CHAPTER-1

INTRODUCTION
1.1 Introduction of quality of work life
Quality of work life (QWL) refers to the favourableness or unfavourableness
of a job environment for the people working in an organisation. The period
of scientific management which focused solely on specialisation and
efficiency, has undergone a revolutionary change.

The traditional management (like scientific management) gave inadequate

attention to human values. In the present scenario, needs and aspirations of
the employees are changing. Employers are now redesigning jobs for better
QWL.

1.2 Factors Affecting Quality of Work Life

1.
Fair and reasonable pay compared to others doing similar work.
2.
Concern over losing one’s job in the next months and years.
3.
Sexual harassment or discrimination at the workplace.
4.
Interesting and satisfying work.
5.
Trust in senior management.
6.
People at the workplace wish to get on together.
7.
Recognition of efforts by intermediate manager/supervisor
8.
Career prospects
9.
Amount of control over the way in which work is done.
10.
Health and safety standards at work.
11.
Balance between the time spent at work and the time spent with family and
friends.
12.
Intermediate manager/supervisor’s treatment of staff.
13.
Amount of work to be done.

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1.3 Wellness Integration Model
The life management involves dealing with different aspects of life in the
systematic manner of healthy and balanced growth. The base in the form of
wellness integration model is needed to develop the wellness management
system in life. The wellness management system covers eight different areas
of growth for quality life. Wellness is the ability to live life to the fullest, to
have zest for life and to maximize personnel potential in the variety of ways
illness and health are opposite states but one can be ill and still enjoy wellness
if he has a purpose in life, a deep appreciation for living creatures and a sense
of joy.

Figure 1.1 Wellness Integration Model

1.4 Wellness Integration Model

Physical Wellness
It is defined as flexibility, endurance, strength and optimism about one’s
ability to take care of health and fitness problem. This wellness is most
commonly associated with the being healthy and fit. The intent of the model
is to help an individual to ingest the right nutrients, do adequate exercise and
take sufficient rest.

2
Mental and Emotional Wellness
Mental and emotional wellness is a state in which one’s mind is engaged in
lively interaction with the world around oneself. Emotional Wellness is the
ability to understand others feelings and accept one’s limitation and achieve
emotional stability.
Spiritual Wellness
Spiritual Wellness is defined as the sense that life is meaningful and has
purpose and that some power brings all humanity together. The thoughts,
values, and morals that guide us and give meaning and direction to life, are
the foundation stones for spiritual wellness.
Family Wellness
Family wellness is the harmonious state one maintains with the family
members like parents, spouse, sisters, brothers, children and other members
who are daily interacted with each other and enjoying pleasures and sharing
pain of life.
Resources and Infrastructure Wellness
The wellness requires the individual to have sufficient financial resources for
managing family and occupation. Sufficient infrastructure like house,
vehicles, offices, godowns etc are required for the family comfort and
business growth.
Occupational Wellness
The occupational wellness is defined as the ability to perform one’s job
skillfully and effectively under conditions that provide personal and team
satisfaction and adequately reward each individual.
Society and Community Wellness
This wellness is the ability to deal well with the social group with whom one
is interacting frequently on happy or sad occasions. Service to the
community is the rent we pay for privilege of living on this earth. Community
wellness is the ability of the individual to interact with the community in the
civilized manner and contributing to the community in the form of time,
money and efforts for the upliftment of the less privileged group of people.

3
Safety and Environmental Wellness
The intent of the wellness is to help the individual in developing the system
for living the life in safe manner at the home, on the road and world at large.
Also, the intend of the model is to guide the individual for taking
environmental friendly approach at home, work place and society and
community at large for conservation of water and natural resources and
prevention of water, air, land, noise for reducing its impact on individuals
and others.

1.5 Importance of QWL

QWL stimulates the employee job satisfaction and is essential for improving
organizational and operational productivity.
QWL has direct impact on human outcomes and it significantly reduces
absenteeism, minor accidents, grievances, and quits.

It is found that employee turnover can be minimized with better QWL.

It can be said that QWL can develop jobs and working conditions that are
excellent for people as well as for the economic health of the organization.
Individual’s quality of working life directly influences the quality of life
value as the factors of QWL could be defined as physical and psychological

results of the work which affect the employee.

1.6 Objectives of QWL

The main objectives of the QWL programmes are to:

Improve employee satisfaction;

Improve physical and psychological health of employees which creates

positive feelings;

Enhance productivity of employees;

Reinforce workplace learning;

Improved management of the ongoing change and transition; and

4
 Build the image of the company as best in recruitment, retention, and in
general motivation of employees

1.7 QWL Improvement Programmes

The results, reported from a number of qualities of work life improvement
programmes, have some common characteristics. These are:

1. Persistent commitment from management to the open non defensive modus

operandi of sincerely inviting collaborative inputs from the workforce
regarding problem identification and suggestions for improving any aspect
of the organization or the policies, practices and structure of work with
incentives provided for such participation.

2. Invited involvement of members of tasks groups in recommending resolution

of identified problem.

3. Training of supervisors to prepare them to function effectively in a less

authoritative style.

4. Implementation of practicable suggestion and explanations for rejected

ideas.

5. Feedback and recognition for good results achieved.

6. Selection of personnel who can be motivated under appropriate conditions to

strive for excellence in task performance.

Evaluation and analysis of results, including failures, leading to renewed

effort towards continual improvement in modus operandi.

1.8 Quality of work life of women employees

Women who were the most dormant segment of India population have now
become active participants in all walks of life. Till now, they were only unit
of the family organization. Now, women are becoming not only a significant
unit of the society but also influencing the course of social change in society.
Women are an important element of our Society. The modern society has
started recognizing the individual identity of women. She is believed to have
her aspiration, abilities and qualities as a man does have and it is also agreed
that she should have the opportunities to develop her faculties and to express

5
them according to her own choice. Women can help the society in various
ways. They can engage in social activities and work for the betterment of the
society. Young educated girls can get engaged in a profession of her choice.
We need more doctors, engineers, software developers, and social workers.
The world cannot grow at good pace unless women come forward and take
initiative for the development works. Woman is now an important instrument
of social change. The extent of woman’s participation in the corporate life is
thus the measure of social change in India. In modern times, many welfare
organizations for the women have sprung up. The women are becoming
active members of these organizations and contributing their mite to the
women’s welfare.

1.9 Need of Quality of Work Life

In current scenario every organization wants more output in comparison of
less input; it can only be possible when working employees find their
working place comfortable as per the job requirements. So, it’s very
important for an organization to make a Quality relationship between its
employees and working environment. Now-a-days, there is no balance
between the family and work life due to job pressure and conflicting interests
and over-socialization that lead to too much of interest about the co-workers
for satisfaction of their ego, creating problems in the minds of neighbours.
The work-norms impose on workers too much of burden and control by their
bosses. And the rules are for workers or employees. They have to follow, and
the employer has right to layoff the worker due to marketing and
technological factors. The Indian workers and their Unions are now on the
defensive. They are now more interested in the question of how to retain their
jobs than in the question of how to improve their Quality of Life in the work
place. It is therefore not difficult to understand why the question of
improving Quality of Work Life has lost its importance in our country. The
Quality of Work Life movement which draws “attention to workers” need
more meaningful and satisfying work and for participation in decisions that
affect their work situation. And work is a major formation experience which
can either promote or limit a man’s growth in ways which affect the whole
man and which therefore shape his life outside the job as well as within it.

6
 1.10 Barriers to QWL
1. Resistance to change both by management and employees.

2. There is a general perception that QWL. implementation will cost much to

the organization.

3. Continuous increase in QWL may result in less productivity, i.e.., after a

certain level the productivity will not increase in proportion to the increase
in QWL.
4. Widespread unhappiness due to comparison with colleagues.

5. Regional prejudice.

6. Scepticism about the performance appraisal system and promotion criteria.

1.11 Measures to Improve QWL

QWL through Employee Involvement (EI): One of the most
common methods used to create QWL is employee involvement. Employee
involvement (EI) consists of a variety of systematic methods that empower
employees to participate in the decisions that affect them and their
relationship with the organization. Through (EI), employees feel a sense of
responsibility, even ownership of decisions in which they participate. To be
successful, however, EI must be more than just a systematic approach; it
must become part of the organization’s culture by being part of
management’s philosophy. Some companies have had this philosophy
ingrained in their corporate structure for decades; Hewlett-Packard, IBM,
General Motors, Ford, etc.

Quality Circles: Quality circles are small groups of employees who meet
regularly with their common leader to identify and solve work-related
problems. They are a highly specific form of team building, which are
common in Japan and gained popularity in North America in the late 1970s
and early 1980s. By the 1980s most medium and large-sized Japanese firms
had quality control circles for hourly employees. This effort began as a
quality improvement program but has since become a routine procedure for
many Japanese managers and cornerstone of QWL efforts in many Japanese
firms. Several characteristics make this approach unique. First, membership

7
in the circle involuntary for both the leader (usually the supervisor) and the
members (usually hourly workers). Secondly, the creation of quality circles
is usually preceded by in-house training. For supervisors these sessions
typically last for two or three days. Most of the time is devoted to discussions
of small-group dynamics, leadership skills, and indoctrination in the QWL
and quality circle philosophies. About a day is spent on the different
approaches to problem-solving techniques. The workers also receive an
explanation of the supervisor’s role as the group’s discussion leader and
information on the quality circle concept. Thirdly, as is pointed out in the
training, the group is permitted to select the problems it wants to tackle.
Management may suggest problems of concern, but the group is empowered
to decide which ones to select. Ideally, the selection process is not by
democratic vote but is arrived at by consensus, whereby everyone agrees on
the problem to be tackled. (If management has been pressing problems that
need to be solved, these problems can be handled in the same way that they
were resolved before the introduction of quality circles). When employees
are allowed to select the problems, they want to work on, they are likely to
be more motivated to find solutions. And they are also more likely to be
motivated to stay on as members of the circle and solve additional problems
in the future.

Socio-Technical Systems: Another intervention to improve QWL is the

use of socio-technical systems. Socio-technical systems are interventions in
the work situation that restructure the work, the work groups, and the
relationship between workers and the technologies they use to do their jobs.
More than just enlarging or enriching a job, these approaches may result in
more radical changes in the work environment.

Autonomous Work Group: A more common, still rare, approach to

employee involvement is the use of autonomous work groups. These are
teams of workers, without a formal company appointed leader, who decide
among themselves most decisions traditionally handled by supervisors. The
key feature of these groups is a high degree of self-determination by
employees in the management of their day-to-day work. Typically, this
includes collective control over the pace of work, distribution of tasks,

8
organization of breaks, and collective participation in the recruitment and
training of new members. Direct supervision is often necessary. QWL is
more likely to improve as workers demand jobs with more behavioural
elements. These demands will probably emerge from an increasingly diverse
and educated work force that expects more challenges and more autonomy
in its jobs such as worker participation indecisions traditionally reserved for
management.

1.12 Eight Practices of QWL

Quality of working life though came into circulation in 1970s became
popular only in 90s and organizations realised its potential to enhance the
productivity in the new century. This works as a comprehensive model to
those employers who want to ensure quality in working life of their
employees. Walton (1973)16 propose an ideal quality of work life
programme will include practices in eight major areas as discussed below:

Figure 1.2 Eight Practices of Quality of Work Life

Adequate and fair compensation

This is fundamental to QWL. Human beings work for livelihood. Therefore,
success of rest of the initiatives depends upon fulfilment of this. However,
important here is that compensation offered must be adequate implying it
must be proportionate to labour, and there should be internal consistency
among salaries of employees.

9
Safe and healthy working conditions
Unsafe and hazardous working conditions cause problems to both employers
and employees. There may be little advantage to the employer in short-term
but in medium and long terms, it adversely affects the productivity.
Therefore, adequate investment must be made to ensure safe and healthy
working conditions.

Immediate opportunity of use and develop human capacities

The works have become routine, meaningless and too specialized, depriving
the employees of fulfillment satisfaction. Therefore, efforts should be made
to increase the autonomy, perspective and exposure to multiple skills.

Future opportunity for continued growth and security

This is related to career aspects of employees. Meaningful career paths must
be laid down and career mapping of employees is to be followed. The
provisions of advancement opportunities play a central role in QWL.

Social integration in the work organization

Relationships between and among the employees is an indicator of healthy
work organization. Therefore, opportunities must be provided for formal and
informal interactions. All kind of classes religions, races, crafts, and
designations must be treated equally on a social platform. In other words, it
creates egalitarian environment.

Constitutionalism in the work organization

This is related to organizational norms that affect the freedom of an
individual employee. Efforts must be made to see right norms are formed in
the organization. It means norms that accommodate the privacy of an
individual employee, freedom of speech, equity and freedom to dissent on
some aspects.

Work and the total life space

Employees should not be allowed to continuously exert themselves. The
continuous hard work causes psychological and physical strains. Therefore,
there has to be a balance between personal and professional life.
Organization must create proper work offs to enrich the life of employees.

10
The social relevance of work life
Employees must be given the perspective of how his/her work in the
organization helps the society. This is essential to build relevance of the
employee’s existence to the society he/she lives in.

1.13 Quality of Work Life and Techniques for

Improving
The concept of quality of work life has been operationalised through various
systems such as job enrichment, workers’ participation in management,
organization development, quality circles, employee welfare, etc. While
some of these schemes have been successful in improving the quality of work
life, others are still to show results. The quality of work life movement is of
recent origin and has a long way to go. Individuals as well as organized
efforts are required to improve the quality of work life for millions of
workers in the country.
In 1981 the National Productivity Council organized a national seminar on
quality of work life. The seminar made several suggestions and pointed out
the responsibilities of different groups’ such as employees, unions and
workers, professional organisations, and government etc. in improving the
quality of work life.
Some of the techniques used to improve QWL of an average worker in India
are given below:

Job Redesign
Narrow jobs need to be combined into large units of accomplishment. Jobs
should be redesigned to enrich them; Job enrichment helps to satisfy higher
order needs by providing interesting, stimulating and challenging work.

Career Development
Opportunity for career advancement and growth personality improves
commitment. Career planning, counselling second careers, etc, help to meet
expectations of achievement-oriented employees

Autonomous
Work Groups: In an autonomous work groups, employees are given the
freedom of decision making. In such a group the workers themselves plan,
11
coordinate and control their activities. The group as a whole is accountable
for success or failure. It is also called a self-managed work team.

Flexible Work Schedules

Flexible working hours (flex time), staggered hours, reduced work weak, job
sharing, part time employment and other types of alternative work schedules
provide freedom to employee in scheduling their work.

Participative Management
Employees want to participate in deciding matters which affect their lives.
Therefore, quality circles, management by objectives, suggestion system and
other forms of employees’ participation in management help to improve
QWL.
Job Security
Adequate security of job is a high priority of employees and should be
provided.
Administrative Justice
The principles of justice, fair and quality should be applied in disciplinary
procedure, grievance procedures, promotions, transfers, work assignment,
leave, etc.

12
 CHAPTER 2
COMPANY PROFILE
Sanjeevani multi-speciality hospital
1. Sanjeevani Multi-Speciality Hospital is a multi-speciality hospital located at
2nd floor, western business park opp, SD Jain school ,Vesu char rasta udhana
magdalla road,vesu,surat.
2. It is one of the best hospitals for Trauma, Joint Replacement, arthroscopy
Laparoscopic surgeries & Gynaecology.
3. Established on 28th july,2013, the hospital has been a landmark in
Dedication towards quality Health care.
4. Hospital caters a wide array of services ranging from simple health check up
to most complex operation.
5. It provides services in a wide spectrum of specialities like Laparoscopy,
Infertility, Knee Replacement, Arthroscopy, Trauma care, General
Medicine, General Surgeon, Paediatric care, Psychiatric, & Urology.
6. The hospital is situated on main road which is in Future will also be
connected via BRTS.
7. The Rooms available range from General wards (AC) to Super Deluxe room
which are customizable per patient demand.

Vision
To dedicate ourselves for providing quality Health Care to all.
To make them healthier physically, mentally, socially & emotionally.

Social Responsibility
At Sanjeevani Multi-Speciality Hospital we aim to serve all kind of Health
services with quality and we would like to be an asset to the community.

Hospital Facilities
35 bedded Multispeciality full Air conditional hospital including general
wards & all rooms.

13
O.P.D. Services:
Multispeciality O.P.D. - Orthopaedic, Gynaecologist, Physician,
Paediatrician, Surgeons, E.N.T, Skin specialist, Psychiatric, Dietician etc.

Super speciality O.P.D. - Urologist, Nephrologist, Neurologist,

Neurosurgeons, Plastic surgeons, Gastro-enterologist, Hepato-Biliary
Surgeon, Haematologist, Cardiologist, Oncologist etc.

Operation Theatres Complex:

1). Fully equipped Modular Operation Theatre with Laminar Air flow system
suited for Joint Replacement, spine, Neuro surgery, Arthroscopic and all kind
of Laparoscopic & Major Plastic surgery.

2). Second OT for all kind of trauma, Obstetrics - gynaecological, General

surgery & ENT surgery.

3). One labour room for painless delivery with CTG (baby heart monitoring)
and minor procedures.

I.C.U.: New Expansion

1). Our intensive care unit has 10 beds capacity with one isolation room
within ICU & 2 bedded hemo dialysis support.

2) It is an ultra-modern set up level-III ICU with all the facilities and well
equipped with latest models of new generation monitoring devices.

3). Our I.C.U. is a specialised tertiary care facility dedicated to patient who
require intensive monitoring, nursing care and complex invasive support
including TPA, haemodialysis etc.

4). Our ICU is staffed 24 hours a day by certified critical care specialist and
team which includes post MD consultant, trained critical care nurse.

Dialysis Unit: New Expansion

For chronic renal failure patients and emergency dialysis patients.

Pathology Laboratory:

14
Fully computerised & well-equipped pathological laboratory for all kind of
Clinical, Biochemical, Haematological, Immunological, Cytological,
Histopathological testing by experienced Pathologist 24 x 7. Pap test facility
and cancer markers available.

Radiology:

Digital X- Ray, Ultrasonography Centre and 2D-ECHO.

Medical store:

24x7 and 365 days open.

C.S.S.D.: New Expansion

It has been made according to N.A.B.H. Protocol to ensure patients safety.

Other facilities:
1). Central Oxygen supply with full hospital power back up.

2). CCTV Surveillance with nurse calling system and intercom system in all
rooms and I.C.U.

3). 300 car parking space with 5 lifts (2 stretcher lifts) with emergency bell
at ground level.

4). Ambulance services 24 hours.

5). TMT, Cancer Chemotherapy and palliative care.

6). Warmer and Phototherapy unit & all kind of Vaccination facilities are
available.

7.) Physiotherapy Department with two Full Time Physiotherapists.

Mediclaim / Cashless Facilities of all Companies.

Capacity
The hospital is spread out on a large campus having two well-structured
buildings having a total capacity to accommodate around 100 patients at all
levels including

15
• 35 Bedded multi-speciality hospital.
• Fully air condition hospital including general wards.
• Opd for Orthopedic , Gynecologist , Physician , Pediatrician , Surgeon , Ent
, & Skin Specialist.
• Fully equipped modular operation theatre with laminar air flow system suited
for Joint Replacement surgery.
• Arthroscopy centre & all other orthopedic operation facilities available.
• All kinds of obstetrics & gynecological operation facilities available.
• All kinds of general & laproscopy operation facilities available.
• CTG (Baby Heart Monitoring)
• Painless delivery.
• Pap test.
• Sonography centre.
• Digital X-ray centre.
• Physiotherapy centre.
• Fully computerized & well equipped pathological laboratory.
• All kinds of clinical , biochemistry , haemetological , cytological ,
histopathological etc. analysis available.
• Infertility clinic facilities for IUI & semen analysis available.
• ICU
• Central Oxygen supply.
• Mediclaim & cashless facilities
• Nurse calling system in all room.
• 24 x 7 medical store.
• 24 x 7 Cctv surveillance.
• 24 x 7 Ambulance service.
• Full hospital power back up.
• 5 lifts ( 2 strecher lifts available for Hospital)
• 300 car parking space available.

Out-patient department
• Consulting Rooms – 5 rooms for super specialist doctors with all basic
amenities.
• A visual delight with comfortable yet luxurious interiors.

16
 Surgical set-up
• Two - spacious and modern operation theatres with one modular operation
theatre with laminar airflow.
• Operation tables : Hospitech tables with radiolucent tops. Accessories for all
Orthopedic, Neurosurgical and Urological procedures.
• Complete set up for Laparoscopic surgery
• High frequency Image intensifier television (IITV).
• Operating microscope
• State of the art Anaesthesia equipments.
• Two Boyle's trolley with cardiac monitors.
• E.T. CO2 attachments.
• Adequately trained and appropriately qualified staff.
• Well equipped recovery room (with central O2 and suction).
• I.C.U. back-up for complicated cases.

Intensive care unit (i.c.u.)

• 2 Bed ICU console.
• 2 fully equipped and centrally monitored I.C.U. beds with special isolation
room for infectious disease patients.
• Qualified and trained I.C.U. staff.

Cashless facilities available

• DHS TPA
• MAXBUPA HEALTH INSU.
• APOLLO MUNICH HEALTH INS.
• STAR HEALTH INS.
• HDFC ERGO
• RELIGARE
• MED SAVE TPA
• E MEDITEK TPA
• HEALTH INDIA TPA
• MEDIASSIST TPA
• CHOLA MS
• IFFCO-TOKIO
• FAMILY HEALTH EDGE
17
• ONGC
• ASIA RESCUE AND MEDICAL
• PARAMOUNT TPA
• CIGNA TTK
• FUTURE GENERALI
• UNITED HEALTHCARE PAREKH
• MD INDIA TPA
• HEALTH INSURANCE TPA OF INDIA LTD
• HERITAGE HEALTH TPA

18
 CHAPTER -3

LITERATURE REVIEW

(Reddy & Reddy, 2010)Many factors determine the meaning of Quality of

Work Life (QWL), one of which is work environment. QWL consists of
opportunities for active involvement in group working arrangements or
problem solving that are of mutual benefit to employees or employers, based
on labour management cooperation. This article reviews the meaning of
QWL, analyses dimensions of QWL, practices of QWL, techniques for
improving QWL and judgment methods of QWL in an organisation. The
dimensions of QWL include health and wellbeing, job security, job
satisfaction, competence development and the balance between work and
nonwork life
.
(Al-Qutop & Harrim, 2011)Quality of work life (QWL) is not only one of
the most important domains in peoples’ lives, but also affects and shapes
many of the components of the general/ total quality of life (wellness) of
organizational members, as well as other peoples at the community, national,
regional and even global levels.

There has been ample research studying QWL, but very little attempts have
been made to link QWL with general wellness/ well – being. As peoples
everywhere suffer from the many unfortunate and sad crises and outcomes
brought by organizations, QWL deserves more intensive and in-depth
research, especially examining QWL linkage with whole well – being. This
paper attempts to provide a framework of guidelines to help organizations
create and develop high QWL that can enhance and promote the welfare,
goodness and total wellness, not only of organizational members, but also all
other stakeholders and the broader societies at community, national and
global levels. Thus, developing and nurturing among organizational
members not only good organizational citizenship behaviour, but also good
national and even global citizenship behaviour.

19
(Mohomad & Mohomad, 2012)The study was conducted with the purpose
of identifying the impact of Quality of Work Life (QWL) on Life Satisfaction
(LS) and Service Quality (SQ) among nurses in the public hospitals.
Exploratory factor analysis (EFA) and confirmatory factor analysis (CFA)
were used to examine the internal reliability of a measure and structural
equation modelling (SEM) was used to test the goodness of the proposed
hypothesised model. The findings of the study supported the first two
proposed hypotheses that postulated firstly, that the higher the perceived
QWL, the higher the LS and, secondly, the higher the perceived QWL, the
higher the perceived nursing SQ. The third hypothesis stated that the higher
the LS, the higher the nursing SQ was not supported. The implication of the
study suggests that nursing staff with high quality of QWL would deliver
high SQ and at the same time achieve high LS.

(Vanitha, 2013)Women employment has become the symbol of economic

viability and social status in modern day society. The changes in the
demographic background of women in terms of their family nature,
educational background, culture and ethnic values, women in occupation has
become an indispensable element. In the same way, the organizations also
understand the real worth of women as an employee. But in our country, the
promulgation of modernism, still prevail with traditional perception about
women. The attitude of family members, society and environment still focus
the women to work with in limit in terms of job, time and activities. But when
the women employees started to perform, the benefits should be passed to
individual, organization they belong, society they constitute and family they
commit. Especially the roles of women employees in service sector are
imperative in the cadres of middle and low level. In this aspect, banking is
the sector where the inculcation of women employees in recent period is very
high. As far as banking sector in India is concerned, women are being given
centre responsibility and this is the industry like education where the
employment and career opportunities are high. Women in nature have the
calibre of talking and serving to people with care and empathy. The quality
work life encompasses the working environment, condition, attitude,
relationship, competency, support from family and society. When women
20
feel favourable about all these attributes, their effective quality work life will
have an impact on their personal, occupational, social and family aspects. All
these impacts conclusively lead to augment job satisfaction and effective role
performance in the given job and which in turn help the banks to show
consistency performance in terms of operation, growth, profit and customer
retention. In this aspect, it is necessary to study the quality work life of
women in banking sector in terms of comparative analysis with reference to
both private and public banks. By keeping this centric issue, the researcher
has framed the research paper in the title of comparative study about the
quality work life of women employees in private and public banks in
Kanchipuram District.

(Nanjundeswaraswamy & Swamy, 2013)Good Quality of work-life is

necessary for an organization to attract and to retain skilled and talented
employees. In order to survive in the competitive market because of
Liberalization
Privatization and Globalization and to minimize the attrition rate of
employees the QWL initiatives are very important. QWL involves wide
variety of components that are influenced on the performance of employees.
This paper focuses and analyses the literature findings which involve QWL
.
(Yadav & Khanna, 2014)Quality of work life is becoming an imperative
issue to achieve the goals of the organization in every sector whether it is
education, service sector, banking sector, tourism, manufacturing, etc.
Attrition, employee’s commitment, productivity etc. depend upon the
dimensions of Quality of work life i.e. job satisfaction, organizational
commitment, reward and recognition, participative management, work life
balance, proper grievances handling, welfare facilities, work environment,
etc. An organization provides a better QWL then it develops the healthy
working environment as well as satisfied employee. High QWL can give a
result in better organizational performance, effectiveness, innovativeness,
etc. Today, quality of work life also affects the corporate social
responsibility. Quality of work life is the corroboration between the
employees and their organization it improves the family life as well as work
21
life of the individual. This paper has focused and analyses the literature
review on the quality of work life and their dimensions.

(Kaur, 2015)Work is an integral part of our everyday life. On an average we

spend around twelve hours daily in the work place, that is one third of our
entire life; it does influence the overall quality of our life. It should yield job
satisfaction, give peace of mind, a fulfilment of having done a task, as it is
expected, without any flaw and having spent the time fruitfully,
constructively and purposefully. A happy and a healthy employee will give
better turnover, make good decisions and positively contribute to the
organizational goal. The work-life balance must be maintained effectively to
ensure that all employees are running at their peak potential and free from
stress and strain. An assured good quality of work life will not only attract
young and new talent but also retain the existing experienced talent.

Quality of Work Life in an organization is essential for the smooth running

and success of its employees. Quality of Work Life deals with various
aspects of work environment, which facilitates the human resource
development efficiently. Thus, Quality of Work Life helps in the
development of human resources. An organization ‘s HR department
assumes responsibility for the effective running of the Quality of Work Life
for their employees.

The research paper examines the various effects of Quality of Work Life and
focuses on the subjective matter of QWL i.e. its key elements. It also suggests
suitable measures for improving Quality of Work Life among workers in the
organization.

(Sinha & Sinha, 2015)Quality in the context of work life is in effect a

reflection of how eagerly we look forward to going to the office every
morning, how enthusiastically we shoulder the responsibilities assigned to
us, how deeply we feel committed towards the organisation, how strong is
our sense of belongingness with our workplace, how much we value our
performance on the job and to what extent we see it as significant for our

22
self-esteem, and, finally, how much pride we take in our work and
workplace. Quality of Work Life (QWL) is the extent to which employees
enjoy their work and feel comfortable. It is about the amiable and convenient
working conditions which exist within the organisation. Work situation
refers to both content and context of the job. QWL is also about the extent of
satisfaction derived by the employees on the professional as well as personal
life due to their job. Employees are the ultimate asset for any organisation.
For organisations to grow and remain sustainable in this competitive world,
maintenance of human resources becomes utmost important. No doubt, it is
the human capital that is behind all the success. Real estate is also not
untouched from it. Delhi/NCR has witnessed burgeoning growth in this field
and organisations have achieved skyrocketing heights in this sector. None of
it had been possible, had it not been for the untiring efforts of the people
involved. The study makes an attempt to understand the QWL of the
employees working in this sector and to assess their perception about the
various measures of QWL in this sector.

(Umamaheshwari, Kumar, & KN, 2017)QWL play a major role for job
satisfaction. It automatically improves organizational and operational
productivity. It also can develop working conditions that are excellent for
employees as well as for the economic health of the organization. Quality of
Work Life has direct impact on human outcomes and it significantly needed
to reduce absenteeism, minor accidents, and grievances and quits. This study
is to analyse the various factor influencing the quality of work life such as
Adequate and fair compensation, working environment, development of
human capacities, flexible work schedule.

(Bora, 2017)The concept of Quality of Work Life (QWL) has emerged as an

important determinant of a model employment. Several researches have
been conducted on QWL, but a few studies are in the academic sector.
However, considering the contributions of QWL in the recent times, a more
comprehensive review is attempted here on academic sector. In this
connection, the author has reviewed the literature on QWL components
which would help researchers to take a closer look at the application of
23
QWL components. For this purpose, the author considered available
secondary data relates to academic sector. The present paper Quality of Work
Life Components: A Literature Review in Academic sector, is presented in
four parts encompassing the concept of QWL, Review of available
Literature on QWL, various Components of QWL and adoption of QWL
components to academic environment. Based on the review a conclusion is
provided. It is observed that 18 components are most predominant
components that address the QWL of employees in the Academic Sector.

(Velayudhan & Yameni, 2017)The main objective or the purpose of this

research is to investigate and identify the significance of work environment
towards the performance and also to study the effectiveness of the QWL in
the organization. Methods/Analysis: In order to meet the stated objectives a
structured questionnaire was framed and data was collected using
convenience sampling from 123 employees of the steel manufacturing
organization in Chennai, and to study the significant association chi-square
was used by the researcher.Findings:QWL of the employees of this steel
company can be improved by conducting some more training classes for
the employees who are falling in the category of more than 3 to 4 years of
experience and >4 years of experience which would boost their self-
confidence and help them attain their level of satisfaction. Similarly, the
organization can give some more security to the employees falling in the
category of 41 and above so that they feel quite secure in the hand of
organization and they can give their paramount performance Novelty
/Improvement: This empirical article on Quality of Work life – A Study’s
structured
Questionnaire can be applied as an Employee opinion Survey taken in once
in 6 months on knowing the quality of work life. By doing this survey
organizations can get to know the quality of work life of the employees and
take necessary steps to improve the QWL among all the Employees. It also
helps the employers to know that their employees who are working in their
organization are happily working leading to good QWL which will boost up
their performance to come happily daily to their work place. Key Words:
Human behavior, Quality of work Life, Employee, performance.
24
(Dayana & Dr., 2017)The purpose of the study is to analyse the impact of
Quality Work Life in organisational excellence in MSMEs. The sample
respondents are selected from Kanyakumari District. The significantly
influencing quality of work life factors at the MSMEs are Job content, career
development working environment and Recognition. All these results
indicate the relative importance of QWL among the employees in MSMEs
in the determination of organisational Excellence.

(Anand & Kamatchi, 2018)Quality of Work Life is referred to all the

organizational inputs which aim at the employee’s satisfaction and
enhancing organization effectiveness. The purpose is to develop jobs and
working condition that is excellent for employees as well as the economic
health of the organization. It also refers to the satisfaction, motivation,
commitment, and involvement of an individual experience concerning their
line at work. The paper aimed to study the concept “Quality of Work-Life”
and the role it plays in enhancing the productivity and performance in the
hospital. The purpose of the study was mainly to understand the quality of
work life of the employees with significant factors like Working
Environment, Training, and Development, Compensation & Rewards,
Organizational Commitment, Job Satisfaction, etc. The research includes
104 employees who were designated as Staff Nurse, Technician, Executive
and Manager in a Hospital. The primary data can be analysed using the
statistical tool like ANOVA, Chi-Square, Regression, and Correlation.

(Agarwal & Desai, 2018)Quality of work life is necessary for an

organization to attract and to retain skilled and talented employees. In the
present market scenario, Quality of Work Life has come under limelight due
to stiff competition where organizations are trying to carve competitive
advantage through the human factor. In the present scenario, men and women
are equal. Women are handling high posts in the offices. Quality of Work
Life of female employees has now become extremely important for the
successful management of a Company. The aim of the study is to find the
quality of work life among female employees working in the Retail Sector in
Selected areas of South West Zone of Surat city through wellness integration
25
model. Structured questionnaire was prepared. Findings show that the
women have a better physical wellness and emotional wellness. women are
dissatisfied with the spiritual wellness. They are agreed with family wellness
but disagreed with resources and infrastructure wellness. Mostly women
agreed towards occupational wellness and neutral towards society and
community wellness and highly agreed towards safety environment and
energy wellness.

26
 CHAPTER 4
RESEARCH METHODOLOGY
4.1 Introduction
Design is the heart of research. The following aspects have been discussed
in details which are concerned with the design of the present study entitled
“Quality of work life of nurses through wellness integration model” at
Sanjeevani Multispeciality Hospital.
Research Methodology involves the systematic procedures by which the
researcher starts from the initial identification of problem to its final
conclusions. The role of the methodology is to carry on the research work in
scientific and valid manner. The method of research provided the tools and
techniques by which the research problem attacked. The methodology
consists of procedures and techniques for conducting a study. Research
procedures are of little value unless they are used properly. The tools and
techniques will not get work done. The proper use of research method must
be learned by the researcher. Research Methodology involves such general
activities as identifying problems, review of literature, measurement, data
collection, and analysis of data, interpreting results and drawing conclusions.
The main focus of this chapter is the research design for this study. It
describes the methods used and how the data was collected to address the
aims and questions of the research. It begins with the statement of the
problem. Need and scope of the study, objectives of the study, Nature of
Research, Unit of the study, Sample Selection, Sources of Data, Data
collection method, Data collection tools, Tools and Techniques of Data
analysis.

4.2 Statement of the problem

The identification and analysing a research problem is the first and most
crucial step of research process. A problem cannot be solved effectively
unless a researcher possesses and insight to isolate and understand the
specific factors giving rise to difficulty.
The life management involves dealing with different aspects of life in the
systematic manner of healthy and balanced growth. The base in the form of

27
 wellness integration model is needed to develop the wellness management
system in life. The wellness management system covers eight different areas
of growth for quality life. Wellness is the ability to live life to the fullest, to
have zest for life and to maximize personnel potential in the variety of ways
illness and health are opposite states but one can be ill and still enjoy wellness
if he has a purpose in life, a deep appreciation for living creatures and a sense
of joy.

4.3 Need of the Study

The need of the study is to improve the quality of work life through wellness
integration model at Sanjeevani Multi-speciality hospital in respect to
mental, physical, spiritual, family, social, safety, infrastructure and
occupational wellness.

4.4 Scope of the study

This study of quality of work life of nurses is conducted on all the female
nurses of Sanjeevani Multispeciality Hospital so that changes could be
suggested and implemented to improve the working conditions of the nurses
in the hospital to improve their job satisfaction

4.5 Objectives of the Study

• The primary objective of the study was: -
To study quality of work life of nurses through wellness integration model
• Secondary objectives
To assess the satisfaction level of nurses towards the job
To come up with solutions to improve quality of work life.

4.6 Variables of the Study

The variables considered for the present study were: -
• physical wellness
• mental wellness
• spiritual wellness
• family wellness
• infrastructure wellness
• occupational wellness

28
• social wellness
• safety wellness

4.7 Research Design

There are many research methods available for a study of quality of work life
of nurses. In any research, there is no single method that should be regarded
as the most suitable or applicable without first scrutinising the various
approaches available. Different research designs are: -
• Exploratory Research Design: it is defined as a research used to
investigate a problem which is not clearly defined. It is conducted to have a
better understanding but does not provide conclusive results.
• Descriptive Research Design: it aims to accurately and systematically
describe a population, situation or phenomenon. It can answer what, when,
where, how questions but not why questions.
• Casual Research Design: it is investigation of cause and effect
relationship. It tries to determine the cause underlying a given behaviour.
single cross sectional, descriptive research design has been used in this to
study quality of work life of nurses through wellness integration model
Single cross sectional is a type of design where one sample is drawn from
the population of interest only once.
Primary data is used in this research in the form of questionnaires.

4.8 Unit of Study

After finalizing the variables of the present study, consideration was given
to whether the entire population is to be made the subject for data collection
or a particular group is to be selected as representative of the whole
population. The Target population of this study included 68 female nurses at
Sanjeevani Multispeciality hospital.

4.9 Sources of Data

Data collection remains an integral part of research design and an important
aspect of research design. Ability to achieve the research aims and answer
the research questions depends on the effectiveness of data collection. There
exist many ways in collecting data such as primary and secondary data. For

29
 the purpose of this study, primary data using questionnaires is collected and
Sanjeevani Multispeciality hospital website is used.
Primary data refers to data collected by the researcher. Collection of primary
data is expensive, time consuming and difficult. But it is reliable data source
since the researcher collects only that much information which is relevant to
him.

4.10 Data Collection Method

For the purpose of this study primary data has been used which has been
collected through personal survey with the help of questionnaires.

4.11 Data Collection Tools

Structured Questionnaire has been used to conduct the research survey.
Likert scale questions and open-ended questions are used to collect the data.
Data has been collected from nurses of sanjeevani multispeciality hospital.
There were 32 Likert scale-based questions and 10 personal information
questions in the questionnaire.

4.12 Data Collection Procedure

The questionnaires were handed over to the respondents and required
instructions were provided to them by the researcher to fill up those
questionnaires.

4.13 Tools and Techniques of Data Analysis

• Structured questionnaire, Frequency distribution and percentage distribution
has been used by the researcher for primary data analysis
• Primary analysis is done using MS excel software and report is prepared in
MS word format.
• Data analysis has been done with the help of various graphs, figures, pie-
charts.

4.14 Limitation of study.

• Because of the small hospital, respondents were limited, i.e. small sample
size.
• Findings on this study cannot be used in another organization
• The biased view of respondents is another limitation

30
 CHAPTER 5
DATA ANALYSIS AND
INTERPRETATION
Age
Table no.5.1 Age of female employees

Age Frequency Percentage

16-25 47 69%
26-35 17 25%
36-45 3 4%
46-55 1 2%
Total 68 100%

age of nurses
46-55, 1, 2%
36-45, 3, 4%
26-35, 17, 25%

16-25 , 47, 69%

16-25 26-35 36-45 46-55

Figure no. 5.1 Age of female employees

Interpretation: Most of the female nurses employed are from the age group 16-25
years that is 69%. They are young, enthusiastic to work and have updated knowledge
whereas least nurses belongs to the age group of 46-55 years that is 2% .Therefore the
hospital has less experienced nurses.

31
Education Qualification
Table no. 5.2 Educational qualification of employees

Education Frequency Percentage

GNM nursing 27 40%
Para Medical 12 17%
Diploma Nursing 10 15%
B.Sc. Nursing 13 19%
ANM nursing 6 9%
Total 68 100%

6, 9%
13, 19% 27, 40%

10, 15%

12, 17%

GNM nursing Para Medical Diploma Nursing Bsc Nursing ANM nursing

Figure no.5.2 Educational qualification of employees

Interpretation: Most of the nurses have done GNM nursing that is 40 %. On the
other hand, only 9% have done ANM nursing .15% nurses working in sanjeevani
multispeciality hospital have done Diploma Nursing. 17% have done a course of Para
Medical and 15% have done a diploma in nursing field.

32
Marital Status
Table no. 5.3 Marital status of employees

Marital Status Frequency Percentage

Married 24 35%
Unmarried 43 63%
widow 0 0%
Divorced 1 2%
Total 68 100%

marital status
Divorced, 1, 2%
widow , 0, 0%

Married, 24,
35%
Unmarried, 43,
63%

Married Unmarried widow Divorced

Figure no. 5.3 Marital status of employees

Interpretation: There are mostly unmarried nurses in the hospital with 63%. There
are no widowed nurses in the hospital. 35% of nurses are married so they face issues in
managing with personal and work life together. Only 2% of nurses are divorced in the
hospital.

33
Income per/month
Table no. 5.4 Income per month of employees

income p/m Frequency Percentage

1000-10000 46 68%
10000-20000 20 29%
20000-30000 1 2%
30000-40000 1 1%
Total 68 100%

income p/m
20000-
30000, 1, 30000-40000, 1,
2% 1%
10000-20000, 20,
29%

1000-10000, 46,
68%

1000-10000 10000-20000 20000-30000 30000-40000

Figure no. 5.4 Income per month of employees

Interpretation: 68% of the nurses are getting an income between 1000-10000rs per
month which is not adequate. Only 2% nurses are earning between 20000-30000rs per
month and 1% earns more than 30000rs per month. The remaining 29% are earning
somewhere between 10000-20000rs per month.

34
Designation
Table no. 5.5 Designation of employees

Designation Frequency Percentage

nursing staff 56 82%
nursing head 1 2%
RMO 1 1%
Intern 10 15%
Total 68 100%

Designation
RMO, 1, 1% Intern, 10, 15%

nursing head, 1,
2%

nursing staff, 56,

82%

nursing staff nursing head RMO Intern

Figure no. 5.5 Designation of employees

Interpretation: The whole nursing staff consists of 82% nursing staff, 15% interns,
1 nursing head and 1% nurses work as Resident Medical Officer

35
Total Working Experience
Table no. 5.6 Total working experience of employees

Total working Experience Frequency Percentage

0-5 years 56 82%
6-10 years 9 13%
11-15 years 1 2%
16-20 years 2 3%
Total 68 100%

total working experience

11-15 years, 1, 2%
16-20 years, 2, 3%
6-10 years, 9, 13%

0-5 years, 56, 82%

0-5 years 6-10 years 11-15 years 16-20 years

Figure no. 5.6 Total working experience of employees

Interpretation: Most nurses that is 82% have an experience of 0-5 years of working
as a nurse whereas only 3% of the nurses are highly experienced that is 16-20 years.
This shows that there are less highly experienced nurses in sanjeevani multi-speciality
hospital.

36
Experience in Sanjeevani Hospital
Table no. 5.7 Experience in sanjeevani hospital

Experience in Sanjeevani Frequency Percentage

0-2 years 59 87%
2-4 years 5 7%
4-6 years 4 6%
Total 68 100%

working experience in sanjeevani

4-6 years, 4, 6%
2-4 years, 5, 7%

59, 87%

0-2 years 2-4 years 4-6 years

Figure no. 5.7 Experience in sanjeevani hospital

Interpretation: Most of the nurses i.e. 87% working in sanjeevani multispeciality

hospital have been working there for 0-2 years. Only 6% are working from 4-6 years
that is from the time of establishment of Sanjeevani Multispeciality hospital. The
remaining 7% are working at the hospital from 2-4 years.

37
Shift Rotation
Table no. 5.8 Shift rotation of employees

Shift Rotation Frequency Percentage

No 40 59%
Weekly 28 41%
Total 68 100%

shift rotation

Weekly, 28, 41%

No , 40, 59%

No Weekly

Figure no. 5.8 Shift rotation of employees

Interpretation: 59% of all the nurses have no rotation in their shifts throughout the
week. On the other hand, 41% of the nurses have weekly shift rotation.

38
Working Hours
Table no. 5.9 Working hours of employees

Working Hours Frequency Percentage

6 45 66%
8 12 18%
10 5 7%
11 3 4%
12 2 3%
on call duty 1 2%
Total 68 100%

12, 2, 3% working hours

11, 3, 4% on call duty , 1,
10, 5, 7% 2%

8, 12, 18%
6, 45, 66%

6 8 10 11 12 on call duty

Figure no 5.9 Working hours of employees

Interpretation: 66% of nurses work for 6 hours a day which is the least number of
duty hours. Only 3% works for 12 hours a day which is the maximum number of duty
hours. 2% nurses are on duty whenever they are called. 18% works for 8 hours a day,
7% works for 10 hours a day and lastly only 4% works for 11 hours a day in the hospital.

39
Physical Wellness

My hospital takes care of my health and well-being.

Table no. 5.10 Health and well-being

Q1. Column1 Column2

Hospital takes care of my health Frequency Percentage
Strongly agree 37 55%
Agree 26 38%
Neutral 5 7%
Disagree 0 0%
Strongly Disagree 0 0%
Total 68 100%

health care
Neutral, 5, 7% Strongly
Disagree, 0, 0% Disagree, 0,
0%

Agree, 26, 38% Strongly agree,

37, 55%

Strongly agree Agree Neutral Disagree Strongly Disagree

Figure no. 5.10 Health and well-being

Interpretation: 55% nurses strongly agree to the statement that hospital takes care
of their health while there is no disagreement to the statement. 38% agrees to the
statement and 7% are in the neutral state.

40
Physical Wellness

There are enough rest periods between shifts throughout the day

Table 5.11 Enough rest periods

Q2. Column1 Column2

Enough rest between shifts Frequency Percentage
Strongly Agree 26 38%
Agree 33 49%
Neutral 4 6%
Disagree 5 7%
Strongly disagree 0 0%
Total 68 100%

Strongl
rest duration y
disagre
Disagree, 5, 7%
Neutral, 4, 6% e, 0,
0%
Strongly
Agree, 26,
Agree, 33, 49% 38%

Strongly Agree Agree Neutral Disagree Strongly disagree

Figure no. 5.11 Enough rest periods

Interpretation: 38% strongly agree that they get enough rest during their shifts. 49%
have agreed to the statement whereas 7% have disagreed to it and 6 % are at neutral.

41
Physical Wellness

There is proper hygiene in the hospital

Table no. 5.12 Proper hygiene

Q3. Column1 Column2

Proper hygiene in hospital Frequency Percentage
Strongly Agree 48 71%
Agree 16 23%
Neutral 4 6%
Disagree 0 0%
Strongly disagree 0 0%
Total 68 100%

proper hygiene
Strongly
Neutral, 4, 6% Disagree, 0, 0% disagree, 0, 0%

Agree, 16, 23%

Strongly Agree,
48, 71%

Strongly Agree Agree Neutral Disagree Strongly disagree

Figure no. 5.12 Proper hygiene

Interpretation: 71 % have strongly agreed that there is proper hygiene in the

hospital. There is no disagreement for this statement. 6% have a neutral state and 23%
have agreed to it. Ultimately it could be said that there is good hygiene in the hospital.

42
Physical Wellness

I get enough time to do physical exercise daily

Table no 5.13 Physical exercise

Q4. Column1 Column2

Enough time for physical exercise Frequency Percentage
Strongly agree 29 43%
Agree 13 19%
Neutral 11 16%
Disagree 14 21%
Strongly disagree 1 1%
Total 68 100%

Strongly physical exercise

disagree, 1, 1%

Disagre
e, 14, Strongly agree, 29,
21%
Neutral, 11, 16% 43%

Agree, 13, 19%

Strongly agree Agree Neutral Disagree Strongly disagree

Figure no.5.13 Physical exercise

Interpretation: 43% of the nurses have strongly agreed that they get enough time to
do physical exercise while 1% strongly disagree, 14% disagreed to it, 19% agreed to
the statement and 16% have a neutral opinion.

43
Mental Wellness

The work environment influences my performance positively

Table no. 5.14 Positive influence of work environment

Q5. Column1 Column2

Positive influence of work environment Frequency Percentage
Strongly agree 39 57%
Agree 26 38%
Neutral 3 5%
Disagree 0 0%
Strongly disagree 0 0%
Total 68 100%

positive influence
Neutral, 3, 5% Strongly
Disagree, 0, 0% disagree, 0,
0%

Agree, 26, 38%

Strongly agree,
39, 57%

Strongly agree Agree Neutral Disagree Strongly disagree

Figure no. 5.14 Positive influence of work environment

Interpretation: 57% have strongly agreed that their work environment have a
positive influence on their performance. There is no disagreement. 5% have a neutral
opinion and lastly 38% have agreed to it.

44
Mental Wellness

I am satisfied about spending quality time for myself

Table no. 5.15 Spend quality time for myself

Q6. Column1 Column2

Able to spend quality time for myself Frequency Percentage
Strongly agree 34 50%
Agree 20 29%
Neutral 14 21%
Disagree 0 0%
Strongly disagree 0 0%
Total 68 100%

quality time
Strongly
Disagree, 0, 0% disagree, 0, 0%

Neutral
, 14,
Strongly agree, 34,
21%
50%
Agree, 20, 29%

Strongly agree Agree Neutral Disagree Strongly disagree

Figure no. 5.15 Spend quality time for myself

Interpretation: 50% have strongly agreed that they are able to spend quality time
for themselves. 29% have agreed to it. 21% have a neutral opinion and there are no
disagreements.

45
Mental Wellness

I try to find mental and emotional peace even at the time of long
working hours

Table no. 5.16 Mental and emotional peace

Q7. Column1 Column2

Try to find Mental and emotional peace Frequency Percentage
Strongly agree 18 27%
Agree 39 57%
Neutral 11 16%
Disagree 0 0%
Strongly disagree 0 0%
Total 68 100%

peace
Strongly
Disagree, 0, 0% disagree, 0,
Neutral, 11, 16% 0%
Strongly
agree, 18, 27%

Agree, 39, 57%

Strongly agree Agree Neutral Disagree Strongly disagree

Figure no. 5.16 Mental and emotional peace

Interpretation: 27% have strongly agreed to it, 57% are at an agreement, 16% have
a neutral opinion, and there are no disagreements.

46
Mental Wellness

I get enough leisure time during working hours

Table no. 5.17 leisure time

Q8. Column1 Column2

Enough leisure time during shift Frequency Percentage
Strongly agree 19 28%
Agree 30 44%
Neutral 17 25%
Disagree 2 3%
Strongly disagree 0 0%
Total 68 100%

leisure time
Strongly
Disagree, 2, 3% disagree, 0,
0%

Strongly agree,
Neutral, 17, 25%
19, 28%

Agree, 30, 44%

Strongly agree Agree Neutral Disagree Strongly disagree

Figure no. 5.17 leisure time

Interpretation: 28% have strongly agreed that they get enough leisure time during
their shifts. 44% have an agreement to it. 25% have a neutral opinion. 3% disagreed to
it. Lastly there is no one strongly disagreeing to it.

47
Spiritual Wellness

I try to visit religious places to maintain spiritual wellness

Table no. 5.18 Religious places

Q9. Column1 Column2

Try to visit religious places Frequency Percentage
Strongly agree 24 35%
Agree 19 28%
Neutral 20 30%
Disagree 5 7%
Strongly disagree 0 0%
Total 68 100%

religious place
Strongly
disagree, 0, 0%
Disagree, 5, 7%

Strongly agree, 24,

Neutral, 20, 30%
35%

Agree, 19, 28%

Strongly agree Agree Neutral Disagree Strongly disagree

Figure no. 5.18 Religious places

Interpretation: 35% of nurses have strongly agreed that they try to visit religious
places,28% have agreed to it, 30 % have a neutral opinion, 7% have disagreed to it and
there is no strong disagreement.

48
Spiritual Wellness

I would like to attend seminars of spiritual leaders

Table no. 5.19 Seminars of spiritual leaders

Q10. Column1 Column2

I would attend seminars of spiritual leader Frequency Percentage
Strongly agree 16 23%
Agree 23 34%
Neutral 23 34%
Disagree 6 9%
Strongly disagree 0 0%
Total 68 100%

seminars Strongly
disagree, 0,
Disagree, 6, 9% 0%
Strongly agree,
16, 23%

Neutral, 23, 34%

Agree, 23, 34%

Strongly agree Agree Neutral Disagree Strongly disagree

Figure no. 5.19 Seminars of spiritual leaders

Interpretation: 23% have strongly agreed that they would like to attend seminars of
spiritual leaders. 34% have agreed to it. 34% have a neutral opinion. 9% have disagreed
to it. And there are no strong disagreements.

49
Spiritual Wellness
There is positive energy in work atmosphere

Table no. 5.20 Positive energy

Q11. Column1 Column2

There is positive energy in atmosphere Frequency Percentage
Strongly agree 17 25%
Agree 36 53%
Neutral 12 18%
Disagree 3 4%
Strongly disagree 0 0%
Total 68 100%

positive energy Strongly

disagree, 0,
Disagree, 3, 4% 0%
Neutral, 12, 18% Strongly
agree, 17, 25%

Agree, 36, 53%

Strongly agree Agree Neutral Disagree Strongly disagree

Figure no. 5.20 Positive energy

Interpretation: 25% have strongly agreed that there is positive energy in the
atmosphere. 53% have agreed to it. 18% have a neutral opinion about it. 4% nurses
have disagreed to it and there are no strong disagreements.

50
Spiritual Wellness

I practice yoga daily to enhance my spiritual wellness

Table no. 5.21 Practice yoga

Q12. Column1 Column2

I practice yoga daily Frequency Percentage
Strongly agree 15 22%
Agree 17 25%
Neutral 21 31%
Disagree 11 16%
Strongly disagree 4 6%
Total 68 100%

yoga
Strongly
disagree, 4, 6%

Disagree, 11, 16%

Strongly agree,
15, 22%

Neutral, 21, 31% Agree, 17, 25%

Strongly agree Agree Neutral Disagree Strongly disagree

Figure no. 5.21 Practice yoga

Interpretation: 22% have strongly agreed that they practice yoga daily. 25% have
agreed to it. 31% have a neutral opinion about it. 16% disagreed to it and 6% disagreed
to it strongly.

51
Family Wellness

I spend quality time with family during weekends

Table no. 5.22 Quality time with family

Q13. Column1 Column2

quality time with family on weekends Frequency Percentage
Strongly agree 36 53%
Agree 27 40%
Neutral 2 3%
Disagree 3 4%
Strongly disagree 0 0%
Total 68 100%

Disagree, 3, 4% quality time

Strongly
Neutral, 2, 3% disagree, 0, 0%

Strongly agree, 36,

Agree, 27, 40%
53%

Strongly agree Agree Neutral Disagree Strongly disagree

Figure no. 5.22 Quality time with family

Interpretation: 53% strongly agreed that they spend quality time with family on
weekends, 40% agreed to it, 3% have a neutral opinion, 4% disagreed to it.

52
Family Wellness

I get family support for my professional career

Table no. 5.23 Family support

Q14. Column1 Column2

get family support for career Frequency Percentage
Strongly agree 34 50%
Agree 24 35%
Neutral 8 12%
Disagree 2 3%
Strongly disagree 0 0%
Total 68 100%

family support
Strongly
Disagree, 2, 3% disagree, 0, 0%
Neutral, 8, 12%

Strongly agree, 34,

50%
Agree, 24, 35%

Strongly agree Agree Neutral Disagree Strongly disagree

Figure no. 5.23 Family support

Interpretation: 50% agreed that that get family support for their career, 35% agreed
to it, 12% have a neutral opinion, 3% disagreed to it and there is no strong disagreement.

53
Family Wellness

I take time off when I need to take care of my ill family member.

Table no. 5.24 Takes leave for family

Q15. Column1 Column2

can take leave for ill family member Frequency Percentage
Strongly agree 23 34%
Agree 26 38%
Neutral 18 26%
Disagree 1 2%
Strongly disagree 0 0%
Total 68 100%

leave Strongly
Disagree, 1, 2% disagree, 0,
0%

Strongly
Neutral, 18, 26%
agree, 23, 34%

Agree, 26, 38%

Strongly agree Agree Neutral Disagree Strongly disagree

Figure no. 5.24 Takes leave for family

Interpretation: 34% have strongly agreed that they can take leave for ill family
member.38% agreed with it. 26% have a neutral opinion. 1% disagrees to it and there
is no strong disagreement.

54
Family Wellness

The demands of my family affect job positively

Table no. 5.25 Family affects job positively

Q16. Column1 Column2

family demands affects job positively Frequency Percentage
Strongly agree 23 34%
Agree 23 34%
Neutral 16 24%
Disagree 5 7%
Strongly disagree 1 1%
Total 68 100%

Strongly
disagree, 1, 1%
positive affect
Disagree, 5, 7%

Strongly agree,
Neutral,
23, 34%
16, 24%

Agree, 23, 34%

Strongly agree Agree Neutral Disagree Strongly disagree

Figure no. 5.25 Family affects job positively

Interpretation: 34% strongly agrees that family demand affects their job
positively,34% are at an agreement with the statement.24% have a neutral opinion 7%
disagrees to it and 1% strongly disagrees.

55
Infrastructure Wellness

Adequate medical and surgical supplies are available to render good

nursing care

Table no. 5.26 Medical and surgical supplies available

Q17. Column1 Column2

adequate medical supplies available Frequency Percentage
Strongly agree 50 73%
Agree 16 24%
Neutral 2 3%
Disagree 0 0%
Strongly disagree 0 0%
Total 68 100%

Neutral, 2, 3% medical supplies

Strongly
Disagree, 0, 0% disagree, 0, 0%

Agree, 16, 24%

Strongly agree, 50,

73%

Strongly agree Agree Neutral Disagree Strongly disagree

Figure no. 5.26 Medical and surgical supplies available

Interpretation: 73% strongly agrees that they have adequate medical supplies
available to render good nursing care, 24% agrees to the statement, 3% are at a neutral
state and there are no disagreements.

56
Infrastructure Wellness

I have sufficient infrastructure like house vehicle for family comfort

Table no. 5.27 Sufficient infrastructure

Q18. Column1 Column2

have sufficient infrastructure for comfort Frequency Percentage
Strongly agree 15 22%
Agree 36 53%
Neutral 16 24%
Disagree 0 0%
Strongly disagree 1 1%
Total 68 100%

comfort Strongly
disagree, 1,
Disagree, 0, 0% 1%
Strongly
agree, 15, 22%

Neutral, 16, 24%

Agree, 36, 53%

Strongly agree Agree Neutral Disagree Strongly disagree

Figure no. 5.27 Sufficient infrastructure

Interpretation: 22% strongly agrees to the statement, 53% are at an agreement with
context to above statement, 24% have a neutral opinion and only 1% strongly disagrees
to the statement.

57
Infrastructure Wellness

The hospital is providing high quality tools and techniques to do the

job

Table no. 5.28 High quality tools and techniques

Q19. Column1 Column2

provide high quality tools and technique Frequency Percentage
Strongly agree 34 50%
Agree 26 38%
Neutral 8 12%
Disagree 0 0%
Strongly disagree 0 0%
Total 68 100%

tools Strongly
Disagree, 0, 0% disagree, 0,
Neutral, 8, 12% 0%

Strongly agree,
Agree, 26, 38% 34, 50%

Strongly agree Agree Neutral Disagree Strongly disagree

Figure no. 5.28 High quality tools and techniques

Interpretation: 50% strongly agrees to the statement that they are provided with
high quality tools and techniques.38% agrees to it. 12% have a neutral opinion. There
are no disagreements to it.

58
Infrastructure Wellness

There is comfortable infrastructure at my workplace

Table no. 5.29 Comfortable infrastructure

Q20. Column1 Column2

comfortable infrastructure in workplace Frequency Percentage
Strongly agree 32 47%
Agree 29 43%
Neutral 6 9%
Disagree 1 1%
Strongly disagree 0 0%
Total 68 100%

comfort
Strongly
Neutral, 6, 9% Disagree, 1, 1% disagree, 0, 0%

Strongly agree, 32,

47%
Agree, 29, 43%

Strongly agree Agree Neutral Disagree Strongly disagree

Figure no. 5.29 Comfortable infrastructure

Interpretation: 47% strongly agrees to the statement that there is comfortable

infrastructure in their workplace. 43% agrees to it. 9% have a neutral reaction to it and
only 1% disagrees. There are no strong disagreements.

59
Occupational Wellness

The training and development I have received have improved my

performance

Table no. 5.30 Training improved the performance

Q21. Column1 Column2

training received improved performance Frequency Percentage
Strongly agree 46 68%
Agree 18 26%
Neutral 4 6%
Disagree 0 0%
Strongly disagree 0 0%
Total 68 100%

Disagre training Strongly

Neutral, 4, 6% e, 0, disagree, 0,
0% 0%

Agree, 18, 26%

Strongly agree,
46, 68%

Strongly agree Agree Neutral Disagree Strongly disagree

Figure no. 5.30 Training improved the performance

Interpretation: 68% strongly agrees to the above statement. 26% agrees to the
statement. 6% have a neutral opinion. There are no disagreements to the statement.

60
Occupational Wellness

I am able to perform my job effectively and efficiently

Table no. 5.31 Perform job effectively and efficiently

Q22. Column1 Column2

able to perform job effectively Frequency Percentage
Strongly agree 29 43%
Agree 32 47%
Neutral 6 9%
Disagree 1 1%
Strongly disagree 0 0%
Total 68 100%

effectiveness
Strongly
Disagree, 1, 1% disagree, 0, 0%
Neutral, 6, 9%

Strongly agree, 29,

43%
Agree, 32, 47%

Strongly agree Agree Neutral Disagree Strongly disagree

Figure no. 5.31 Perform job effectively and efficiently

Interpretation: 43% strongly agrees to the statement. 47% agrees to it. 9% have a
neutral opinion about it. 1% disagrees to the above statement. There are no strong
disagreements.

61
Occupational Wellness

My job requires that I keep learning new things

Table no. 5.32 Learn new things

Q23. Column1 Column2

job requires to learn new things Frequency Percentage
Strongly agree 33 49%
Agree 24 35%
Neutral 9 13%
Disagree 2 3%
Strongly disagree 0 0%
Total 68 100%

learning
Strongly
Disagree, 2, 3% disagree, 0, 0%
Neutral, 9, 13%

Strongly agree, 33,

49%
Agree, 24, 35%

Strongly agree Agree Neutral Disagree Strongly disagree

Figure no. 5.32 Learn new things

Interpretation: 49% strongly agrees that their job requires to learn new things. 35%
agrees to it. 13% have a neutral opinion. 2% disagrees to the statement. There are no
strong disagreements.

62
Occupational Wellness

My job let me use best of my skills and abilities

Table no. 5.33 Best use of skills at job

Q24. Column1 Column2

job lets to use best of my skills Frequency Percentage
Strongly agree 39 57%
Agree 24 35%
Neutral 3 4%
Disagree 1 2%
Strongly disagree 1 2%
Total 68 100%

Strongl
Disagree, 1, 2% using skills y
disagre
Neutral, 3, 4% e, 1, 2%

Agree, 24, 35%

Strongly agree, 39,
57%

Strongly agree Agree Neutral Disagree Strongly disagree

Figure no. 5.33 Best use of skills at job

Interpretations: 57% strongly agrees that their job allows them to use best of their
abilities. 35% agrees to the statement. 4% have a neutral opinion. 2% disagrees to it
and 2% strongly disagrees to it.

63
Social Wellness

There is good cooperation and coordination in between my colleagues

Table no. 5.34 Cooperation between colleagues

Q25. Column1 Column2

good cooperation between colleagues Frequency Percentage
Strongly agree 32 47%
Agree 29 43%
Neutral 7 10%
Disagree 0 0%
Strongly disagree 0 0%
Total 68 100%

cooperation
Disagree, 0, 0% Strongly
disagree, 0,
Neutral, 7, 10% 0%

Strongly agree,
32, 47%
Agree, 29, 43%

Strongly agree Agree Neutral Disagree Strongly disagree

Figure no. 5.34 Cooperation between colleagues

Interpretation: 47% strongly agrees that there is good cooperation and coordination
between colleagues. 43% agrees to it. 10% have a neutral opinion and there are no
disagreements.

64
Social Wellness
My neighbours and relatives have pride on my profession

Table no. 5.35 Relatives are proud

Q26. Column1 Column2

relatives proud on my profession Frequency Percentage
Strongly agree 26 38%
Agree 31 46%
Neutral 9 13%
Disagree 2 3%
Strongly disagree 0 0%
Total 68 100%

proud
Strongly
Disagree, 2, 3% disagree, 0, 0%
Neutral, 9, 13%

Strongly agree, 26,

38%
Agree, 31, 46%

Strongly agree Agree Neutral Disagree Strongly disagree

Figure no. 5.35 Relatives are proud

Interpretation: 38% strongly agrees that their relatives have pride on their
profession. 46% agrees to it. 13% have a neutral opinion. 3% disagrees to it and there
are no strong disagreements.

65
Social Wellness

My expectations from the society are fulfilled when required

Table no. 5.36 Social expectations are fulfilled

Q27. Column1 Column2

expectations are fulfilled by society Frequency Percentage
Strongly agree 23 34%
Agree 27 40%
Neutral 18 26%
Disagree 0 0%
Strongly disagree 0 0%
Total 68 100%

expectations Strongly
Disagree, 0, 0% disagree, 0, 0%

Strongly agree,
Neutral, 18, 26%
23, 34%

Agree, 27, 40%

Strongly agree Agree Neutral Disagree Strongly disagree

Figure no. 5.36 Social expectations are fulfilled

Interpretation: 34% strongly agrees that their expectations are fulfilled by the
society.40% agrees to it. 26% have a neutral opinion. There are no disagreements.

66
Social Wellness

I frequently attend social functions to meet and connect with society

Table no. 5.37 Frequently attend social functions

Q28. Column1 Column2

I frequently attend social functions Frequency Percentage
Strongly agree 17 25%
Agree 24 35%
Neutral 17 25%
Disagree 10 15%
Strongly disagree 0 0%
Total 68 100%

social functions Strongly

disagree, 0,
Disagree, 10, 15% 0%
Strongly
agree, 17, 25%

Neutral, 17, 25%

Agree, 24, 35%

Strongly agree Agree Neutral Disagree Strongly disagree

Figure no. 5.37 Frequently attend social functions

Interpretation: 25% strongly agrees to the statement. 35% agrees to it. 25% have a
neutral opinion. 15% have disagreed to it and there are no strong disagreements.

67
Safety Wellness

Adequate supplies are provided to protect from infection

Table no. 5.38 Protection from infections

Q29. Column1 Column2

adequate supplies to protect from infection Frequency Percentage
Strongly agree 44 65%
Agree 20 29%
Neutral 4 6%
Disagree 0 0%
Strongly disagree 0 0%
Total 68 100%

protection
Strongly
Neutral, 4, 6% Disagree, 0, 0% disagree, 0, 0%

Agree, 20, 29%

Strongly agree, 44,
65%

Strongly agree Agree Neutral Disagree Strongly disagree

Figure no. 5.38 Protection from infections

Interpretation:65% strongly agrees to the above statement. 29% agrees to it. The
remaining 6% have a neutral opinion. There are no disagreements.

68
Safety Wellness

My hospital has a committee that oversees workplace safety

Table no. 5.39 Committee oversees workplace safety

Q30. Column1 Column2

committee to oversee workplace safety Frequency Percentage
Strongly agree 26 38%
Agree 32 47%
Neutral 9 13%
Disagree 1 2%
Strongly disagree 0 0%
Total 68 100%

safety
Strongly
Disagree, 1, 2% disagree, 0, 0%
Neutral, 9, 13%

Strongly agree, 26,

38%
Agree, 32, 47%

Strongly agree Agree Neutral Disagree Strongly disagree

Figure no. 5.39 Committee oversees workplace safety

Interpretation: 38% strongly agrees to the statement. 47% agrees to it. 13% have a
neutral opinion. 2% disagrees with it. There are no strong disagreements.

69
Safety Wellness
Environment awareness is provided to all staff and its implementation
is ensured

Table no. 5.40 Environmental awareness is provided

Q31. Column1 Column2

environment awareness is provided to
staff Frequency Percentage
Strongly agree 44 65%
Agree 17 25%
Neutral 7 10%
Disagree 0 0%
Strongly disagree 0 0%
Total 68 100%

environment
Strongly
Disagree, 0, 0% disagree, 0, 0%
Neutral, 7, 10%

Agree, 17, 25%

Strongly agree, 44,
65%

Strongly agree Agree Neutral Disagree Strongly disagree

Figure no. 5.40 Environmental awareness is provided

Interpretation: 65% strongly agrees that environment awareness is provided to them

and its implemented too. 25% agrees to it. 10% have a neutral opinion and there are no
disagreements.

70
Safety Wellness

The safety and security of employees is taken care of properly

Table no. 5.41 Safety and security of employees

Q32. Column1 Column2

safety of employees is taken care properly Frequency Percentage
Strongly agree 41 60%
Agree 19 28%
Neutral 7 10%
Disagree 1 2%
Strongly disagree 0 0%
Total 68 100%

employee safety
Strongly
Neutral, 7, 10% Disagree, 1, 2% disagree, 0, 0%

Agree, 19, 28%

Strongly agree, 41,
60%

Strongly agree Agree Neutral Disagree Strongly disagree

Figure no. 5.41 Safety and security of employees

Interpretation: 60% strongly agrees that their safety is taken care properly. 28%
agrees to it. 10% have neutral opinion. 1% disagrees with it. There are no strong
disagreements with the statement.

71
 CHAPTER -6
FINDINGS, CONCLUSIONS AND
RECOMMENDATIONS
Findings: -

Objective 1 - To study quality of work life of nurses through wellness integration

model.

Physical wellness
• 55% nurses strongly agree to the statement that hospital takes care
of their health while there is no disagreement to the statement. 38%
agrees to the statement and 7% are in the neutral state.
• 38% strongly agree that they get enough rest during their shifts.
49% have agreed to the statement whereas 7% have disagreed to it
and 6 % are at neutral.
• 71 % have strongly agreed that there is proper hygiene in the
hospital. There is no disagreement for this statement. 6% have a
neutral state and 23% have agreed to it. Ultimately it could be said
that there is good hygiene in the hospital.
• 43% of the nurses have strongly agreed that they get enough time
to do physical exercise while 1% strongly disagree, 14% disagreed
to it, 19% agreed to the statement and 16% have a neutral opinion.
Mental wellness
• 57% have strongly agreed that their work environment have a
positive influence on their performance. There is no disagreement.
5% have a neutral opinion and lastly 38% have agreed to it.
• 50% have strongly agreed that they are able to spend quality time
for themselves. 29% have agreed to it. 21% have a neutral opinion
and there are no disagreements.
• 27% have strongly agreed to it, 57% are at an agreement, 16% have
a neutral opinion, and there are no disagreements.

72
 • 28% have strongly agreed that they get enough leisure time during
their shifts. 44% have an agreement to it. 25% have a neutral
opinion. 3% disagreed to it. Lastly there is no one strongly
disagreeing to it.
Spiritual wellness
• 35% of nurses have strongly agreed that they try to visit religious
places,28% have agreed to it, 30 % have a neutral opinion, 7% have
disagreed to it and there is no strong disagreement.
• 23% have strongly agreed that they would like to attend seminars
of spiritual leaders. 34% have agreed to it. 34% have a neutral
opinion. 9% have disagreed to it. And there are no strong
disagreements.
• 25% have strongly agreed that there is positive energy in the
atmosphere. 53% have agreed to it. 18% have a neutral opinion
about it. 4% nurses have disagreed to it and there are no strong
disagreements.
• 22% have strongly agreed that they practice yoga daily. 25% have
agreed to it. 31% have a neutral opinion about it. 16% disagreed to
it and 6% disagreed to it strongly.
Family wellness
• 53% strongly agreed that they spend quality time with family on
weekends, 40% agreed to it, 3% have a neutral opinion, 4%
disagreed to it.
• 50% agreed that that get family support for their career, 35%
agreed to it, 12% have a neutral opinion, 3% disagreed to it and
there is no strong disagreement.
• 34% have strongly agreed that they can take leave for ill family
member.38% agreed with it. 26% have a neutral opinion. 1%
disagrees to it and there is no strong disagreement.
• 34% strongly agrees that family demand affects their job
positively,34% are at an agreement with the statement.24% have a
neutral opinion 7% disagrees to it and 1% strongly disagrees.

73
Infrastructure wellness
• 73% strongly agrees that they have adequate medical supplies
available to render good nursing care, 24% agrees to the statement,
3% are at a neutral state and there are no disagreements.
• 22% strongly agrees to the statement, 53% are at an agreement with
context to above statement, 24% have a neutral opinion and only
1% strongly disagrees to the statement.
• 50% strongly agrees to the statement that they are provided with
high quality tools and techniques.38% agrees to it. 12% have a
neutral opinion. There are no disagreements to it.
• 47% strongly agrees to the statement that there is comfortable
infrastructure in their workplace. 43% agrees to it. 9% have a
neutral reaction to it and only 1% disagrees. There are no strong
disagreements.
Occupational wellness
• 68% strongly agrees to the above statement. 26% agrees to the
statement. 6% have a neutral opinion. There are no disagreements
to the statement.
• 43% strongly agrees to the statement. 47% agrees to it. 9% have a
neutral opinion about it. 1% disagrees to the above statement.
There are no strong disagreements.
• 49% strongly agrees that their job requires to learn new things.
35% agrees to it. 13% have a neutral opinion. 2% disagrees to the
statement. There are no strong disagreements.
• 57% strongly agrees that their job allows them to use best of their
abilities. 35% agrees to the statement. 4% have a neutral opinion.
2% disagrees to it and 2% strongly disagrees to it.
Social wellness
• 47% strongly agrees that there is good cooperation and
coordination between colleagues. 43% agrees to it. 10% have a
neutral opinion and there are no disagreements.

74
 • 38% strongly agrees that their relatives have pride on their
profession. 46% agrees to it. 13% have a neutral opinion. 3%
disagrees to it and there are no strong disagreements.
• 34% strongly agrees that their expectations are fulfilled by the
society.40% agrees to it. 26% have a neutral opinion. There are no
disagreements.
• 25% strongly agrees to the statement. 35% agrees to it. 25% have
a neutral opinion. 15% have disagreed to it and there are no strong
disagreements.
Safety wellness
• 65% strongly agrees to the above statement. 29% agrees to it. The
remaining 6% have a neutral opinion. There are no disagreements.
• 38% strongly agrees to the statement. 47% agrees to it. 13% have
a neutral opinion. 2% disagrees with it. There are no strong
disagreements.
• 65% strongly agrees that environment awareness is provided to
them and its implemented too. 25% agrees to it. 10% have a neutral
opinion and there are no disagreements.
• 60% strongly agrees that their safety is taken care properly. 28%
agrees to it. 10% have neutral opinion. 1% disagrees with it. There
are no strong disagreements with the statement.

Objective 2 - To assess the satisfaction level of nurses towards the job

• The nurses at sanjeevani multi-speciality hospital are neither
highly satisfied nor highly dissatisfied by their job.
• There should be more informal meetings between the nursing staff
so as to improve their relations.

Conclusion
The study was done to determine the quality of work life of nurses at sanjeevani
multispeciality hospital through wellness integration model. ‘Quality of work life
through Wellness Integration Model’ is an important factor that should be considered
to improve the working standards of nurses. The study findings show that the nurses
have a neutral opinion about their quality of work life. The nurses have slightly less

75
interest in spiritual things. Though they have good relations between them. Safety
measures are also fine but there is definite scope of improvement. Overall hospital is
offering a fine working life to nurses but it could have been better with some changes.

Recommendation
Since the nurses are neutral regarding all the wellness factors, following should be done
to improve the quality of work-life of nurses: -

To improve physical, mental and spiritual wellness the nurses should be provided with
time and facility to exercise, meditate and perform yoga respectively during working
hours. To improve family, infrastructure and occupational wellness the shift duration
should be fixed to 6-8 hours a day, infrastructure facilities should be improved and
adequate training should be provided to perform the job respectively. To improve social
and safety wellness frequent informal meetings should be there between colleagues and
safety measures should be improved in the hospital respectively. Canteen facility
should also be provided in the hospital for all nurses, doctors and patients.

Future Scope of Study

For further analysis on this topic a big hospital should be selected so as to increase the
sample size, as in sanjeevani multi-speciality hospital the no. of respondents were
limited.

76
 BIBLIOGRAPHY
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mathematics.
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journal of creative research thoughts .
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EMPLOYEES. tirupati: asian jounal of management research.
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roorkee: iosr journal of humanities and social science.

77
 ANNEXURE
Questionnaire
Wellness integration model: - A study on quality of work life of nurses
in Sanjeevani Multispeciality hospital
Respected Sir/Madam,
I, Mansi Jain, student of TYBBA from SDJ International College, conducting a survey
on topic “Wellness Integration Model: - A Study on Quality of work life of nurses”.
This is a part of winter internship project towards fulfilling the requirement of BBA
course under the guidance of Dr. Priti Desai. The data collected is purely for academic
purpose; there will not be any commercial socialization or usage of response in any
kind.
PERSONAL INFORMATION
Name:
Age:
Educational level:
Marital Status: married unmarried widow divorced
Monthly income:
Designation:
Total Years of experience:
Years of experience in sanjeevani hospital:
Working hours:
Shift rotation frequency in a month:

Statement SA A N D SD
PHYSICAL WELLNESS
1. My hospital takes care of my
health and well-being
2. There are enough rest periods
between shifts throughout the
day
3. There is proper hygiene in the
hospital
4. I get enough time to do physical
exercise daily
MENTAL WELLNESS
5. The work environment
influences my performance
positively
6. I am satisfied about spending
quality time for myself
7. I try to find mental and
emotional peace even at the
time of long working hours

78
 8. I get enough leisure time during
working hours
SPIRITUAL WELLNESS
9. I try to visit religious places to
maintain spiritual wellness
10. I would like to attend seminars
of spiritual leaders
11. There is positive energy in
work atmosphere
12. I practice yoga daily to enhance
my spiritual wellness
FAMILY WELLNESS
13. I spend quality time with family
during weekends
14. I get family support for my
professional career
15. I take time off when I need to
take care of my ill family
member
16. The demand of my family and
personals affects my job
positively
INFRASTRUCTURE WELLNESS
17. Adequate medical and surgical
supplies are available to render
good nursing care
18. I have sufficient infrastructure
like house vehicle for family
comfort
19. The hospital is providing high
quality tools and techniques to
do the job
20. There is comfortable
infrastructure at my workplace
OCCUPATIONAL WELLNESS
21. The training and development I
have received have improved
my performance
22. I am able to perform my job
effectively and efficiently
23. My job requires that I keep
learning new things
24. My job let me use best of my
skills and abilities
SOCIAL WELLNESS
25. There is good cooperation and
coordination in between my
colleagues

79
 26. My neighbours and relatives
have pride on my profession
27. My expectations from the
society are fulfilled when
required
28. I frequently attend social
functions to meet and connect
with society
SAFETY WELLNESS
29. Adequate supplies are provided
to protect from infection
30. My hospital has a committee
that oversees workplace safety
31. Environment awareness is
provided to all staff and its
implementation is ensured
32. The safety and security of
employees is taken care of
properly

Codebook

Column Variable Variable name Question Coding

number number number instructions
1 1 Name 1 As stated
2 2 Age 2 16-25=1
26-35-2
36-45=3
46-55=4
3 3 Education 3 GNM nursing=1
Para medical=2
Diploma nursing=3
Bsc nursing=4
ANM nursing=5
4 4 Marital status 4 Married=1
Unmarried=2
Widow=3
Divorced=4
5 5 Income p/m 5 1000-10000=1

80
 10000-20000=2
20000-30000=3
30000-40000=4
6 6 Designation 6 As stated
7 7 Experience 7 0-5=1
6-10=2
11-15=3
16-20=4
8 8 Experience in 8 0-2=1
sanjeevani 2-4=2
4-6=3
9 9 Working hours 9 As stated
10 10 Shift rotation 10 No=1
Weekly=2
11 11 Hospital takes care 11 Strongly agree=5
of my health Agree=4
Neutral=3
Disagree=2
Strongly disagree=1
12 12 Enough rest 12 Strongly agree=5
between shifts Agree=4
Neutral=3
Disagree=2
Strongly disagree=1
13 13 Proper hygiene in 13 Strongly agree=5
hospital Agree=4
Neutral=3
Disagree=2
Strongly disagree=1
14 14 Enough time for 14 Strongly agree=5
physical exercise Agree=4
Neutral=3
Disagree=2

81
 Strongly disagree=1
15 15 Positive influence 15 Strongly agree=5
of work Agree=4
environment Neutral=3
Disagree=2
Strongly disagree=1
16 16 Able to spend 16 Strongly agree=5
quality time for Agree=4
myself Neutral=3
Disagree=2
Strongly disagree=1
17 17 Can find mental 17 Strongly agree=5
and emotional Agree=4
peace Neutral=3
Disagree=2
Strongly disagree=1
18 18 Enough leisure 18 Strongly agree=5
time during shifts Agree=4
Neutral=3
Disagree=2
Strongly disagree=1
19 19 Try to visit 19 Strongly agree=5
religious places Agree=4
Neutral=3
Disagree=2
Strongly disagree=1
20 20 Like to attend 20 Strongly agree=5
seminars of Agree=4
spiritual leaders Neutral=3
Disagree=2
Strongly disagree=1
21 21 Positive energy in 21 Strongly agree=5
atmosphere Agree=4

82
 Neutral=3
Disagree=2
Strongly disagree=1
22 22 Practice yoga daily 22 Strongly agree=5
Agree=4
Neutral=3
Disagree=2
Strongly disagree=1
23 23 Spend quality time 23 Strongly agree=5
with family on Agree=4
weekends Neutral=3
Disagree=2
Strongly disagree=1
24 24 Get family support 24 Strongly agree=5
for career Agree=4
Neutral=3
Disagree=2
Strongly disagree=1
25 25 Can take leave for 25 Strongly agree=5
ill family Agree=4
Neutral=3
Disagree=2
Strongly disagree=1
26 26 Demands of my 26 Strongly agree=5
family affects my Agree=4
job positively Neutral=3
Disagree=2
Strongly disagree=1
27 27 Adequate medical 27 Strongly agree=5
supplies available Agree=4
Neutral=3
Disagree=2
Strongly disagree=1

83
28 28 Have sufficient 28 Strongly agree=5
infrastructure for Agree=4
comfort Neutral=3
Disagree=2
Strongly disagree=1
29 29 Provide high 29 Strongly agree=5
quality tools and Agree=4
techniques Neutral=3
Disagree=2
Strongly disagree=1
30 30 Comfortable 30 Strongly agree=5
infrastructure in Agree=4
workplace Neutral=3
Disagree=2
Strongly disagree=1
31 31 Training received 31 Strongly agree=5
have improved Agree=4
performance Neutral=3
Disagree=2
Strongly disagree=1
32 32 Able to perform 32 Strongly agree=5
job effectively and Agree=4
efficiently Neutral=3
Disagree=2
Strongly disagree=1
33 33 Job requires to 33 Strongly agree=5
learn new things Agree=4
Neutral=3
Disagree=2
Strongly disagree=1
34 34 Job lets to use best 34 Strongly agree=5
of my skills Agree=4
Neutral=3

84
 Disagree=2
Strongly disagree=1
35 35 Good cooperation 35 Strongly agree=5
between Agree=4
colleagues Neutral=3
Disagree=2
Strongly disagree=1
36 36 Relatives proud of 36 Strongly agree=5
my profession Agree=4
Neutral=3
Disagree=2
Strongly disagree=1
37 37 Expectations are 37 Strongly agree=5
fulfilled by society Agree=4
Neutral=3
Disagree=2
Strongly disagree=1
38 38 Frequently attend 38 Strongly agree=5
social functions Agree=4
and meets Neutral=3
Disagree=2
Strongly disagree=1
39 39 Adequate supplies 39 Strongly agree=5
are there to protect Agree=4
from infection Neutral=3
Disagree=2
Strongly disagree=1
40 40 Has committee to 40 Strongly agree=5
oversee workplace Agree=4
safety Neutral=3
Disagree=2
Strongly disagree=1

85
41 41 Environment 41 Strongly agree=5
awareness is Agree=4
provided to staff Neutral=3
Disagree=2
Strongly disagree=1
42 42 Safety of 42 Strongly agree=5
employees is taken Agree=4
care properly Neutral=3
Disagree=2
Strongly disagree=1

86