Audit &

Reports

3.28 3.75 6.09

SLA asset specificity: This term originated from the transaction cost economics concept by Williamson (1985). Asset specificity refers to “the extent to which the value of an asset is

restricted to specific transactions. Transaction Cost: Transaction costs refer to the costs associated with the process involved in establishing a cloud computing services arrangement between a user and a service provider. It includes the costs for developing the SLA, costs of management and enforcement, costs for compensation due to breaches, and costs involved in drafting the agreement. Intention to Adopt: Intention to adopt is defined as behavioural perspective of business users or potential users that they would use or not use cloud computing services. Testing the availability attribute under the SLA Specificity in the survey instrument interprets the importance of the availability of the cloud computing service and the mean score value of 1.67 reflects that according to the survey, it is very important to specify the Availability of Cloud Computing Services in the SLA. (The ranking 1 under SLA specificity means that specifying assets in SLA is extremely important and 7 means specifying assets is not at all important, ranking 1 under transaction cost refers extremely high level of effort and 7 refers to extremely low effort, ranking 1 under Intention of Adoption means people extremely agree to adopt cloud computing services when SLA includes attributes and 7 means they strongly disagree to adopt the cloud computing services)



Testing the availability parameter under the Transaction cost interprets the level of effort required to understand how the cloud service providers are providing the availability of CCS in cloud computing SLA and the mean square value of 3.00 reflects to the fact that a moderate level of effort is required to understand the availability of CCS in the SLA.

The mean score value of 5.89 for the availability attribute interprets that cloud computing users find more encouraging to work with cloud computing services when SLA includes details about availability of services. Likewise, all the other attributes were also tested under the sections of SLA-specificity, Transaction Cost and Intention of adoption and their respective mean score values were deduced, as shown in Table 2, and according to the mean score value the results about the inclusion, specification, understanding and adoption of the attributes were analysed and results were deduced.

The following hypotheses were also used to test the significance of the attributes and find how they affect the intention of adoption of the Cloud Computing Services (CCS).

H01 High SLA asset specificity will negatively impact transaction costs. H02 High SLA asset specificity will positively impact the intention to adopt cloud

computing H03 High transaction costs will negatively impact the intention to adopt cloud computing. Linear regression model was used to test the significance of the hypotheses and with the help of data collected from 177 people on attributes regression values were deduced on every hypothesis and the following results were made.

H01: High SLA asset specificity will negatively impact transaction cost

When the SLA is highly specified, transparent and clear, it may impact the transaction cost. It has been hypothesized that asset specificity will negatively impact the transaction cost. Asset specificity is highly value able for user of services. To discover this fact, transaction cost is regressed on asset specificity variable. The transaction cost and asset specificity variable are prepared from the response of 177 sampled users on attributes. This is justified to continue with this regression as the F value defends the model. Moreover, R2 also direct to work with this model as the value is 0.42. Therefore, the explanatory value of this model is 42%. In this simple linear model which is estimated by least squares technique asset specificity variable turned out to be highly positively significant. Therefore, transaction cost is sensitive to asset specificity. Thus while preparing SLA; asset specificity should be designed carefully. It cannot be denied that transaction cost is sensitive to many other factors which may or may not be part of the cost system directly. This is evident from the fact that the value of intercept is also highly significant. In the end it can be inferred that our hypothesis of negative impact on transaction cost of asset specificity is out-rightly rejected.

H02: High SLA asset specificity will positively impact the intention to adopt cloud computing



The uncertainty in asset security at the cloud service level is very important from the monetary value of information or data. When the asset specificity is very clear and user is highly satisfied this may induce them to adopt the services. When the data of 177 respondents in context of attributes has been estimated in regression format for impact of asset specificity on intention to adopt services, there is no doubt on the model formulation (F statistics significant) that is it cannot be denied asset specificity and intention to adopt are related. This relationship has further been vindicated by the high value of R2 (0.71). The coefficient attached to the asset specificity is highly positively significant and justify the positive relationship of change in intention to adopt is highly influenced by asset specificity. Therefore, H2 is accepted by our statistical results.

H03: High transaction cost will negatively impact the intention to adopt cloud computing

The transaction cost is vital variable to influence the intention to adopt especially when it is used for the individual or business purpose. The transaction cost is always a concern for adopter. This has been proved in the regression results as the coefficient of transaction cost is highly positively significant (1.189). The most important fact in this table is that the explanatory value of the model fitted is 82% meaning thereby transaction cost is highly related to intention to adopt. The model is also defended by the significant value of F statistics. The transaction cost could not be over powered by any other element in the system to affect the intention to adopt. For, intercept coefficient registered insignificance. Therefore, the hypothesis of positive impact of transaction cost on intention to adopt is accepted.

Conclusion

This research is to determine cloud computing SLA attributes that help in building trust and is a step towards standardizing SLAs for cloud computing. It is further believed that the results of this research will help both the cloud service providers and the service consumers to understand each other needs and performance and remove the threats and loop holes that exist in cloud computing SLAs thus influencing the security of cloud. It should also provide a guide to businesses, thinking of using cloud computing services, on the basis of attributes that could be indicated in SLAs when negotiating with CSPs. Furthermore, this study provides results that should help to foster greater adoption and use of cloud computing services through more meaningful cloud computing SLAs. These attributes help in improving the security level in SLA and thus reducing the threats that are present in the current cloud computing services. The objective of making a strong SLA between CSP’s

and CSU’s and building a strong trust level between them could also be achieved. The parameters that increase the trust level and reduce the threats in cloud computing environment were also categorised and given more priority while designing a Service level agreement. This study focused on SLA attributes that could help streamline and standardize the contents of cloud computing SLAs. As the effort to arrive at a methodology to standardize cloud computing SLAs continues, the results of this study could contribute to the init iatives that will be executed.



References De Chaves, S. A., Westphall, C. B., & Lamin, F. R. (2010). SLA perspective in

security management for cloud computing. Paper presented at the Proceedings of the 2010 Sixth International Conference on Networking and Services, Cancun

Undheim, A., Chilwan, A., & Heegaard, P. (2011). Differentiated availability in cloudcomputing SLAs. Paper presented at the Proceedings of the 2011IEEE/ACM 12thInternational Conference on Grid Computing, Washington, DC, USA.

Kumar, V., & Pradhan, P. (2013). Role of service level agreements in SaaS business scenario, IUP Journal of Information Technology, Vol. 9, No. 1, pp. 64-76.

Buyya, R., Broberg, J., and Goscinski, A. (eds). (2011). Cloud Computing: Principles and Paradigms. ISBN-13: 978-0470887998, Wiley Press, USA, Feb. 2011.

http://www.techsoup.org/support/articles-and-how-tos/what-are-the-benefits-and-drawbacks-of-cloud-computing.

M. Peter and G. Tim. "The NIST Definition of Cloud Computing," 19 June, 2010. Choudhury, V., & Sampler, J. L. (1997). Information specificity and environmental

scanning: An economic perspective. MIS Quarterly, Vol. 21, No. 1, pp. 25-53. Williamson, O.E. (1985). The economic institutions of capitalism: Firms, markets,

relational contracting. New York, NY: Free Press.

http://www.techsoup.org/support/articles-and-how-tos/what-are-the-benefits-and-drawbacks-of-cloud-computing

http://www.techsoup.org/support/articles-and-how-tos/what-are-the-benefits-and-drawbacks-of-cloud-computing



A Comparative Study of Job Stress of Employees in Indian Banking Industry

*Harpal Pannu ** Payal Bassi *Research Scholar, University School of Management, Desh Bhagat University, Mandi Gobindgarh **Associate Professor,University School of Management, Desh Bhagat University, Mandi Gobindgarh

Abstract Stress is an inevitable consequence of recent living. Organizational structure represented by hierarchical relationship of various levels, lack of cooperative among different levels lead to work stress. The objective of the study is to identify the factors causing stress among the employees and to study the impact of stress on performance of employees between public and private sector. The primary data for this research paper was collected through survey method using a well-structured questionnaire. . There are total sample of 200 respondents from both public and private sector banks. The sampling area for this study was District Fatehgarh Sahib and the branches with the district where from area as Amloh, Fatehgarh Sahib, Sarhind, Sonti. Descriptive statistics were used to obtain the mean and standard deviations. t-test is used. The results show that the major factors that causes stress is long working hours and unhealthy office politics. These factors are responsible for causing stress among employees. It is suggested that the companies reduce the working hours or give employees such an environment during there working hours so that they feel refreshed the companies may arrange small stress free or yoga classes from time to time. The bosses should ensure a rational working environment and try to minimize the office politics. Keywords: Stress, Employees, Performance, Private Banks, Public Banks Introduction

The word “stress’’ is such popular use today that it has come to mean different things to

different people. It is said that competition is too much stress to bother with one works in a high stress environment or that technology stresses out. An employee spend almost one third of his life on work and sometimes he has a lot of stress during her job. Stress in a workplace has touched almost all occupation, starting from executive levels to co-workers who are directly engaged in the production. The result of the job stress ultimately affects the physical as well as mental health. Stress is an inevitable consequence of recent living. With the progress of industries, pressure in urban areas, quantitative progress in population and various problems in day by day life are some of the reasons for increase in stress. Stress has been defined in different ways over the years. There are number of studies and surveys have been conducted by the researchers throughout the world for suggesting improved techniques to manage stress. Some of the reasons of work stress may be, interpersonal causes, role demand, task demand, structure if the organization, style of leadership, organizational works culture etc. interpersonal causes are due to interpersonal relationship at work place, when employees found unhelpful environment or any personal remark from others at work place. Role demand includes role conflict, role ambiguity, role erosion and over expectation from role. Task demand are factors related to employees job, design of work, working condition and lay out for work. Organizational structure represented by hierarchical relationship of various levels, lack of cooperative among different levels lead to work stress.



According to Mc grath & Alto define that stress is an eco friendly situation in which for complete a task a person is required and when the person accomplishes the task there is a difference in the rewards that he or she imagines. The organizations are not full fill the demand of the employees. In that situation the employee feels stress on their job and the result is come from that situation are not good. The employees are not participate in the activities of workplace. They are come late on job or absenteeism or laziness is increase day by day and may be entirely good bye their job.

Job stress is the strain, nervousness or the pressures that an individual faces at workplace while coping with the incessant and numerous demands or expectations put before him, situation worsens when the capabilities fall short of the expectations or demands. Job stress is the 4 product of mismatch between potential of an individual and the job demands made upon him; it is manifested in the form of harmful physical and mental reaction. It could also be a result of poor match between resources and requirements of an individual at work. Job stress results from the interaction of the workers and the conditions of work.

Review of Literature

Shah (2012) Investigated in ‘Management of job stress ‘“An empirical analysis” the

management of job stress in banking industry. The objective of the study were to analyze whether there existed stress in the banking industry or not, to underline the nature and type of stress associated with the banking industry, to find out the focuses for stimulating stress and to suggest the measures for overcoming the stress. The sample of the study consisted respondents in different banks in Kashmir division namely, the Jammu and Kashmir bank Ltd, the Punjab national bank and the state bank of India. However the extent of stress varies among members with in the banking industry. The empirical findings had revealed that a sizeable percentage of work forces of Jammu and Kashmir bank Ltd was experiencing stress that other member bank like the state bank of India and Punjab national bank operating in Kashmir division.

Poornima & Sharmila (2012) In this juncture, the present study is undertaken to address specific problems of private bank employees related to occupational stress. This throw light in to the pathogenesis of various problems related to occupational stress among bank employees. The study will be helpful to drawn up further policy on the related fields and act as a secondary data for further research. The problem of stress is inevitable and unavoidable in the banking sector. A majority of the employees face severe stress related ailments and a lot of psychological problems. The growing importance of interventional strategies is felt more at Organisational level. This particular research was intended to study the impact of occupational stress on Private Bank employees.

Gopika G (2014) In their research paper the modern technological innovation, people have a feeling of overload with work and stressed out. The banking sector is of no exemption. An attempt has been made through this research paper to know the experience level of employees and the relative effect of experience on stress level changes. It is found that maximum number of employees in banks is under stress. The measures are also suggested in the paper



to overcome stress that effects their physical and mental health. Most of the stress at work is caused not only by work overload and time pressure but also by lack of rewards and praise. Most of the employees were not satisfied with the grievance handling procedure of the organization which was found by the unstructured interview. t with the study, every effort has been made to make it much comprehensive.

Objectives of study To identify the factors causing stress among the employees. To study the impact of stress on performance of employees between public and

private sector.

Research Methodology

The study has been partly descriptive and partly diagnostic. The study is based on both primary and secondary data. The primary data for this research paper was collected through survey method using a well-structured questionnaire. The data from secondary sources is collected through books, journals, reports, research studies ,internet sources, magazines, newspapers and bank websites to understand the basic concepts and literature pertaining to stress in general and occupational stress of bank employees in particular. There are total sample of 200 respondents from both public and private sector banks. The sampling area for this study was District Fatehgarh Sahib and the branches with the district where from area as Amloh, Fatehgarh Sahib, Sarhind, Sonti. 5 point Liker scale was used for the study. Descriptive statistics were used to obtain the mean and standard deviations. The researcher has utilized statistical package for social sciences to analyze and interpret the data to be present in this study. t-test is used.

Causes of Stress in the Job

The antecedents of stress, or the so called stressors, affecting today’s employees are summarized in the following figure 1. As shown in it, these causes come from both outside and inside the organization and from that employees are unfair by and from employees themselves.

Extra organizational stressors

Although most analysis of job stress ignore the importance of outside forces and events, it is becoming increasingly clear that these have a tremendous impact. Taking an open-systems perspective of an organization, it is clear that job stress is not limited just to things that happen inside the organization, during working hours.

Extra organizational stressors include things such as technological change, the family, and relocation, economic and financial conditions, and residential or community conditions. The phenomenal rate of social and technical change has had a great effect on peoples lifestyles, and this of course is carried over into their jobs. Medical science has improved the life spans of people and has eliminated or reduced the threat of many diseases, the pace of modern living has increased stress and decreased personal wellness. It is generally documented that a



person’s family has a big impact on personality development. A family situation-either a brief crunches, such as a squabble or illness of a family member, or long term strained relations with the spouse or children can act as a significant stressor for employees.

Rearranging the family because of a transfer or a promotion can also lead to stress. For most people in recent years, their financial situation has proved to be a stressor. Some stress researches define these personal life stressors as uncertain environmental demands requiring adaptive behaviors in the form of social readjustments. Life’s changes may be slow or sudden. These sudden changes have been portrayed in novels and movies as having a dramatic effect on people. These life changes can also directly influence job performance.

Sociological variables such as race, sex and class can also become stressors. More recently, research has found that women experience more psychological distress than men, but men are more prone to severe physical illness. Also, people in the middle and upper classes may have particular or common stressors. The same is true of the local community or region that one comes from. For example, one researcher identified the condition of housing, suitability of services and shopping, neighborliness, and degree of noise and air pollution as likely stressors.

Organizational stressors

Organizational stressors affect large number of employees. Stress in an organization can be due to an insensitive bass, unpleasant co-workers, work over load and the need to complete a task in a limited time. For instance a high pressure environment that places long-lasting work demands on employees fuels the stress response. The office design and general office environment are important organizational level stressors. Research demonstrators are the poor lighting, loud noise, improper placement of furniture and dirty or stinking environment also create stress. Managers are advised to monitor and remove these stressors. Besides the potential stressors that occur outside the organization, there also those associated with the organization itself. Although the organization is made up of groups and individuals, there is also more macro-level measurements, unique to the organization that contains potential stressors.

Group stressors

The group can also be a potential source of stress. These group stressors can be categorized

into three areas such as lack of group cohesiveness, lack of social support and intra-

individual, interpersonal, and inter group conflict.

Lack of group cohesiveness: Starting with the historically famous Hawthorne studies, it has

become very clear that cohesiveness, or “togetherness” is very important to employees,

especially at the lower levels of organizations. If an employee is denied the opportunity for

this cohesiveness because of the task design, because the supervisor does things to prohibit or



limit it or because the other members of the group shut the person out, the resulting lack of

cohesiveness can be very stress-producing.

Lack of social support: Employees are greatly affected by the support of one or more

members of a cohesive group. By sharing their problems and more fun with others, they are

much better off. If this type of social support is lacking for an individual, the situation can be

very stressful.

Intra-Individual, Interpersonal, and inter group conflict: Conflict is very closely conceptually linked to stress. Conflict is normally associated with incompatible or hostile acts between intra-individual dimensions such as personal goals or motivational values, between individuals within a group, and between groups. Group related stressors include factors such as conflict, poor communications, unfriendly relationships, and fear of being ostracized from the group as a valued member working with superiors, peers, colleague or subordinates with whom one does not get along can be a constant source of stress. Many people can deal with misunderstandings and conflicts in an open way and resolve issues as they arise. When, conflicts, poor communications, and unpleasant interactions have to be faced at the work place, individuals try to avoid the stresses by remaining absent as frequently as possible, and even start for other jobs.

Individual Stressors: Individual stressors are those directly associated with a person’s job

duties and his family relationships. Marital difficulties breaking off a relationship and discipline troubles with children are example of relationship problems that creates stress for employees and that are not left at the front door when they arrive at door. Managers create stress for employees by failing to provide support.

Results & Discussion

Table 1: Mean and SD of Causes of Stress in the Job

Causes of Stress Mean Std. Deviation

I have to do lot of work in my Job 2.77 1.59

I am not getting sufficient salary. 2.83 1.51

I feel insecurity with respect to my job. 2.81 1.50

I feel that management policies are not conducive 2.60 1.47

My performance is not recognised by the management. 2.77 1.39

There is unhealthy work culture in my job. 2.97 1.42

There is lack of future career development. 2.91 1.56

There is continuous pressure to hit targets. 2.77 1.51



I have to work for long hours in my job. 3.06 1.43

I have to face unhealthy office politics. 2.98 1.47

I often feel difficulty due to lack of information. 2.96 1.47

I often feel difficulty due to lack of resources. 2.89 1.34

I feel boring due to repetitive work. 2.94 1.48

Source: Primary Survey, 2017

Table 1 shows those long working hours is a major cause of stress with mean value of 3.06. The next major factor that causes of stress is unhealthy office politics with the mean value of 2.98. Unhealthy work culture is the next major factor which causes stress with the mean value of 2.97. Another factor that causes of stress is lack of information with the mean value of 2.96 and fifth major factor that causes stress is repetitive work with the value of 2.94. Responses of the respondent are having high standard deviation (1.59) regarding they have to do lot of work in a job. Which indicate that there is more availability and less consistency in responses.

Table 2: Mean and SD of Stress Indicators in Job

Statements of Stress Indicators in Job Mean Std.

Deviation I feel irritation in my job. 2.66 1.44

I became short-tempered. 3.07 1.48 I feel restlessness at the end of the day. 2.92 1.47

I feel that my confidence has gone down. 2.91 1.42

I get confused in my routine work. 2.92 1.43

I have experience weight fluctuation. 2.83 1.48

I feel negative about everything. 3.04 1.49

I have feeling worriness during job hours. 2.93 1.43

I experience poor concentration in my job work. 3.09 1.46

I feel depressed. 2.86 1.54

I feel exhausted from my work load. 3.31 1.49 I am expiring back pain due to over the work load. 2.98 1.45 I developed tendency to remaining alone. 3.04 1.46




Table 2 depicts that the top five stress indicators are exhausted with mean value of 3.31, poor concentration in job work with mean value of 3.09. Short temperedness with mean value of 3.07 and tendency to remain alone with mean value of 3.04 and feeling of negativity with mean value of 3.04.Standard deviation (1.54) is highest in case of statement that people feel depressed which indicates more variation in responses and less consistency

Table 3: Mean and SD of Impact of stress on Performance

Statement of Impact of Stress on Performance Mean Std.

Deviation

There is increase in my absenteeism. 2.92 1.53

My productivity level has gone down. 2.92 1.44

My morale level has gone down. 2.87 1.52

I am thinking of early retirement plan. 3.05 1.38 My job satisfaction level has gone down. 2.94 1.49

I am not able to use my skills up to maximum level. 2.89 1.60

My work effectiveness has reduced. 2.83 1.41 I have lost interest in my job. 3.04 1.41

Source: Primary Survey, 2017 Table 3 shows that the major impact of stress on job performance is that employees think of early retirement as the mean value of 3.05 is highest and the employees lose interest and their satisfaction level goes down with reflective mean value of 3.04 and 2.94 deficits the same. Standard deviation is highest in case of employee do not able to use their skills up to maximum level which indicates more variation in responses and less consistency.

Table 4: Significance of Causes of Stress in the Job between Public and Private Bank

Causes of Stress

Public (n=100)

Private (n=100)

t value Df p value Mean SD Mean SD I have to do lot of work in my Job 2.52 1.54 3.01 1.62 -2.19 198 0.03*

I am not getting sufficient salary. 2.68 1.49 2.97 1.51 -1.37 198 0.17 I feel insecurity with respect to my job. 2.63 1.38 2.98 1.60 -1.65 198 0.10 I feel that management policies are not conducive 2.71 1.44 2.48 1.49 1.11 198 0.27 My performance is not recognised by the management. 2.62 1.32 2.91 1.44 -1.48 198 0.14 There is unhealthy work culture in my job. 3.02 1.43 2.91 1.42 0.55 198 0.59



There is lack of future career development. 2.86 1.56 2.96 1.56 -0.45 198 0.65 There is continuous pressure to hit targets. 2.89 1.57 2.64 1.45 1.17 198 0.24 I have to work for long hours in my job. 2.92 1.42 3.19 1.43 -1.34 198 0.18 I have to face unhealthy office politics. 2.68 1.46 3.27 1.44 -2.88 198 0.00** I often feel difficulty due to lack of information. 2.84 1.50 3.07 1.43 -1.11 198 0.27 I often feel difficulty due to lack of resources. 2.88 1.45 2.90 1.23 -0.11 198 0.92 I feel boring due to repetitive work. 2.86 1.44 3.02 1.53 -0.76 198 0.45

Source: Primary Survey, 2017 The above table 4 shows that Indicates significance of causing of stress in the job between public and private sector bank. In the case of public sector bank mean is highest that is 3.02in case of statement unhealthy work culture in my job. Where as in the case of public sector banks mean is highest in case of 3.27 for statement unhealthy office politics. There is significant difference between the public sector and private sector banks on the basis of statement that employees has to do lot of work in a job (P value=0.03<0.05) . Therefore null hypothesis is rejected and alternative hypothesis is accepted. There is highly significant difference between public sector and private sector banks on the basis of this statement that employees has to face unhealthy office politics( P value=0.00). In case of all other statements indicating causes of stress in the job between public sector and private sector banks. There is insignificant difference as a result null hypothesis accepted and alternative is rejected.

Table 5: Significance of Causes of Stress in the Job between Public and Private Bank

Causes of Stress

Public Private

t value df. p value

(n=100) (n=100)

Mean SD Mean SD

I have to do lot of work in my Job 2.52 1.54 3.01 1.62 -2.19 198 0.03*

I am not getting sufficient salary. 2.68 1.49 2.97 1.51 -1.37 198 0.17

I feel insecurity with respect to

my job. 2.63 1.38 2.98 1.60 -1.65 198 0.10

I feel that management policies are not conducive 2.71 1.44 2.48 1.49 1.11 198 0.27

My performance is not recognised by the management. 2.62 1.32 2.91 1.44 -1.48 198 0.14



There is unhealthy work culture in my job. 3.02 1.43 2.91 1.42 0.55 198 0.59

There is lack of future career development. 2.86 1.56 2.96 1.56 -0.45 198 0.65

There is continuous pressure to hit targets. 2.89 1.57 2.64 1.45 1.17 198 0.24

I have to work for long hours in my job. 2.92 1.42 3.19 1.43 -1.34 198 0.18

I have to face unhealthy office politics. 2.68 1.46 3.27 1.44 -2.88 198 0.00**

I often feel difficulty due to lack of information. 2.84 1.50 3.07 1.43 -1.11 198 0.27

I often feel difficulty due to lack of resources. 2.88 1.45 2.90 1.23 -0.11 198 0.92

I feel boring due to repetitive work. 2.86 1.44 3.02 1.53 -0.76 198 0.45


The above table 5 shows that Indicates significance of causing of stress in the job between

public and private sector bank. In the case of public sector bank mean is highest that is

3.02in case of statement unhealthy work culture in my job. Where as in the case of public

sector banks mean is highest in case of 3.27 for statement unhealthy office politics. There is

significant difference between the public sector and private sector banks on the basis of

statement that employees has to do lot of work in a job (P value=0.03<0.05) . Therefore null

hypothesis is rejected and alternative hypothesis is accepted. There is highly significant

difference between public sector and private sector banks on the basis of this statement that

employees has to face unhealthy office politics( P value=0.00). In case of all other

statements indicating causes of stress in the job between public sector and private sector

banks. There is insignificant difference as a result null hypothesis accepted and alternative is

rejected.

Conclusions

The results show that the major factors that causes stress is long working hours and unhealthy office politics. These two factors are the part of working environment and collectively in case of private and public sector banks. These factors are responsible for causing stress among employees. The results indicate that there is significant difference in terms of working hours and office politics between public and private sector banks where in case private sector there are more working hours and office politics in comparison to public sector banks. The results



show that the employees of private sector become more short-tempered, feel restlessness and shows reduction confidence in comparison to public sector

The present study discuses about the various factors that causes stress among the employees of public and private sector banks with respect to Punjab national bank, State bank of India, HDFC bank and ICICI bank in District Fatehgarh Sahib. Stress though is intangible in nature but causes for reaching impact upon the handset of employees and directly or indirectly effects employee performance. It may even lead to absenteeism, employee turnover, personal and professional stress. The present study reveals that employees working in private sector are more stressed as compared to employees working in public sector. The employees working under stress will not be able to focus on their work and will look forward for employee turnover, poor performance, inability to complete their work timely, lack of interest and team work. So in the end it is concluded that both private and public sector banks must provide congenial environment for their employees so that they work without stress and will be able to work effectively and efficiently within the given time frame.

Suggestions

The minimum educational qualification required for the selection can be raised to post graduation in public and private sector. Because more educational employees provide better results to the company who can handle work place stress comparatively better to minimum qualification.

The companies reduce the working hours or give employees such an environment during there working hours so that they feel refreshed the companies may arrange small stress free or yoga classes from time to time. The bosses should ensure a rational working environment and try to minimize the office politics.

References

G, Gopika (2014). “A quantitative analysis on the correlation between industrial experience and stress level changes in banking industry” International journal of

advance research in science and engineering, Vol.3, Issue 12, pp. 25-32.ISSN: 2319-8354.

Poornima. J & Sharmila A. (2012) “A study on employee stress management in

selected private banks in Salem, International business management, ISSN: 2229-712X.

Shah MehrajUd Din. (2012). “Management of job stress: An Empirical analysis”.

Golden Research Thoughts Vol.1, Issue.I/Jan2012 pp.1-4 http://www.wikipedia.

http://www.wikipedia/

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