This document summarizes a study on quality of work-life balance among textile mill employees in India. It finds that most employees feel moderately satisfied with their work environment and welfare activities. While over 70% feel their job security is adequate, nearly half sometimes worry about work and feel they cannot spend enough time with family. Statistical analysis shows a relationship between age and feelings of tiredness but no relationship between work days and work-life balance. The study aims to identify factors influencing work-life balance and its impact on employee performance.

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A Study on the Quality of Exertion life cycle stability with
Reference To textile Mills
Dr. Subramania Bala Jeshurun1
&P. Karuppanna Prakash2
Assistant Professor, Department of Management Studies, Francis Xavier
Engineering College, Tirunelveli
ABSTRACT
This study examines the influence of perceived flexibility within the timing and site of
labour on work-family balance. Results indicate that perceived job flexibility is claimed to
reinforce work-family balance after controlling for paid work hours, unpaid domestic labour
hours, gender, and occupational level. Also given an equivalent workload individual, with
perceived job flexibility have more favorable work-life balance. Likewise, employees with
perceived job flexibility are ready to work long hours before workload negatively impacts their
work-family balance and also these makes the workers feel as stress. Implications of those
findings are presented. Also, from the feedback, an employee has suggested to given a vacation
leave so as that they are getting to spend enough time with the family. The longer-term benefits
of this study observe business sense to support work-life balance.
Keywords: Flexible time, Work life balance, Textile
INTRODUCTION
The essential purpose is to develop jobs and dealing conditions that are excellent for
workers also because the economic health of the organization. It refers to the extent of
satisfaction, motivation, commitment and involvement a personal experience with regard to their
line at the work. The quality of labor life is that the degree of excellence caused work and
dealing conditions that contribute to the overall satisfaction and performance primarily at the
individual level and eventually at the organization level.
Every organization employees are the force that's behind every successful organization.
No organization can become successful with technology only thanks to the use of technology
also, organizations need to have a strong workforce. Quality of labor Life was the term actually
introduced within the late 1960s. From that period till now the term is gaining more and more
important everywhere, at every workplace.
Initially quality of work-life was that concentrate on the results of employment on the
general wellbeing and thus the health of the workers. But now its focus has been changed. Every
organization must provides an honest environment to its workers including all financial and
nonfinancial incentives so as that they're going to retain their employees for an extended period
and for the achievement of the organization goals. Within the top, we'll say that a cheerful and
healthy employee will give better turnover, observe decisions and positively contribute to the
organization goal.
The quality of labor life could also be a process by which an organization responds to
employee needs for developing a mechanism that allows them to share fully in making a choice

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that designs their life at work. Having supervision, proper working conditions, pay and smart
benefits and interesting and rewarding in job.
The Six Components of Quality of work life Balance
1. Self-Management
2. Time Management
3. Stress Management
4. Change Management
5. Technology Management
6. Leisure Management
Factors affecting quality of work life:
Employment fulfillment is favourable or unfavourable with which employees view their
work. Like enthusiasm, it's suffering from the environment. Work pleasure is impacted by
employment design. Likewise, orientation is critical because the employee’s acceptance by the
workgroup contributes to satisfaction. In short, each element of the environmental system, can
increase, or detract from, job satisfaction.
Pay:
Quality of labor life is essentially built round the concept of equitable pay. In lately
ahead, employees might want to participate within the profit of the organization.
People:
Almost everyone has got to affect three sets of individuals within the workplace. Those
are namely boss, co-workers at an equivalent level and subordinates. These situations demand a
high level of prudence, cool temper, tactfulness, humour, kindness, diplomacy and sensitiveness.
Health conditions of employees:
The organization should realize that their true wealth lies in its employees then providing
a healthy environment for workers should be their primary objective.
Personal and career growth opportunities:
A corporation should provide employees with the chance for personal/professional
development and growth and to organize them to simply accept the responsibilities at a better
level.
Participative management style and recognition:
Flat organization structure helps the organization facilitate employee participation. A
Participative management style improves the standard of labor life. Workers feel that they need
control over their work process and that they also offer innovative ideas to enhance them.
REVIEW OF LITERATURE:

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Raduan (2006) during a study to work out the extent and relationship between qualities of
work-life (Quality of labor Life) with career-related variables revealed that the three exogenous
variables are significant like career satisfaction, career achievement and career balance with 63%
of the variance in Quality of labor Life. These findings contribute to an understanding of the way
by top management in attempts to achieve a career fit between the requirements of the workers
and therefore the needs of the organization.
Dargahi (2007) conducted a study to supply the processes wont to investigate and
implement a pathway for improvement of Quality of labor Life as an approach model. The
results from the survey showed that the perceived strongest areas among 12 categories developed
by Quality of Work-Life Strategic Planning Committee that employees agreed to enhance on
their Quality of Work-Life were Organizational Commitment, trust, support, monetary
compensation, non-monetary compensation, leadership, attendance management, communication
between managers and employees, Communication between managers and managers, overall
communication, respect and recognition.
Guna. (2008) during a study entitled “Constructs of Quality of labor Life: A Perspective
of data and Technology Professionals” concluded that IT industries in many developing
countries are experiencing tremendous challenges in meeting the utilization market demand. an
honest human resource practice would encourage IT professionals to be more productive while
enjoying their work. Effective strategic human resource policies and procedures are essential to
control and supply excellent Quality of labor Life among IT professionals.
Pugalendhi (2011) during a study of Quality of labor Life: Perception of school teachers
revealed a big relationship between Quality of labor Life total and Quality of Life in teaching
environment total. They also found that the standard of school teachers is low in its working
level and stated that Quality of labor Life is an important concept of the favorable situation
during a working environment.
STATEMENT OF THE PROBLEM
During this study, when examining the work-life of Textile mills employees, there's a
number of the key issues arise because the stressful work-life condition. Hence it's necessary to
research the “Quality of Work-Life Balance” among the workers at Textile mills so as to extend
their productivity level.
OBJECTIVES OF THE STUDY
1. To determine the factors responsible for bringing out a balance between their professional
and personal life.
2. To study the impact of work life balance based upon the performance of the employees.
3. To know the opinion of the employees with regard to their work.
HYPOTHESIS OF THE STUDY:

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Hypothesis 1:
 (H01), there is no significant relationship between age and feeling of tried or
depression.
Hypothesis 2:
 (H02), there is no significant relationship between working days in week and
balancing the work life.
Research Methodology
Descriptive research is employed to explain the characteristics of a population or
phenomenon being studied. This design includes a survey and fact-finding enquiries of various
kinds. The main purpose of this research may be a description of the state of affairs, because it
exists at the present. Simple sampling technique may be a probability sampling design, during
which each member of the population has an equal chance of being chosen. The samples are
drawn from 275 employees within the organization out of which only 100 samples are selected
from employees working in Textile Mills, the info are collected by the tactic of the
questionnaire.
DATA ANALYSIS AND INTERPRETATION
TABLE 1
GENDER OF THE EMPLOYEES
Source: Primary Data
Inference:From the above chart, it is inferred that 56 percent of the employees are female and 44
percent employees are male.
TABLE 2
AGE OF THE EMPLOYEES
Source: Primary Data
Inference:From the above chart, it is inferred that 16 percent of the employees are between 20-
30 years, 42 percent are between 30-40 years, 30 percent of the employees are between 40-50
years, 12 percent of the employees are above 50.
Category Frequency percent
Male 44 44
Female 56 56
Total 100 100
Category Frequency percent
20-30 16 16
30-40 42 42
40-50 30 30
above 50 12 12
Total 100 100

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TABLE 4
EXPERIENCE IN TEXTILE MILLS
Category frequency percent
Less than 1 year 16 16
1 to 5 years 60 60
5-10 years 22 22
above 10 years 2 2
Total 100 100
Source: Primary Data
Inference:From the above chart, it is inferred that 16 percent of the employees experienced less
than 1 year, 60 percent of the employees experienced between 1-5 years, 22 percent of the
employees experienced between 5-10 years and 2 percent of the employees experienced above
10 years.
TABLE 5
INCOME
Category frequency percent
Below Rs.12,000 21 21
12,000-17,000 67 67
Above 17,000 12 12
Total 100 100
Source: Primary Data
Inference:From the above chart, it is inferred that 21 percent of the employees earn income
below 12000, 67 percent of the employees earn income between 12000 to 17000 and 12 percent
of the employees earn income above 17000.
TABLE 6
WORKING ENVIRONMENT OF THE TEXTILE MILLS
Category Frequency percent
Highly Satisfied 12 12
Satisfied 40 40
Moderate 42 42
Dissatisfied 6 6
Highly Dissatisfied 0 0
Total 100 100
Source: Primary Data
Inference:From the above chart, it is inferred that 12 percent of the employees are highly
satisfied with the working environment, 40 percent of the employees are satisfied with the

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working environment, and 42 percent of the employees moderate towards the working
environment and 6 percent of the employees are dissatisfied with the working environment of the
Textile Mills.
TABLE 7
SPEND ENOUGH TIME WITH THE FAMILY
Category frequency percent
Always 20 20
Sometimes 39 39
Never 31 31
Often 9 9
Rarely 1 1
Total 100 100
Source: Primary Data
Inference:From the above chart, it is inferred that 20 percent of the employees always feel that
they are unable to spend enough time with their family,39 percent of the employees sometimes
feel that they are unable to spend enough time with their family,31 percent of the employees
never feel that they are unable to spend enough time with their family,9 percent of the
employees often feel that they are unable to spend enough time with their family and 1 percent of
the employees rarely feel that they are unable to spend enough time with their family.
TABLE 8
JOB SECURITY PROVIDED IN THE ORGANIZATION
Category Frequency Percent
Yes 71 71
No 29 29
Total 100 100
Source: Primary Data
Inference:From the above chart, it is inferred that 71 percent of the employees agree that the job
security provided in their organization satisfy their work life and 29 percent of the employees
does not agree that the job security provided in their organization satisfy their work life
TABLE 9
THINK OR WORRY ABOUT THE WORK
Category frequency percent
Always 7 7
Sometimes 47 47
Never 4 4
Often 31 31
Rarely 11 11
Total 100 100
Source: Primary Data

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Inference:From the above chart, it is inferred that 7 percent of the employees always worry
about their work, 47 percent of the employees sometimes worry about their work, 4 percent of
the employees never worry about their work, 31 percent of the employees often worry about their
work and 11 percent of the employees rarely worry about their work.
TABLE 10
WELFARE ACTIVITIES
Category Frequency Percent
Highly satisfied 12 12
Satisfied 30 30
Moderate 50 50
Dissatisfied 8 8
Highly Dissatisfied 0 0
Total 100 100
Source: Primary Data
Inference:From the above chart, it is inferred that 12 percent of the employees are highly
satisfied with the welfare activities provided by the company, 30 percent of the employees
satisfied with the welfare activities provided by the company, 50 percent of the employees are
moderate towards the welfare activities provided by the company and 8 percent of the employees
are dissatisfied with the welfare activities provided by the company.
Chi Square Analysis to Find Out the Relationship Between Age and Tired or Depression
Faced By The Respondents
Null Hypothesis (H0): There is no significant relationship between age and feeling of
tired or depression.
Alternative Hypothesis (H1): There is a significant relationship between age and feeling
of tired or depression.
TABLE 11
INFERENCE:Since the calculated value is greater than table value, the null hypothesis is
rejected. Therefore there is a relationship between age and feeling of tired or depression.
Chi-Square Tests
Value df Asymp. Sig.
(2-sided)
Pearson Chi-Square 8.895a
9 .447
Likelihood Ratio 9.343 9 .406
Linear-by-Linear
Association
.093 1 .761
N of Valid Cases 100
a. 10 cells (62.5%) have expected count less than 5. The
minimum expected count is .66.

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Chi Square Analysis to Find Out The Relationship Between Working Days In A Week And
Balancing The Work Life
Null Hypothesis (H0): There is no significant relationship between working days in a
week and balancing the work life.
Alternative Hypothesis (H1): There is a significant relationship between working days
in a week and balancing the work life.
TABLE 12
Chi-Square Tests
Value df Asymp. Sig.
(2-sided)
Pearson Chi-Square 14.844a
9 .095
Likelihood Ratio 14.127 9 .118
Linear-by-Linear
Association
1.874 1 .171
N of Valid Cases 100
a. 8 cells (50.0%) have expected count less than 5. The
minimum expected count is 1.35.
INFERENCE:From the above table, the chi square value is .095 which is greater than the
significance value 0.05.So Null Hypothesis is accepted. Therefore there is no significant
relationship between working days in week and balancing the work life.
FINDINGS
• 47 percentage of the workers rate the standard of work-life in their organization is
somewhat good. 42 percentage of the workers never bring a private problem to figure . 69
percentage of the workers are satisfied with shift allotment by the corporate . 71
percentage of the workers agree the work security provided in their organization satisfy
their work life.
• 47 percentage of the workers sometimes think and worry about work. 83 percentage of
the workers have responded that the organization take initiatives to manage the work-life
of the worker . 50 percentage of the workers are satisfied with the welfare activities
provided by the corporate .
• 45 percentage of the workers responded that they're moderate towards the present wage
system. 52 percentage of the workers informed about the grievances through employee
meeting. 86 percentage of the workers think that if employees have good work-life
balance, the organization are going to be simpler and successful. From the chi-square
method, there's a big relationship between the age and feeling of tiredness or depression.
• From the chi-square method, there's no significant relationship between working days
during a week and balancing the work-life. From correlation, it's inferred that age and
days normally work are positively correlated.
SUGGESTIONS

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• It could also be recommended to the management that the opinion of the workers should
be heard by the organization. More importance are often given to the ladies employees by
adding more facilities and provisions which will enhance their work-life balance.
• Due to the continual add the organization, the workers feel tired due to work. in order that
they will provide a free break for the workers . Further, the workers have suggested
improving the present wage system within the organization. Also, from the feedback, an
employee has suggested to given a vacation leave in order that they will spend enough
time with the family.
CONCLUSION
The workers possess a favourable opinion towards the standard of work-life balance in Textile
mills and therefore the facilities intents the workers to extend their commitments in services
whereby productivity is additionally highly improved. there's an expectation among staff that an
employer should be sympathetic towards employees need by providing flexible working
arrangements. From an employer point of view, it makes good business sense to support work-
life balance.
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