EMPLOYEES’ PERCEPTION TOWARDS LABOUR …shodhganga.inflibnet.ac.in/bitstream/10603/21420/12/12... · 2014-07-24 · EMPLOYEES’ PERCEPTION TOWARDS LABOUR WELFARE MEASURES ... Mills

CHAPTER IV

EMPLOYEES’ PERCEPTION TOWARDS LABOUR WELFARE MEASURES

4.1. Introduction

In the previous chapter, various labour welfare measures of the sugar

mills have been reviewed. When a person comes to an organization, he

brings with him his total personality, his attitudes, his likes and dislikes, and

his personal characteristics, and these in turn influence the attitude he

derives from his work or about his organization. In the organizational

context, the individual differences such as differences in social

dependability, decisiveness, emotion, age, gender, educational status, cadre,

length of service, marital status and salary have an impact on the

organizational performance. The effective implementation of certain

policies may be influenced by the attitude, perception and support of the

employees. It becomes important to examine how the demographic

variables of an employee influence his attitude towards the labour welfare

measures. Therefore, an understanding of the perception of employees

towards labour welfare measures would help the authorities of the sugar

mills to improve the standard of the labour welfare activities. In this

chapter, an attempt has been made to study the perception of the

employees towards the labour welfare measures of the select sugar mills in

Tamil Nadu.

116

4.2. Personal Profile of the Respondents

The personal profile of the respondents such as gender, age,

education, monthly salary, cadre, length of service, sugar mill they belong

to, nature of employment, family pattern, marital status and number of

dependants is given in Table 4.1.

TABLE 4.1 Personal Profile of the Respondents

Personal Profile No. of Respondents Percentage

Male 409 92.11 Gender

Female 35 07.89

Up to 35 110 24.77

36- 45 126 28.37

46-55 134 30.20 Age (years)

Above 55 74 16.66

Up to S.S.L.C 92 20.74

H Sc 107 24.10

Diploma & ITI 95 21.39

Degree 105 23.64

Educational status

P.G and above 45 10.13

Up to 15000 81 18.24

15001-25000 137 30.86

25001-35000 124 27.93 Monthly

salary (Rs.)

Above 35000 102 22.97

Workman 370 83.33

Supervisory staff 35 07.88 Cadre

Officer 39 08.79

117

Up to 10 111 25.00

11-20 49 11.00

21-30 121 27.25

Length of service

(in years) Above 30 163 36.75

Perambalur 135 30.40

Chengalrayan 161 36.27 Sugar mill belong to

Sakthi Sugars 148 33.33

Permanent 335 75.45 Nature of employment Seasonal 109 24.55

Married 367 82.65 Marital status Unmarried 77 17.35

Up to 2 144 32.43

2 and 4 151 34.00

5 and 6 134 30.18 No. of

dependants

More than 6 15 03.39 Source: Primary Data

Out of 444 respondents, 92.11 per cent are male and 7.89 per cent

are female. The predominant age group of the respondents (30.20 per cent)

in the sugar mills is 46-55 years. A good majority of the remaining

respondents are dispersed in the age group 36-45 years and upto 35 years.

16.66 per cent of the respondents are dispersed in the age group of above 55

years. The predominant literacy group (24.10 per cent) of the respondents

has H.Sc qualification. 23.64 per cent of the respondents have degree

qualification. 21.39% and 20.74% of the respondents have studied

Diploma/ITI and SSLC respectively. 10.13 per cent of the respondents have

degree qualification. Majority of the respondents (30.86%) draw a monthly

118

salary in the range Rs.15001-25000, and 27.93% of the respondents draw

Rs.25001-35000 as monthly salary. 18.24% and 22.97% of the respondents

draw monthly salary in the range upto Rs.15000 and above Rs.35000

respectively. Besides, 83.33% are workmen, 7.88% are supervisors and

8.79% of the respondents are officers.

Out of 444 respondents, 25 per cent of the respondents have upto 10

years of service. 11 per cent and 27.25 per cent of the respondents have 11-

15 years and 16-20 years of service respectively. 36.75 per cent of the

respondents have above 20 years of service. As regards sugar mill they

belong to, 30.40% of the respondents are working in Perambalur Sugar

Mills Limited, 36.27% are working in Chengalrayan Co-operative Sugar

Mills Limited and 33.33% are working in Sakthi Sugars Limited. Out of

444 respondents, 75.45 per cent are permanent employees and 24.55 per

cent are seasonal employees.

82.65 per cent of the respondents are married and 17.35 per cent are

unmarried. 32.43 per cent of the respondents have 1 and 2 dependants,

about 34 per cent have 3 to 4 dependants, 30.18 per cent have 5 to 6

dependants, and 3.39 per cent of the respondents have above 7 dependants.

119

TABLE 4.2

Respondents’ Level of Awareness about Labour Welfare Measures

Level of Awareness No. of Respondents Percentage

Aware 421 94.81

Partially aware 23 05.18

Not aware 0 00.00

Total 444 100.00 Source: Primary Data

It is inferred from the above table that 94.81% and 5.18% of the

respondents are aware and partially aware of the labour welfare measures in

the select sugar mills in Tamil Nadu.

4.3. Respondents’ Satisfaction towards Labour Welfare Measures

Labour welfare in India has a special significance as the constitution

provides for the promotion of welfare of the labour for human conditions

of work and securing to all workers. The various welfare measures provided

by the employee will have immediate impact on the health, physical and

mental efficiency, alertness, morale and overall efficiency of the workers,

thereby contributing to the highest productivity. Social security measure

provided by employer will act as a protection to the workers. Labour

welfare raises the standard of living of workers by indirectly reducing the

burden on their pocket. Labour welfare promotes a sense of belongings

120

among the workers, preventing them from resorting to unhealthy practices

like absenteeism, labour unrest strike, etc. Welfare work improves the

relations between employees and employers. It promotes a real change of

heart and a change of outlook of the part of both the employers and

employees. Organizations provide welfare facilities to their employees to

keep their motivation levels high. In this context an attempt has been made

to examine the satisfaction level of the employees towards labour welfare

measures of the select sugar mills in Tamil Nadu.

Gender and Level of Satisfaction towards Labour Welfare Measures

Gender is the biological difference of man and woman and the

variants between. The influences of gender role on job attitude and

behaviour are considered to be subtle in the organizational context. Women

enjoy and engage more with employment than men because men have more

of a protestant work ethic, apparently. Therefore, it is pertinent to study the

association between gender of the respondents and their level of satisfaction

towards labour welfare measures of the sugar mills. The respondents were

requested to state their level of satisfaction towards the labour welfare

measures and an attempt has been made to find out the association between

gender and satisfaction.

121

TABLE 4.3 Gender and Level of Satisfaction towards Labour Welfare Measures

Level of Satisfaction

Gender

H

ighl

y Sa

tisfie

d

Satis

fied

Nei

ther

Sa

tisfie

d no

r di

ssat

isfie

d

Dis

satis

fied

Hig

hly

Dis

satis

fied Total Mean

Score

Male 50

(12.23) 105

(25.67)113

(27.63)115

(28.12)26

(6.35) 409

(100.00) 3.09

Female 6

(17.14) 7

(20.00)3

(8.57) 6

(17.14)13

(37.15)35

(100.00) 2.62

Total 56

(12.62) 112

(25.23)116

(26.12)121

(27.25)39

(8.78) 444

(100.00) 3.05

Source: Primary Data

Association between Gender and Satisfaction

Chi-square Value D.F Table Value at 1% Result

41.724 4 13.277 Significant

The calculated chi square value (41.724) is greater than the table value

(13.277) at 1 per cent level of significance. The test is significant. This means

that a significant association is found between the satisfaction level of the male

and female respondents towards the labour welfare measures of the sugar

mills. Therefore, the null hypothesis (H01) is rejected. Further, the average

satisfaction score of the male respondents (3.09) is high followed by female

122

respondents (2.62). Therefore, it is inferred that male respondents are more

satisfied than female respondents towards the labour welfare measures.

FIGURE 4.1 Gender and Level of Satisfaction towards Labour Welfare Measures

12.23

25.67

27.63

28.12

6.35

17.14

20

8.57

17.14

37.15

0%

10%

20%

30%

40%

50%

60%

70%

80%

90%

100%

Leve

l of S

atis

fact

ion

(%)

Male FemaleGender

Highly Satisfied Satisfied Neither Satisf ied nor dissatisfied Dissatisf ied Highly Dissatisfied

Age and Level of Satisfaction towards Labour Welfare Measures

The relationship between employees’ age and their perception in

organizational affairs holds considerable interest for management research.

As people get older they move up the career ladder and get into better

positions. They also sort through different alternative careers and find

something that matches their talents and abilities better. Therefore, the

123

respondents of different age groups were requested to state their level of

satisfaction towards the labour welfare measures of the sugar mills, and an

attempt was made to find out the association between age and satisfaction.

TABLE 4.4



Age (in years)

Hig

hly

Satis

fied

Satis

fied

Nei

ther

Sa

tisfie

d no

r di

ssat

isfie

d

Dis

satis

fied

Hig

hly

Dis

satis

fied Total Mean

Score

Up to 35 22

(20.00) 22

(20.00)33

(30.00)33

(30.00)0

(0.00) 110

(100.00) 3.30

36-45 10

(7.95) 44

(34.92)26

(20.63)34

(26.98)12

(9.52) 126

(100.00) 3.04

46-55 14

(10.45) 30

(22.39)40

(29.85)29

(21.64)21

(15.67)134

(100.00) 2.90

Above 55 10

(13.51) 16

(21.61)17

(22.98)25

(33.79)6

(8.11) 74

(100.00) 2.99

Total 56

(12.62) 112

(25.23)116

(26.12)121

(27.25)39

(8.78) 444

(100.00) 3.05


Association between Age and Satisfaction


37.294 12 26.217 Significant

124


(26.217) at 1 per cent level of significance. The test is significant. This means

that there exists a significant association between the satisfaction level of the

respondents of different age groups and the labour welfare measures of the

select sugar mills. Therefore, the null hypothesis (H01) is rejected. Besides,

the average satisfaction score of the respondents of the age group upto 35

years is high (3.30) followed by the age group 36-45 years (3.04). Therefore,

the respondents of the age group upto 35 years were more satisfied. However,

the respondents of the age group 46-55 years had low level of satisfaction

towards the labour welfare measures of the select sugar mills.

FIGURE 4.2


20

20

30

30

0

7.95

34.92

20.63

26.98

9.52

10.45

22.39

29.85

21.64

15.67

13.51

21.61

22.98

33.79

8.11

0%

20%

40%

60%

80%

100%

Leve

l of S

atis

fact

ion

(%)

Up to 35 36-45 46-55 Above 55Age (in years)

Highly Satisfied Satisfied Neither Satisfied nor dissatisfied Dissatisfied Highly Dissatisfied

125

Education and Level of Satisfaction towards Labour Welfare Measures

Education is an important variable in conditioning the kinds of

expectations workers bring to the workplace. The respondents of different

educational status groups were requested to state their level of satisfaction

towards the labour welfare measures of the select sugar mills, and an attempt has

been made to find out the association between educational status and

satisfaction.

TABLE 4.5



Educational status

Hig

hly

Satis

fied

Satis

fied

Nei

ther

Sa

tisfie

d no

r di

ssat

isfie

d

Dis

satis

fied

Hig

hly

Dis

satis

fied Total Mean

Score

Up to S.S.L.C

13 (14.13)

26 (28.26)

30 (32.61)

21 (22.83)

2 (2.17)

92 (100.00)

3.29

H.Sc 9

(8.41) 23

(21.49)28

(26.17)32

(29.91)15

(14.02)107

(100.00) 2.80

Diploma/ITI 11

(11.58) 28

(29.47)18

(18.95)33

(34.74)5

(5.26) 95

(100.00) 3.07

Degree 14

(13.33) 24

(22.86)24

(22.86)26

(24.76)17

(16.19)105

(100.00) 2.82

PG & above 9

(20.00) 11

(24.45)16

(35.55)9

(20.00)0

(0.00) 45

(100.00) 3.44

Total 56

(12.62) 112

(25.23)116

(26.12)121

(27.25)39

(8.78) 444

(100.00) 3.05


126

Association between Education and Satisfaction


34.665 16 32.000 Significant

The calculated chi square value (34.665) is greater than the table

value (32.000) at 1 per cent significance level. It is inferred that there is a

significant association between the satisfaction level of the respondents of

different educational status and the labour welfare measures of the select

sugar mills. Therefore, the null hypothesis (H01) is rejected. The average

satisfaction score shows that the respondents belonging to postgraduation

and above qualification group are more satisfied (3.44) towards the labour

welfare measures followed by respondents with SSLC qualification (3.29).

However, the respondents with H.Sc qualification have low level of

satisfaction towards the labour welfare measures of the select sugar mills in

Tamil Nadu.

127

FIGURE 4.3


14.13

28.26

32.61

22.83

2.17

8.41

21.49

26.17

29.91

14.02

11.58

29.47

18.95

34.74

5.26

13.33

22.86

22.86

24.76

16.19

20

24.45

35.55

20

0

0%

10%

20%

30%

40%

50%

60%

70%

80%

90%

100%

Leve

l of S

atis

fact

ion

(%)

Up to S.S.L.C H.Sc Diploma/ITI Degree PG & aboveEducation


Salary and Level of Satisfaction towards Labour Welfare Measures

In the select sugar mills, no uniformity is found in the pay structure.

The existence of different pay structure would affect the attitude of the

employees. However, when these theoretical predictions are matched

against the opinions of people around the world, it becomes apparent that

the relationship between income and satisfaction is more complex and less

harmonious. The sample employees of the select sugar mills were requested

to state their level of satisfaction towards labour welfare measures and an

128

attempt was made to find out the association between salary and satisfaction

level of respondents towards the labour welfare measures of the select sugar

mills.

TABLE 4.6



Monthly Salary (Rs.)

Hig

hly

Satis

fied

Satis

fied

Nei

ther

Sa

tisfie

d no

r di

ssat

isfie

d

Dis

satis

fied

Hig

hly

Dis

satis

fied Total Mean

Score

Up to 15000

11 (13.58)

24 (29.63)

28 (34.56)

14 (17.29)

4 (4.94)

81 (100.00)

3.29

15001-25000

18 (13.14)

40 (29.20)

36 (26.28)

41 (29.93)

2 (1.45)

137 (100.00)

3.22

25001-35000

13 (10.48)

36 (29.04)

25 (20.16)

36 (29.03)

14 (11.29)

124 (100.00)

2.98

Above 35000

14 (13.73)

12 (11.76)

27 (26.47)

30 (29.41)

19 (18.63)

102 (100.00)

2.62

Total 56

(12.62) 112

(25.23)116

(26.12)121

(27.25)39

(8.78) 444

(100.00) 3.05


Association between Monthly Salary and Satisfaction


39.559 12 26.217 Significant

129


value (26.217) at 1 per cent level of significance. The test is significant.

This means that a significant association is found between the satisfaction

level of the respondents of different monthly salary groups and the labour

welfare measures of the select sugar mills. Therefore, the null hypothesis

(H01) is rejected. The average satisfaction score of the respondents belonging

to monthly salary upto Rs.15000 (3.29) is high followed by the respondents

belonging to Rs.15001-25000. It indicates that the respondents drawing

monthly salary upto Rs.15000 are more satisfied with the labour welfare

measures of the select sugar mills.

FIGURE 4.4


13.58

29.63

34.56

17.29

4.94

13.14

29.2

26.28

29.93

1.45

10.48

29.04

20.16

29.03

11.29

13.73

11.76

26.47

29.41

18.63

0%

10%

20%

30%

40%

50%

60%

70%

80%

90%

100%

Leve

l of S

atis

fact

ion

(%)

Up to 15000 15001-25000 25001-35000 Above 35000Monthly Salary (in Rs.)


130

Cadre and Level of Satisfaction towards Labour Welfare Measures

The respondents of different cadres were requested to state their

satisfaction towards the labour welfare measures of the sugar mills and an

attempt was made to find out the association between cadre and satisfaction.

TABLE 4.7



Cadre

Hig

hly

Satis

fied

Satis

fied

Nei

ther

Sa

tisfie

d no

r di

ssat

isfie

d

Dis

satis

fied

Hig

hly

Dis

satis

fied Total Mean

Score

Workmen 50

(13.51) 90

(24.32)97

(26.22)100

(27.03)33

(8.92) 370

(100.00) 3.06

Supervisory staff

3 (8.57)

10 (28.57)

9 (25.71)

12 (34.29)

1 (2.86)

35 (100.00)

3.05

Officers 3

(7.69) 12

(30.77)10

(25.64)9

(23.08)5

(12.82)39

(100.00) 2.97

Total 56

(12.62) 112

(25.23)116

(26.12)121

(27.25)39

(8.78) 444

(100.00) 3.05


Association between Cadre and Satisfaction

Chi-square Value D.F Table Value at 5%

Result

5.219 8 15.507 Not significant

131

The calculated chi square value (5.219) is less than the table value

(15.507) at 5 per cent level of significance. The test is not significant. This

means that there is no significant association between the satisfaction level

of the respondents of different cadres and the labour welfare measures of

the select sugar mills. Therefore, the null hypothesis (H01) is accepted. It is

inferred that the average satisfaction score of the workmen (3.06) is high

followed by supervisory staff (3.05). Thus, the workmen are more satisfied

with the labour welfare measures than others.

FIGURE 4.5


13.51

24.32

26.22

27.03

8.92

8.57

28.57

25.71

34.29

2.86

7.69

30.77

25.64

23.08

12.82

0%

10%

20%

30%

40%

50%

60%

70%

80%

90%

100%

Leve

l of S

atis

fact

ion

(%)

Workmen Supervisory staff OfficersCadre


132

Experience and Satisfaction Level towards Labour Welfare Measures

An employee who has long tenure of experience in a particular

organization would be more satisfied due to the sense of identity with the

organization. 36.75 per cent of the respondents have the experience of above

30 years. In this respect, the employees belonging to varied years of work

experience were asked to state their level of satisfaction towards the labour

welfare measures of the select sugar mills and an attempt was made to find

out the association between the length of service and satisfaction.

TABLE 4.8

Experience and Satisfaction Level towards Labour Welfare Measures


Length of Experience (in years)

Hig

hly

Satis

fied

Satis

fied

Nei

ther

Sa

tisfie

d no

r di

ssat

isfie

d

Dis

satis

fied

Hig

hly

Dis

satis

fied Total Mean

Score

Upto 10 22

(19.82) 23

(20.72)37

(33.33)29

(26.13)0

(0.00) 111

(100.00) 3.34

11-20 8

(16.33) 9

(18.37)9

(18.37)17

(34.69)6

(12.24)49

(100.00) 2.91

21-30 5

(4.13) 41

(33.89)33

(27.27)26

(21.49)16

(13.22)121

(100.00) 2.94

Above 30 21

(12.89) 39

(23.93)37

(22.69)49

(30.06)17

(10.43)163

(100.00) 2.98

Total 56

(12.62) 112

(25.23)116

(26.12)121

(27.25)39

(8.78) 444

(100.00) 3.05


133

Association between Length of Experience and Satisfaction


38.288 12 26.217 Significant


(26.217) at 1 per cent level of significance. It is inferred that there is a

significant association between the satisfaction levels of the respondents of

varied tenures of experience towards the labour welfare measures of the select

sugar mills. Therefore, the null hypothesis (H01) is rejected. The average

satisfaction score of the respondents belonging to length of experience upto 10

years (3.34) is high followed by the respondents belonging to the length of

experience above 30 years. Thus, the respondents with the length of service

upto 10 years are more satisfied with the labour welfare measures of the select

sugar mills.

134

FIGURE 4.6

Length of Experience and Level of Satisfaction towards Labour

Welfare Measures

19.82

20.72

33.33

26.13

0

16.33

18.37

18.37

34.69

12.24

4.13

33.89

27.27

21.49

13.22

12.89

23.93

22.69

30.06

10.43

0%

10%

20%

30%

40%

50%

60%

70%

80%

90%

100%

Leve

l of S

atis

fact

ion

(%)

Up to 10 20-Nov 21-30 Above 30Experience (in years)


Sugar Mill and Level of Satisfaction towards Labour Welfare

Measures

Since the respondents are working in different sugar mills, they

differ in nature of work, working conditions and benefits. Thus, these

differences may bear upon the satisfaction level of sample employees.

Therefore, the respondents were requested to state their level of satisfaction

135

and an attempt was made to find out the association between sugar mill they

belong to and satisfaction towards labour welfare measures.

TABLE 4.9


Measures


Sugar Mill

Hig

hly

Satis

fied

Satis

fied

Nei

ther

Sat

isfie

d no

r di

ssat

isfie

d

Dis

satis

fied

Hig

hly

Dis

satis

fied Total Mean

Score

Perambalur Sugar Mills

20 (14.83)

23 (17.03)

46 (34.08)

23 (17.03)

23 (17.03)

135 (100.00)

2.95

Chengalrayan Co-operative Sugar Mills

16 (9.95)

48 (29.81)

40 (24.84)

42 (26.09)

15 (09.31)

161 (100.00)

3.04

Sakthi Sugars 20

(13.51) 41

(27.70) 30

(20.27) 56

(37.84) 1

(0.68) 148

(100.00) 3.15

Total 56

(12.62) 112

(25.23) 116

(26.12) 121

(27.25) 39

(8.78) 444

(100.00) 3.05


Association between Sugar Mill and Satisfaction




value (20.090) at 1 per cent significance level. The test is significant. This

136

means that there exists a significant association between the satisfaction

level of the respondents of different sugar mills and the labour welfare

measures. Therefore, the null hypothesis (H01) is rejected. It is inferred from

the mean satisfaction score that the employees of Sakthi Sugars are more

satisfied than Chengalrayan Co-operative Sugar Mills and Perambalur

Sugar Mills towards the labour welfare measures.

FIGURE 4.7


Measures

14.83

17.03

34.08

17.03

17.03

9.95

29.81

24.84

26.09

9.31

13.51

27.7

20.27

37.84

0.68

0%

10%

20%

30%

40%

50%

60%

70%

80%

90%

100%

Leve

l of S

atis

fact

ion

(%)

Perambalur SugarMills

Chengalrayan Co-operative Sugar Mills

Sakthi Sugars

Sugar Mills


137

4.4. Respondents’ Satisfaction towards Statutory Welfare Measures

Statutory welfare measure is the product of the coercive power of the

government. Statutory stipulations compel employers to implement welfare

schemes. The government enacts rules in regard to labour welfare in order

to enforce the minimum standard of health and safety of the workers.

Employers have to observe the rules relating to working conditions, hours

of work, hygiene, safety, light, ventilation, sanitation, etc. Therefore, an

attempt has been made to find out the relationship among the satisfaction

level of the employees belonging to different socio-economic profiles

towards statutory labour welfare measures in the select sugar mills.

TABLE 4.10

Respondents’ Gender and Satisfaction towards Statutory Labour

Welfare Measures

Gender No. of Respondents

Mean Score

Standard Deviation

Co-variation

Male 409 18.33 2.70 14.73

Female 35 18.23 2.25 12.34

Overall 444 18.32 2.67 14.57


Comparison of Satisfaction between Male and Female Employees

Calculated t value D.F Table Value at 5% Result


138

The calculated t value (0.205) is less than the table value (1.965) at

5 per cent level of significance. It is inferred that there is no significant

difference between the satisfaction level of male and female respondents

towards the statutory labour welfare measures in the select sugar mills.

Therefore, the null hypothesis (H02) is accepted. The mean satisfaction score of

male respondents (18.33) is high followed by female respondents (18.23).

Thus, male respondents are more satisfied towards the statutory labour welfare

measures. The variation in the satisfaction level (14.73%) is high among the

male respondents followed by female respondents (12.34%). Therefore, the

consistency in the satisfaction level is high among female employees

towards statutory labour welfare measures of the sugar mills in Tamil Nadu.

TABLE 4.11

Respondents’ Age and Satisfaction towards Statutory Labour

Welfare Measures

Age (in years) No. of Respondents

Mean Score

Standard Deviation

Co-variation

Up to 35 110 18.05 2.92 16.18

36-45 126 18.40 2.64 14.35

46-55 134 18.50 2.46 13.30

Above 55 74 18.24 2.7 14.80

Overall 444 18.32 2.67 14.57


139

Relationship between Age and Satisfaction

Source of Variation

Sum of Squares DF Mean

SquareF

Value

Table Value at 5%

Result

Between Groups 13.971 3 4.657

Within Groups 3142.251 440 7.141

0.652 2.625 Not significant

Total 3156.223 443

The calculated F value (0.652) is less than the table value (2.625) at

5 per cent level of significance. The test is not significant. This means that

there is no significant relationship among the satisfaction levels of the

respondents of different age groups towards the statutory labour welfare

measures of the select sugar mills. Therefore, the null hypothesis (H02) is

accepted. The mean satisfaction score of the respondents of the age group

46-55 years (18.50) is high followed by the age group 36-45 years (3.40).

Therefore, the respondents of the age group 46-55 years were more satisfied.

Moreover, the variation in the satisfaction level (16.18% per cent) is high

among the respondents of age group upto 35 years followed by the age

group above 55 years (14.80%). The variation in the satisfaction level is

low (13.30 per cent) among the employees of 46-55 years. This means that

there is consistency in the satisfaction level of employees belonging to

46-55 years towards the statutory labour welfare measures of the sugar

mills.

140

TABLE 4.12

Respondents’ Education and Satisfaction towards Statutory

Labour Welfare Measures

Educational Status No. of Respondents

Mean Score

Standard Deviation

Co-variation

Up to SSLC 92 18.40 2.68 14.57

H.Sc 107 18.53 2.63 14.19

Diploma/ITI 95 17.94 3.01 16.78

Degree 105 18.57 2.2 11.85

PG& above 45 17.84 2.95 16.54

Overall 444 18.32 2.67 14.57


Relationship between Education and Satisfaction

Source of Variation


SquareF

Value

Table Value at 5%

Result


Within Groups 3120.002 439 7.107


Total 3156.223 443


5 per cent significance level. It is inferred that there is no significant

relationship among the satisfaction levels of the respondents of different

educational status groups towards the statutory labour welfare measures of

141

the select sugar mills. Therefore, the null hypothesis (H02) is accepted. The

mean satisfaction score shows that the respondents belonging to degree

qualification group are more satisfied (18.57) with the statutory labour

welfare measures followed by respondents with H.Sc qualification (18.53).

Besides, the variation in the satisfaction level (16.78 per cent) is high

among the respondents having Diploma/ITI qualification followed by the

postgraduation and above qualification (16.54 per cent), and it is low (11.85

per cent) among the employees having degree qualification. It denotes that

there is consistency in the satisfaction level of employees having degree

qualification towards statutory labour welfare measures of the select sugar

mills in Tamil Nadu.

TABLE 4.13

Respondents’ Salary and Satisfaction towards Statutory


Monthly Salary (in Rs.)

No. of Respondents

Mean Score

Standard Deviation

Co-variation

Up to 15000 81 18.17 2.96 16.29

15001-25000 137 18.42 2.51 13.63

25001-35000 124 18.27 2.63 14.40

Above 35000 102 18.36 2.71 14.76

Overall 444 18.32 2.67 14.57


142

Relationship between Monthly Salary and Satisfaction

Source of Variation


SquareF

Value

Table Value at 5%

Result


Within Groups 3152.661 440 7.165


Total 3156.223 443


5 per cent level of significance. The test is not significant. This means that a

significant relationship is found among the satisfaction levels of the

respondents of different monthly salary groups towards the statutory labour

welfare measures of the select sugar mills. Therefore, the null hypothesis

(H02) is accepted. The mean satisfaction score of the respondents belonging

to monthly salary Rs.15001-25000 (18.42) is high followed by the

respondents belonging to above Rs.35000. It indicates that the respondents

drawing monthly salary Rs.15001-25000 are more satisfied towards the

statutory labour welfare measures. The variation in the satisfaction level

(16.29 per cent) is high among the respondents drawing monthly salary upto

Rs.15000 followed by the respondents drawing salary above Rs.35000, and

it is low (13.63 per cent) among the employees drawing salary Rs.15001-

25000. It is concluded that there is consistency in the satisfaction level of

143

the employees drawing monthly salary Rs.15001-25000 towards the

statutory labour welfare measures of the select sugar mills in Tamil Nadu.

TABLE 4.14

Respondents’ Cadre and Satisfaction towards Statutory


Cadre No. of Respondents

Mean Score

Standard Deviation

Co-variation

Workmen 370 18.31 2.59 14.15

Supervisory staff 35 17.97 3.18 17.70

Officers 39 18.72 2.91 15.54

Overall 444 18.32 2.67 14.57


Relationship between Cadre and Satisfaction

Source of Variation


SquareF

Value

Table Value at 5%

Result


Within Groups 3145.745 441 7.133


Total 3156.223 443




respondents of different cadres towards the statutory labour welfare

144


accepted. The mean satisfaction score of the officers (18.72) is high

followed by workmen (18.31). Thus, the officers are more satisfied with the

statutory labour welfare measures. It is also found that the variation in the

satisfaction level (17.70 per cent) is high among the supervisory staff

followed by the officers (15.54 per cent), and it is low (14.15 per cent)

among the workmen. Thus, there exists consistency in the satisfaction level

of workmen towards the statutory labour welfare measures of the select

sugar mills in Tamil Nadu.

TABLE 4.15

Respondents’ Experience and Satisfaction towards Statutory



No. of Respondents

Mean Score

Standard Deviation

Co-variation

Up to 10 111 18.07 2.88 15.94

11-20 49 18.59 2.53 13.61

21-30 121 18.29 2.67 14.60

Above 30 163 18.42 2.57 13.95

Overall 444 18.32 2.67 14.57


145

Relationship between Length of Experience and Satisfaction

Source of Variation


SquareF

Value

Table Value at 5%

Result


Within Groups 3143.928 440 7.145


Total 3156.223 443

The calculated F value (0.574) is less than the table value (2.625) at 5

per cent level of significance. It is inferred that there is no significant

relationship among the satisfaction levels of the respondents of varied tenures

of experience towards the statutory labour welfare measures of the select sugar

mills. Therefore, the null hypothesis (H02) is accepted. The mean satisfaction

score of the respondents belonging to length of experience 11-20 years (18.59)

is high followed by the respondents belonging to the length of experience

above 30 years. Thus, the respondents with the length of experience 11-20

years are more satisfied with the statutory labour welfare measures of the

select sugar mills. The variation in the satisfaction level (15.94 per cent) is

high among the respondents with upto 10 years of experience followed by

the respondents having experience 21-30 years, and it is low (13.61 per

cent) among the employees having experience 11-20 years. It is inferred

that there exists consistency in the satisfaction level of employees having

146

experience 11-20 years towards the statutory labour welfare measures of the

select sugar mills in Tamil Nadu.

TABLE 4.16

Nature of Employment and Respondents’ Satisfaction towards

Statutory Labour Welfare Measures

Nature of Employment

No. of Respondents

Mean Score

Standard Deviation

Co-variation

Permanent 335 18.40 2.61 14.18

Seasonal 109 18.06 2.85 15.78

Overall 444 18.32 2.67 14.57


Comparison of Satisfaction between Permanent and

Seasonal Employees



The calculated t value (1.183) is less than the table value (1.965) at 5


difference between the satisfaction level of the permanent and seasonal

employees towards the statutory labour welfare measures of the select sugar

mills. Therefore, the null hypothesis (H02) is accepted. The mean satisfaction

score of permanent employees (18.40) is high followed by seasonal employees

147

(18.06). Thus, permanent employees are more satisfied towards the statutory

labour welfare measures. The variation in the satisfaction level (15.78 per cent)

is high among the seasonal employees followed by the permanent employees

(14.18 per cent). It is concluded that there is consistency in the satisfaction

level of the permanent employees towards the statutory labour welfare

measures of the select sugar mills in Tamil Nadu.

TABLE 4.17

Sugar Mill and Respondents’ Satisfaction towards Statutory Labour

Welfare Measures

Sugar Mill No. of Respondents

Mean Score

Standard Deviation

Co-variation

Perambalur Sugar Mills 135 18.13 2.84 15.66

Chengalrayan Co-operative Sugar Mills 161 18.27 2.75 15.05

Sakthi Sugars 148 18.53 2.41 13.01

Overall 444 18.32 2.67 14.57



Source of Variation


SquareF

Value

Table Value at 5%

Result


Within Groups 3144.406 441 7.130


Total 3156.223 443

148


5 per cent significance level. The test is not significant. This means that


respondents of different sugar mills towards the statutory labour welfare

measures. Therefore, the null hypothesis (H02) is accepted. It is inferred

from the mean satisfaction score that the employees of Sakthi Sugars are

more satisfied than Chengalrayan Co-operative Sugar Mills and Perambalur

Sugar Mills towards the statutory labour welfare measures. The variation in

the satisfaction level (15.66 per cent) is high among the employees of

Perambalur Sugar Mills followed by Chengalrayan Co-operative Sugar

Mills (15.05 per cent), and it is low (13.01 per cent) among the employees

of Sakthi Sugars towards the statutory labour welfare measures. There is a

consistency in the satisfaction level of the employees of Sakthi Sugars

towards the statutory labour welfare measures.

4.5. Effect of Personal Variables on Respondents’ Satisfaction towards

Statutory Labour Welfare Measures

The performance of any organization depends not just on the

available resources, but on its quality and competence as required by the

organization from time to time. Similarly, the difference in the level of

performance of two organizations also depends on utilization value of

human resources. Moreover, the personal variables like gender, age,

educational status, monthly salary, and experience might affect their

149

satisfaction on statutory labour welfare measures. Therefore, an attempt has

been made to examine the effect of the personal variables of the

respondents towards statutory labour welfare measures in the select sugar

mills in Tamil Nadu.

TABLE 4.18

Effect of Personal Variables on Respondents’ Satisfaction towards

Statutory Labour Welfare Measures in Perambalur Sugar Mills

Personal Variables B Std. Error t Sig.

(Constant) 17.949 1.638 - -

Gender -1.003 0.991 -1.012 Ns

Age 0.015 0.402 0.038 Ns

Educational status 0.290 0.216 1.346 Ns

Monthly salary (in Rs.) 0.119 0.279 0.428 Ns

Length of experience (in years) 0.123 0.343 0.360 Ns

No. of dependents -0.098 0.356 -0.276 Ns

Source: Primary Data Ns: Not significant

R R Square F Result

0.195 0.038 0.839 Not significant

It is observed from the above analysis that there has been a low

correlation (0.195) between the satisfaction level of employees towards

statutory labour welfare measures and the selected personal variables in

150

Perambalur Sugar Mills Limited. The R square indicates that 3.80 per cent

of variation in the satisfaction level is explained by all personal variables

taken together. The F value indicates that the multiple correlation

coefficients are not significant. Respondents’ gender, age, educational

status, monthly salary, length of experience and number of dependants have

no significant effect on their satisfaction towards statutory labour welfare

measures in Perambalur Sugar Mills Limited.

TABLE 4.19

Effect of Personal Variables on Respondents’ Satisfaction towards Statutory

Labour Welfare Measures in Chengalrayan Co-operative Sugar Mills


(Constant) 18.652 1.629 - -

Gender 0.063 1.049 0.060 Ns

Age 0.237 0.544 0.436 Ns


Monthly salary (in Rs.) -0.292 0.329 -0.887 Ns

Length of service (in years) -0.128 0.462 -0.277 Ns



R R Square F Result


151

There has been a low correlation (0.098) between the satisfaction

level of employees towards statutory labour welfare measures and the

selected personal variables in Chengalrayan Co-operative Sugar Mills. The

R square indicates that 1 per cent of variation in the satisfaction level is

explained by all personal variables taken together. The F value indicates

that the multiple correlation coefficients are not significant. Respondents’

gender, age, educational status, monthly salary, length of experience and

number of dependants have no significant effect on their satisfaction

towards statutory labour welfare measures in Chengalrayan Co-operative

Sugar Mills.

TABLE 4.20


Statutory Labour Welfare Measures in Sakthi Sugar Mills


(Constant) 18.668 1.341 - -

Gender -0.364 1.135 -0.320 Ns

Age -0.547 0.582 -0.940 Ns






152

R R Square F Result




statutory labour welfare measures and the selected personal variables in

Sakthi Sugars Limited. The R square indicates that 1 per cent of variation in

the satisfaction level is explained by all personal variables taken together.

The F value indicates that the multiple correlation coefficients are not

significant. Respondents’ gender, age, educational status, monthly salary,

length of experience and number of dependants have no significant effect

on their satisfaction towards statutory labour welfare measures in Sakthi

Sugars Limited.

153

TABLE 4.21

Respondents’ Level of Satisfaction towards Statutory Labour

Welfare Measures


Statutory Welfare

Measures

Hig

hly

Satis

fied

Satis

fied

Nei

ther

Sa

tisfie

d no

r di

ssat

isfie

d

Dis

satis

fied

Hig

hly

Dis

satis

fied Total Mean

Score

Facilities for washing

0 (0.00)

122 (27.48)

106 (23.88)

112 (25.22)

104 (23.42)

444 (100.00)

2.55

Facilities for storing, drying & clothing

0 (0.00)

114 (25.69)

129 (29.05)

87 (19.59)

114 (25.67)

444 (100.00) 2.55

Facilities for sitting

0 (0.00)

155 (34.91)

119 (26.80)

57 (12.84)

113 (25.45)

444 (100.00)

2.71

First aid appliances

0 (0.00)

102 (22.98)

136 (30.63)

120 (27.02)

86 (19.37)

444 (100.00)

2.57

Canteen 0 (0.00)

128 (28.84)

99 (22.29)

92 (20.72)

125 (28.15)

444 (100.00)

2.52

Rest and lunch room

0 (0.00)

122 (27.47)

148 (33.33)

106 (23.88)

68 (15.32)

444 (100.00)

2.73

Role of Labour Welfare Officer

0 (0.00)

131 (29.51)

136 (30.63)

83 (18.69)

94 (21.17)

444 (100.00)

2.68

Overall 0

(0.00) 125

(28.15)124

(27.92)94

(21.17)101

(22.74)444

(100.00) 2.61


In regards to statutory labour welfare measures in the select sugar

mills, majority of the respondents are satisfied (28.15%), followed by

neither satisfied nor dissatisfied (27.92%) and highly dissatisfied (22.74%).

154

21.17% of the respondents are dissatisfied with statutory labour welfare

measures. The average satisfaction score reveals that the respondents have

higher satisfaction level (2.73) with the rest and lunch room, followed by

facilities for sitting (2.71). However, the respondents have low level of

satisfaction (2.52) towards canteen in the select sugar mills in Tamil Nadu.

FIGURE 4.8

Respondents’ Level of Satisfaction towards Statutory Labour

Welfare Measures

0

28.15 27.92

21.1722.74

0

5

10

15

20

25

30

Satis

fact

ion

(%)

Highly Satisfied Satisfied NeitherSatisf ied nordissatisfied

Dissatisfied HighlyDissatisf ied


4.6. Respondents’ Satisfaction of towards Non-Statutory Welfare Measures

Non-statutory labour welfare measures include all those activities

which employers undertake for their workers on a voluntary basis. There are

some social organizations, which also undertake voluntary welfare work.

155

Mutual welfare is undertaken by the workers themselves. Some trade unions

also undertake the responsibility of workers’ welfare. In this context, an

attempt has been made to study the satisfaction level of employees towards the

non-statutory labour welfare measures of the select sugar mills in Tamil Nadu.

TABLE 4.22

Respondents’ Gender and Satisfaction towards Non-statutory Labour

Welfare Measures


Mean Score

Standard Deviation

Co-variation

Male 409 40.79 4.31 10.56

Female 35 42.57 3.44 08.08

Overall 444 40.93 4.27 10.43





The calculated t value (2.375) is greater than the table value (1.965) at 5

per cent level of significance. Therefore, a significant difference is found

between the satisfaction level of male and female respondents towards the non-

statutory labour welfare measures in the select sugar mills. Therefore, the null

hypothesis (H03) is rejected. The average satisfaction score of female

respondents (42.57) is high followed by male respondents (40.79). Thus,

156

female respondents are more satisfied with the non-statutory labour welfare

measures. Besides, the variation in the satisfaction level (10.56%) is high

among male respondents followed by female respondents (8.08%).

Therefore, the consistency in the satisfaction level is high among female

respondents towards non-statutory labour welfare measures of the select


TABLE 4.23

Respondents’ Age and Satisfaction towards Non-statutory



Mean Score

Standard Deviation

Co-variation

Up to 35 110 41.35 3.79 09.17

36-45 126 40.48 4.16 10.28

46-55 134 40.78 4.43 10.86

Above 55 74 41.36 4.8 11.61

Overall 444 40.93 4.27 10.43



Source of Variation


SquareF

Value

Table Value at 5%

Result


Within Groups 8016.474 440 18.219


Total 8079.106 443

157




respondents of different age groups towards the non-statutory labour welfare


accepted. The average satisfaction score of the respondents of the age group

above 55 years (41.36) is high followed by the age group upto 35 years

(41.35). Therefore, the respondents of the age group above 55 years are more

satisfied. Moreover, the variation in the satisfaction level (11.61% per cent)

is high among the respondents of age group above 55 years followed by the

age group 46-55 years (10.86%), and it is low (9.17 per cent) among the

employees of upto 35 years. This means that there is consistency in the

satisfaction level of employees belonging to upto 35 years towards the non-

statutory labour welfare measures of the select sugar mills.

158

TABLE 4.24

Respondents’ Education and Satisfaction towards Non-statutory



Mean Score

Standard Deviation

Co-variation

Up to SSLC 92 40.42 3.89 09.62

H.Sc 107 40.73 4.74 11.64

Diploma/ITI 95 40.81 4.18 10.24

Degree 105 41.42 4.16 10.04

PG& above 45 41.60 4.27 10.26

Overall 444 40.93 4.27 10.43



Source of Variation


SquareF

Value

Table Value at 5%

Result


Within Groups 8004.559 439 18.234


Total 8079.106 443


5 per cent level of significance. Therefore, no significant relationship is

found among the satisfaction levels of the respondents of different

educational status groups towards the non-statutory labour welfare measures

159

of the select sugar mills. Therefore, the null hypothesis (H03) is accepted.

The average satisfaction score shows that the respondents belonging to

postgraduation and above qualification group are more satisfied (41.60)

with the non-statutory labour welfare measures followed by respondents

with degree qualification (41.42). Besides, the variation in the satisfaction

level (11.64 per cent) is high among the respondents having H.Sc

qualification followed by the postgraduation and above qualification (10.26

per cent), and it is low (9.62 per cent) among the employees having SSLC

qualification. It reveals that there is consistency in the satisfaction level of

employees having SSLC qualification towards the non-statutory labour

welfare measures of the select sugar mills in Tamil Nadu.

TABLE 4.25

Respondents’ Salary and Satisfaction towards Non-statutory



No. of Respondents

Mean Score

Standard Deviation

Co-variation

Up to 15000 81 41.15 3.63 08.82

15001-25000 137 40.49 4.06 10.03

25001-35000 124 41.07 4.65 11.32

Above 35000 102 41.20 4.55 11.04

Overall 444 40.93 4.27 10.43


160


Source of Variation


SquareF

Value

Table Value at 5%

Result


Within Groups 8038.881 440 18.270


Total 8079.106 443


5 per cent level of significance. The test is not significant. Therefore, no

significant relationship is found among the satisfaction levels of the

respondents of different monthly salary groups towards the non-statutory

labour welfare measures of the select sugar mills. Therefore, the null

hypothesis (H03) is accepted. The average satisfaction score of the

respondents belonging to monthly salary above Rs.35000 (41.20) is high

followed by the respondents belonging to upto Rs.15000. It indicates that

the respondents drawing monthly salary above Rs.35000 are more satisfied

with the non-statutory labour welfare measures. Moreover, the variation in

the satisfaction level (11.32 per cent) is high among the respondents

drawing monthly salary Rs.25001-35000, followed by the respondents

drawing salary above Rs.35000, and it is low (8.82) among the employees

drawing salary upto Rs.15000. There is consistency in the satisfaction level

161

of the employees drawing monthly salary upto Rs.15000 towards the non-

statutory labour welfare measures of the select sugar mills in Tamil Nadu.

TABLE 4.26

Respondents’ Cadre and Satisfaction towards Non-statutory



Mean Score

Standard Deviation

Co-variation

Workmen 370 41.12 4.10 09.97


Officers 39 40.90 4.27 10.44

Overall 444 40.93 4.27 10.43



Source of Variation


SquareF

Value

Table Value at 5%

Result


Within Groups 7943.478 441 18.012

3.765 3.016 Significant

Total 8079.106 443

The calculated F value (3.765) is greater than the table value (3.016)

at 5 per cent level of significance. The test is significant. This means that

there is significant relationship among the satisfaction levels of the

162

respondents of different cadres towards the non-statutory labour welfare


rejected. The average satisfaction score of the workmen (41.12) is high

followed by officers (40.90). Therefore, workmen are more satisfied with

the non-statutory labour welfare measures. It is also found that the variation

in the satisfaction level (14.26 per cent) is high among the supervisory staff

followed by the officers (10.44 per cent), and it is low (9.97 per cent)

among the workmen. Thus, there exists consistency in the satisfaction level

of workmen towards the non-statutory labour welfare measures of the select


TABLE 4.27

Respondents’ Experience and Satisfaction towards Non-statutory



No. of Respondents

Mean Score

Standard Deviation

Co-variation

Up to 10 111 41.48 3.66 08.82

11-20 49 40.57 3.92 09.66

21-30 121 40.55 4.46 11.00

Above 30 163 40.96 4.59 11.21

Overall 444 40.93 4.27 10.43


163


Source of Variation


SquareF

Value

Table Value at 5%

Result


Within Groups 8021.473 440 18.231


Total 8079.106 443



relationship among the satisfaction levels of the respondents of varied tenures

of experience towards the non-statutory labour welfare measures of the select

sugar mills. Therefore, the null hypothesis (H03) is accepted. The average

satisfaction score of the respondents belonging to length of experience upto

10 years (41.48) is high followed by the respondents belonging to the length of

experience above 30 years. Thus, the respondents with the length of experience

upto 10 years are more satisfied with the non-statutory labour welfare

measures of the select sugar mills. Moreover, the variation in the satisfaction

level (11.21 per cent) is high among the respondents with above 30 years of

experience followed by the respondents having experience 21-30 years, and

it is low (8.82 per cent) among the employees having experience upto 10

years. It is inferred that there exists consistency in the satisfaction level of

164

employees having experience upto 10 years towards the non-statutory

labour welfare measures of the select sugar mills in Tamil Nadu.

TABLE 4.28


Non-statutory Labour Welfare Measures


No. of Respondents

Mean Score

Standard Deviation

Co-variation

Permanent 335 40.86 4.40 10.77

Seasonal 109 41.16 3.84 09.33

Overall 444 40.93 4.27 10.43


Comparison of Satisfaction between Permanent and Seasonal

Employees




5 per cent level of significance. Therefore, no significant difference is found

between the satisfaction level of the permanent and seasonal employees

towards the non-statutory labour welfare measures of the select sugar mills.

Therefore, the null hypothesis (H03) is accepted. The average satisfaction score

of seasonal employees (41.16) is high followed by permanent employees

165

(40.86). Thus, seasonal employees are more satisfied with the non-statutory

labour welfare measures. Besides, the variation in the satisfaction level (10.77

per cent) is high among the permanent employees followed by the seasonal

employees (9.33 per cent). There exists consistency in the satisfaction level of

the seasonal employees towards the non-statutory labour welfare measures of


TABLE 4.29

Sugar Mill and Respondents’ Satisfaction towards Non-statutory



Mean Score

Standard Deviation

Co-variation



Sakthi Sugars 148 40.28 4.61 11.44

Overall 444 40.93 4.27 10.43


Relationship between Sugar Mill and Satisfaction

Source of Variation


SquareF

Value

Table Value at 5%

Result


Within Groups 7973.691 441 18.081


Total 8079.106 443

166




respondents of different sugar mills towards the non-statutory labour

welfare measures. Therefore, the null hypothesis (H03) is accepted. The

employees of Perambalur Sugar Mills are more satisfied than Chengalrayan

Co-operative Sugar Mills and Sakthi Sugars with the non-statutory labour

welfare measures. The variation in the satisfaction level (11.44 per cent) is

high among the employees of Sakthi Sugars followed by Chengalrayan Co-

operative Sugar Mills (10.29 per cent), and it is low (9.28 per cent) among

the employees of Perambalur Sugar Mills towards the non-statutory labour

welfare measures. There is a consistency in the satisfaction level of the

employees of Perambalur Sugar Mills towards the non-statutory labour

welfare measures.

4.7. Effect of Personal Variables on Respondents’ Satisfaction towards Non-statutory Labour Welfare Measures

Multiple regression analysis has been applied to examine the effect

of the personal variables on the respondents’ level of satisfaction towards

non-statutory labour welfare measures in the select sugar mills.

167

TABLE 4.30


Non-statutory Labour Welfare Measures in Perambalur Sugar Mills


(Constant) 40.314 2.210

Gender 2.135 1.337 1.597 Ns

Age (in years) 0.179 0.542 0.329 Ns

Educational status -0.197 0.291 -0.678 Ns


Length of experience (in years) -0.488 0.462 -1.055 Ns



R R Square F Result



level of employees towards non-statutory labour welfare measures and the

selected personal variables in Perambalur Sugar Mills. The R square

indicates that 4.80 per cent of variation in the satisfaction level is explained

by all personal variables taken together. The F value indicates that the

multiple correlation coefficients are not significant. Genders, age,

educational status, monthly salary, length of experience and number of

168

dependants of the respondents have no significant effect on their

satisfaction towards non-statutory labour welfare measures in Perambalur

Sugar Mills.

TABLE 4.31


Non-statutory Labour Welfare Measures in Chengalrayan

Co-operative Sugar Mills


(Constant) 39.007 2.459 - -

Gender 1.410 1.583 0.890 Ns

Age (in years) 0.493 0.822 0.601 Ns






R R Square F Result




non-statutory labour welfare measures and the selected personal variables in

169

Chengalrayan Co-operative Sugar Mills. The R square indicates that 4.30

per cent of variation in the satisfaction level is explained by all personal

variables taken together. The F value indicates that the multiple correlation

coefficients are not significant. Genders, age, educational status, monthly

salary, length of experience and number of dependants of the respondents

have no significant effect on their satisfaction towards non-statutory labour

welfare measures in Chengalrayan Co-operative Sugar Mills.

TABLE 4.32


Non-statutory Labour Welfare Measures in Sakthi Sugar Mills


(Constant) 41.292 2.539 - -

Gender -0.945 2.149 -0.440 Ns

Age (in years) -0.417 1.101 -0.378 Ns




No. of dependents 0.842 0.492 1.713 Ns

Source: Primary Data. Ns: Not significant

R R Square F Result


170


level of employees towards non-statutory labour welfare measures and the

selected personal variables in Sakthi Sugars Limited. The R square

indicates that 3.40 per cent of variation in the satisfaction level is explained

by all personal variables taken together. The F value indicates that the

multiple correlation coefficients are not significant. Respondents’ genders,

age, educational status, monthly salary, length of experience and number of

dependants have no significant effect on their satisfaction towards non-

statutory labour welfare measures in Sakthi Sugars Limited.

171

TABLE 4.33

Respondents’ Level of Satisfaction towards Non- Statutory



Non- Statutory Welfare

Measures

Hig

hly

Satis

fied

Satis

fied

Nei

ther

Sat

isfie

d no

r di

ssat

isfie

d

Dis

satis

fied

Hig

hly

Dis

satis

fied Total Mean

Score

Transport facilities

1 (0.20)

118 (26.58)

131 (29.53)

66 (14.87)

128 (28.82)

444 (100.00)

2.55

Facilities for training and education

15 (3.38)

119 (26.80)

131 (29.51)

100 (22.52)

79 (17.79)

444 (100.00)

2.75

Loans and advances

28 (6.31)

100 (22.51)

137 (30.86)

103 (23.20)

76 (17.12)

444 (100.00)

2.78

Leave travel allowance

7 (1.58)

118 (26.58)

132 (29.73)

89 (20.04)

98 (22.07)

444 (100.00)

2.66

Sports and recreational facilities

8 (1.80)

119 (26.81)

141 (31.75)

83 (18.69)

93 (20.95)

444 (100.00)

2.70

Benefits for dependants

14 (3.15)

146 (32.88)

109 (24.56)

61 (13.74)

114 (25.67)

444 (100.00)

2.74

Incentives and bonus

22 (4.95)

123 (27.70)

132 (29.74)

67 (15.09)

100 (22.52)

444 (100.00)

2.77

Housing facilities/HRA

14 (3.14)

103 (23.20)

135 (30.41)

99 (22.30)

93 (20.95)

444 (100.00)

2.65

Employees Co-operative Stores

14 (3.18)

113 (25.44)

151 (34.00)

84 (18.91)

82 (18.47)

444 (100.00)

2.76

Co-operative Thrift and Credit society

14 (3.15)

126 (28.38)

132 (29.73)

95 (21.40)

77 (17.34)

444 (100.00)

2.79

172

Library 11

(2.49) 115

(25.90)144

(32.43)77

(17.34)97

(21.84)444

(100.00) 2.70

Facilities for vehicle parking

22 (4.95)

118 (26.58)

150 (33.78)

93 (20.95)

61 (13.74)

444 (100.00)

2.88

Facilities of career advancement

14 (3.14)

96 (21.62)

135 (30.41)

128 (28.83)

71 (16.00)

444 (100.00)

2.67

Guidance and counseling

16 (3.61)

110 (24.77)

140 (31.53)

81 (18.24)

97 (21.85)

444 (100.00)

2.70

Ex-gratia payments

20 (4.51)

129 (29.05)

140 (31.53)

70 (15.77)

85 (19.14)

444 (100.00)

2.84

Overall 15

(3.37) 117

(26.35)136

(30.63)86

(19.36)90

(20.27)444

(100.00) 2.73


Out of 444 respondents, majority of the respondents are neither

satisfied nor dissatisfied (30.63%), followed by satisfied (26.35%) and

highly dissatisfied (20.27%) towards non-statutory labour welfare measures

in the select co-operative sugar mills. 3.37% and 19.36% of the

respondents are highly satisfied and dissatisfied respectively towards non-

statutory labour welfare measures. The average satisfaction score reveals

that the respondents have higher satisfaction level (2.73) with the rest and

lunch room, followed by facilities for sitting (2.71). However, the

respondents have low level of satisfaction (2.52) towards canteen in the


173

FIGURE 4.9

Respondents’ Level of Satisfaction towards Non- Statutory Labour

Welfare Measures

3.37

26.35

30.63

19.36 20.27

0

5

10

15

20

25

30

35

Satis

fact

ion

(%)

Highly Satisfied Satisfied NeitherSatisf ied nordissatisfied

Dissatisfied HighlyDissatisf ied


4.8. Respondents’ Satisfaction towards Social Security Measures

Social security forms an important part of labour welfare providing

the “security” which is of great importance to the workers’ and their

families’ well-being. The concept of social security measure is well

reflected in the ILO definition. "It can be taken to mean the protection

which society provides for its members, through a series of public

measures, against the economic and social distress that otherwise would be

174

caused by the stoppage or substantial reduction of earnings resulting from

sickness, maternity, employment injury, unemployment, invalidity, old age

and death; the provision of medical care, and the provision of subsidies for

families with children”. The concept of social security varies from country

to country with different political ideologies. In the socialist countries, the

avowed goal is complete protection to every citizen from the cradle to the

grave. In other nations with less regimented economics, a measure of

protection is afforded to all the needy citizens by means of schemes evolved

by democratic processes consistent with the resources of the state. The

Social Security (Minimum Standards) Convention (No.102) adopted by the

ILO in 1952 defines the nine branches of social security benefit: they are

medical care, sickness benefit, unemployment benefit, old age benefit,

employment injury benefit, family benefit, maternity benefit and invalidity

benefit. In this context, an attempt has been made to test the consistency in

the satisfaction level of employees towards the labour welfare measures in


175

TABLE 4.34

Respondents’ Gender and Satisfaction towards Social Security

Measures


Mean Score

Standard Deviation

Co-variation

Male 409 16.46 2.59 15.73

Female 35 16.49 2.80 16.97

Overall 444 16.46 2.60 15.79





The calculated t value (0.057) is less than the table value (1.965) at 5


difference between the satisfaction level of male and female respondents

towards the social security measures in the select sugar mills. Therefore, the

null hypothesis (H04) is accepted. The mean satisfaction score of female

respondents (16.49) is high followed by male respondents (16.46). Thus,

female respondents are more satisfied towards the social security measures.

The variation in the satisfaction level (16.97%) is high among the female

respondents followed by male respondents (15.73%). Therefore, the

176

consistency in the satisfaction level is high among male employees towards

social security measures of the sugar mills in Tamil Nadu.

TABLE 4.35

Respondents’ Age and Satisfaction towards Social Security Measures


Mean Score

Standard Deviation

Co-variation

Up to 35 110 16.65 2.57 15.44

36-45 126 16.26 2.77 17.04

46-55 134 16.34 2.36 14.44

Above 55 74 16.76 2.78 16.59

Overall 444 16.46 2.60 15.80



Source of Variation


SquareF

Value

Table Value at 5%

Result


Within Groups 2983.040 440 6.780


Total 3000.349 443


per cent level of significance. The test is not significant. This means that


177

respondents of different age groups towards the social security measures of

the select sugar mills. Therefore, the null hypothesis (H04) is accepted. The

mean satisfaction score of the respondents of the age group above 55 years

(16.76) is high followed by the age group upto 35 years (16.65). Therefore,

the respondents of the age group above 55 years are more satisfied. Besides,

the variation in the satisfaction level (17.04% per cent) is high among the

respondents of age group 36-45 years followed by the age group above 55

years (16.59%), and it is low (14.44 per cent) among the employees of 46-

55 years. Hence, a consistency is found in the satisfaction level of

employees belonging to 46-55 years towards the social security measures of


TABLE 4.36

Respondents’ Education and Satisfaction towards Social

Security Measures


Mean Score

Standard Deviation

Co-variation

Up to SSLC 92 16.27 2.51 15.43

H.Sc 107 16.31 2.52 15.45

Diploma/ITI 95 16.79 2.76 16.44

Degree 105 16.33 2.62 16.04

PG& above 45 16.82 2.62 15.58

Overall 444 16.46 2.60 15.80


178


Source of Variation


SquareF

Value

Table Value at 5%

Result


Within Groups 2976.730 439 6.781


Total 3000.349 443


5 per cent significance level. It is inferred that there is no significant

relationship among the satisfaction levels of the respondents of different

educational status groups towards the social security measures of the select

sugar mills. Therefore, the null hypothesis (H04) is accepted. The average

satisfaction score shows that the respondents belonging to postgraduation

and above qualification group are more satisfied (16.82) with the social

security measures followed by respondents with Diploma/ITI qualification

(16.79). Moreover, the variation in the satisfaction level (16.44 per cent) is

high among the respondents having Diploma/ITI qualification followed by

degree qualification (16.04 per cent), and it is low (15.43 per cent) among

the employees having SSLC qualification. It denotes that there is

consistency in the satisfaction level of employees having SSLC

qualification towards social security measures of the select sugar mills.

179

TABLE 4.37

Respondents’ Salary and Satisfaction towards Social Security Measures


No. of Respondents

Mean Score

Standard Deviation

Co-variation

Up to 15000 81 16.94 2.67 15.76

15001-25000 137 16.34 2.48 15.18

25001-35000 124 16.24 2.61 16.07

Above 35000 102 16.52 2.69 16.28

Overall 444 16.46 2.60 15.80



Source of Variation


SquareF

Value

Table Value at 5%

Result


Within Groups 2973.449 440 6.758


Total 3000.349 443



no significant relationship is found among the satisfaction levels of the

respondents of different monthly salary groups towards the social security


accepted. The mean satisfaction score of the respondents belonging to

180

monthly salary upto Rs.15000 (16.94) is high followed by the respondents

belonging to above Rs.35000. It indicates that the respondents drawing

monthly salary upto Rs.15000 are more satisfied with the social security

measures. The variation in the satisfaction level (16.28 per cent) is high

among the respondents drawing monthly salary above Rs.35000 followed

by the respondents drawing salary Rs.25001-35000, and it is low (15.18 per

cent) among the employees drawing salary Rs.15001-25000. It is concluded

that there is consistency in the satisfaction level of the employees drawing

monthly salary Rs.15001-25000 towards the social security measures of the


TABLE 4.38

Respondents’ Cadre and Satisfaction towards Social Security Measures


Mean Score

Standard Deviation

Co-variation

Workmen 370 16.48 2.63 15.96


Officers 39 16.41 2.09 12.74

Overall 444 16.46 2.60 15.80


181


Source of Variation


SquareF

Value

Table Value at 5%

Result


Within Groups 2999.649 441 6.802


Total 3000.349 443



no significant relationship is found among the satisfaction levels of the

respondents of different cadres towards the social security measures of the

select sugar mills. Therefore, the null hypothesis (H04) is accepted. The

mean satisfaction score of the workmen (16.48) is high followed by officers

(16.04). Thus, the workmen are more satisfied with the social security

measures. It is also found that the variation in the satisfaction level

(17.38per cent) is high among the supervisory staff followed by the

workmen (15.96 per cent), and it is low (12.74 per cent) among the officers.

Thus, there exists consistency in the satisfaction level of officers towards

the social security measures of the select sugar mills in Tamil Nadu.

182

TABLE 4.39

Respondents’ Experience and Satisfaction towards Social Security

Measures


No. of Respondents

Mean Score

Standard Deviation

Co-variation

Up to 10 111 16.65 2.52 15.14

11-20 49 16.45 2.57 15.62

21-30 121 16.35 2.82 17.25

Above 30 163 16.42 2.51 15.29

Overall 444 16.46 2.60 15.80


Relationship between Length of Service and Satisfaction

Source of Variation


SquareF

Value

Table Value at 5%

Result


Within Groups 2994.633 440 6.806


Total 3000.349 443


per cent level of significance. Hence, there is no significant relationship among

the satisfaction levels of the respondents of varied tenures of experience

towards the social security measures of the select sugar mills. Therefore, the

null hypothesis (H04) is accepted. The average satisfaction score of the

183

respondents belonging to length of experience upto 10 years (16.65) is high

followed by the respondents belonging to the length of experience 11-20 years.

Thus, the respondents with the length of experience upto 10 years are more

satisfied with the social security measures of the select sugar mills. The

variation in the satisfaction level (17.25 per cent) is high among the

respondents with 21-30 years of experience followed by the respondents

having experience 11-20 years, and it is low (15.14 per cent) among the

employees having experience upto 10 years. It is inferred that there exists

consistency in the satisfaction level of employees having experience upto

10 years towards the social security measures of the select sugar mills.

TABLE 4.40


Social Security Measures


No. of Respondents

Mean Score

Standard Deviation

Co-variation

Permanent 335 16.35 2.61 15.96

Seasonal 109 16.82 2.57 15.28

Overall 444 16.46 2.60 15.80


184

Comparison of Satisfaction between Permanent and Seasonal Employees





difference between the satisfaction level of the permanent and seasonal

employees towards the social security measures of the select sugar mills.

Therefore, the null hypothesis (H04) is accepted. The mean satisfaction score of

seasonal employees (16.82) is high followed by permanent employees (16.35).

Thus, seasonal employees are more satisfied with the social security measures.

The variation in the satisfaction level (15.96 per cent) is high among the

permanent employees followed by the seasonal employees (15.28 per cent).

Hence, there is a consistency in the satisfaction level of the seasonal employees

towards the social security measures of the select sugar mills.

185

TABLE 4.41

Sugar Mill and Respondents’ Satisfaction towards Social Security

Measures


Mean Score

Standard Deviation

Co-variation



Sakthi Sugars 148 16.22 2.29 14.12

Overall 444 16.46 2.60 15.80


Relationship between Sugar Mill and Satisfaction

Source of Variation


SquareF

Value

Table Value at 5%

Result


Within Groups 2983.964 441 6.766


Total 3000.349 443




respondents of different sugar mills towards social security measures.

Therefore, the null hypothesis (H04) is accepted. It is inferred from the mean

186

satisfaction score that the employees of Perambalur Sugar Mills are more

satisfied than Chengalrayan Co-operative Sugar Mills and Sakthi Sugars

with the social security measures. Moreover, the variation in the satisfaction

level (17.60per cent) is high among the employees of Perambalur Sugar

Mills followed by Chengalrayan Co-operative Sugar Mills (15.59 per cent),

and it is low (14.12 per cent) among the employees of Sakthi Sugars

towards the statutory labour welfare measures. There is a consistency in the

satisfaction level of the employees of Sakthi Sugars towards the social

security measures.

4.9. Effect of Personal Variables on Respondents’ Satisfaction towards


An attempt has been made to examine the effect of the personal

variables on the respondents’ satisfaction towards social security measures

in the select sugar mills in Tamil Nadu.

187

TABLE 4.42


Social Security Measures in Perambalur Sugar Mills


(Constant) 16.224 1.678 - -

Gender 0.509 1.016 0.501 Ns

Age (in years) 0.898 0.412 2.180 *




No. of dependents 0.362 0.365 0.991 Ns

Source: Primary Data. * Significant at 5% level Ns: Not significant

R R Square F Result




social security measures and the selected personal variables in Perambalur

Sugar Mills Limited. The R square indicates that 5.60 per cent of variation

in the satisfaction level is explained by all personal variables taken together.

The F value indicates that the multiple correlation coefficients are not

significant. Respondents’ genders, educational status, monthly salary,

188

length of experience and number of dependants have no significant effect

on their satisfaction towards social security measures in Perambalur Sugar

Mills Limited. However, age of the respondents has significant effect at 5

per cent level of significance.

TABLE 4.43


Social Security Measures in Chengalrayan Co-operative Sugar Mills


(Constant) 14.794 1.499 - -

Gender 1.278 0.965 1.325 Ns

Age 0.495 0.501 0.988 Ns



Length of service (in years) -0.235 0.425 -0.554 Ns

No. of dependents -0.225 0.295 -0.762 Ns Source: Primary Data Ns: Not significant

R R Square F Result



level of employees towards social security measures and the selected

personal variables in Chengalrayan Co-operative Sugar Mills. The R square

indicates that 4 per cent of variation in the satisfaction level is explained by

189

all personal variables taken together. The F value indicates that the multiple

correlation coefficients are not significant. Respondents’ genders, age,

educational status, monthly salary, length of experience and number of

dependants have no significant effect on their satisfaction towards social

security measures in Chengalrayan Co-operative Sugar Mills.

TABLE 4.44


Social Security Measures in Sakthi Sugar Mills


(Constant) 17.865 1.261 - -

Gender -1.048 1.067 -0.982 Ns

Age -0.629 0.547 -1.151 Ns






R R Square F Result


From the above analysis it is inferred that there has been a low

correlation (0.175) between the satisfaction level of employees towards social

190

security measures and the selected personal variables in Sakthi Sugars

Limited. The R square indicates that 3.1 per cent of variation in the

satisfaction level is explained by all personal variables taken together. The F

value indicates that the multiple correlation coefficients are not significant.

Respondents’ gender, age, educational status, monthly salary, length of

experience and number of dependants have no significant effect on their

satisfaction towards social security measures in Sakthi Sugars Limited.

TABLE 4.45

Respondents’ Level of Satisfaction towards Social Security Measures



Hig

hly

Satis

fied

Satis

fied

Nei

ther

Sa

tisfie

d no

r di

ssat

isfie

d

Dis

satis

fied

Hig

hly

Dis

satis

fied Total Mean

Score

Workmen compensation/ESI benefits

15 (3.38)

118 (26.58)

135 (30.41)

65 (14.63)

111 (25.00)

444 (100.00)

2.69

Gratuity 14 (3.15)

104 (23.42)

159 (35.81)

76 (17.12)

91 (20.50)

444 (100.00)

2.72

Provident Fund 17 (3.82)

97 (21.85)

152 (34.24)

101 (22.75)

77 (17.34)

444 (100.00)

2.72

Deposit Linked Insurance

19 (4.28)

124 (27.93)

116 (26.13)

83 (18.69)

102 (22.97)

444 (100.00)

2.72

Group Insurance 25 (5.63)

90 (20.27)

161 (36.26)

74 (16.67)

94 (21.17)

444 (100.00)

2.73

Pension 18 (4.05)

122 (27.48)

159 (35.81)

85 (19.15)

60 (13.52)

444 (100.00)

2.89

Overall 18 (4.05)

109 (24.55)

147 (33.10)

81 (18.24)

89 (20.04)

444 (100.00)

2.74


191

Table 4.45 throws light on the respondents’ level of satisfaction

towards social security measures in the select sugar mills. Out of 444

respondents, majority of the respondents are neither satisfied nor

dissatisfied (33.10%), followed closely by satisfied (24.55%) and highly

dissatisfied (20.04%). 18.24% and 4.05% of the respondents are dissatisfied

and highly satisfied respectively towards social security measures. The

mean satisfaction score reveals that the respondents have higher satisfaction

level (2.89) with the pension, followed by groups insurance (2.73).

However, the respondents have low level of satisfaction (2.69) towards

workmen compensation/ESI benefits in the select sugar mills.

FIGURE 4.10

Respondents’ Level of Satisfaction towards Social Security Measures

4.05

24.55

33.1

18.2420.04

0

5

10

15

20

25

30

35

Satis

fact

ion

(%)

Highly Satisfied Satisf ied NeitherSatisfied nordissatisf ied

Dissatisf ied HighlyDissatisfied


192

4.10. Multiple Discriminant Function Analysis

Multiple discriminant function analysis was used to study how the

different welfare measures and other socio-economic variables discriminate

among the employees of the select three sugar mills. The goals of multiple

discriminant analysis are:

• Determine statistically differences between the average discriminant

score profiles.

• Establish a model for classifying individuals or objects into groups on

the basis of their values on the independent variables.

• Determine how much of the difference in the average score profiles is

accounted for by each independent variable.

The objectives of the multiple discriminant function analysis are

outlined below:

• Development of discriminant functions, or linear combinations of the

predictor or independent variables, that will best discriminate between

the categories of the criterion or dependent variable (grouping

variable).

• Examination of whether significant differences exist among the

groups, in terms of the predictor variables.

193

• Determination of which predictor variables contributes to most of the

inter-group differences.

• Classification of cases to one of the groups based on the values of the

predictor variables.

• Evaluation of the accuracy of classification.

The following are the 5 steps in conducting the discriminant function

analysis:

1. Formulating the discriminant problem requires identification of the

objectives and the criterion and predictor variables.

2. Estimation involves developing a linear combination of the predictors,

called discriminant functions, so that the groups differ as much as

possible on the predictor values.

3. Determination of statistical significance involves testing the null

hypothesis that, in the population, the means of all discriminant

functions in all groups are equal. If the null hypothesis is rejected, it is

meaningful to interpret the results.

4. The interpretation of discriminant weights or coefficients is similar to

that in multiple regression analysis. Given the multicollinearity in the

predictor variables, there is no unambiguous measure of the relative

194

importance of the predictors in discriminating between the groups.

However, some idea of the relative importance of the variables may be

obtained by examining absolute magnitude of the standardized

discriminant function coefficients and by examining the structural

correlations or discriminant loading. These simple correlations

between each predictor variable and the discriminant function

represent the variance that the predictor variable shares with the

function.

5. Validation involves developing the classification matrix. The

discriminant weights estimated by using the analysis sample are

multiplied by the values of the predictor variables in the sample. The

cases are then assigned to groups based on their discriminant scores

and an appropriate decision rule. The percentage of cases correctly

classified is determined and compared to the rate that would be

expected by chance classification.

Step1: Formulating the Problem

The multiple discriminant function was used to find whether any

significant difference exists among the 3 sugar mills viz., Perambalur Sugar

Mills, Chengalrayan Co-operative Sugar Mills, and Sakthi Sugar Mills. For

the purpose of DFA, the following variables were identified:

195

• Gender

• Age (in years)

• Educational status

• Monthly salary (in Rs.)

• Length of experience (in years)

• Awareness of labour welfare measures

• Statutory welfare measures

• Non-statutory welfare measures

• Social security measures

• Impact of labour welfare measures

Development of Discriminant Functions

When the dependent variable consists of 3 groups, the number of

discriminant functions generated will be two. The typical discriminant

analysis model involves linear combinations of the following form:

Dj = b0j + b1j X1j + b2j X2j + b3j X3j + . . . + bkj Xkj

D = Discriminant score

B = Discriminant coefficient or weight of jth function

X = Predictor or independent variable of the jth function

j = Discriminant Function 1, 2.

i = Number of sample respondents (i=1 to 444)

196

The statistics associated with discriminant analysis are:

Group Means and Group Standard Deviations: These are computed

for each predictor variable for each group.

Canonical Correlation: It measures the extent of association between

the discriminant scores and the groups. It is a measure of association

between the single discriminant function and the set of dummy variables

that define the group membership.

Centroid: It is the mean value for the discriminant scores for a

particular group. There are as many centroids as there are groups, as there is

one for each group. The mean for a group on all the functions is the group

centroids.

Classification Matrix: Sometimes it is also called confusion matrix.

The classification matrix contains the number of correctly classified and

misclassified cases.

Discriminant Function Coefficients (Unstandardized):

These are the multipliers of variables, when the variables are in the original

units of measurement.

197

Discriminant Scores: The unstandardized coefficients are multiplied

by the values of the variables. These products are summed and added to the

content term to obtain the discriminant scores.

Eigen Values: For each discriminant function, the Eigen value is the

ratio of between-group to within-group sums of squares.

Wilks’s Lambda and F Values and their Significance: These are

calculated from a one-way ANOVA, with the grouping variable serving as

the categorical independent variable. Each predictor, in turn, serves as the

metric dependent variable in the ANOVA.

Structural Correlations: Also referred to as discriminant loadings, the

structural correlation represents the simple correlations between the

predictors and the discriminant function.

Direct Method: It is an approach to discriminant analysis that

involves estimating the discriminant function so that all the predictors are

included simultaneously.

Step 2: Estimation

Descriptive Statistics

The means and standard deviations for each sugar mill are found out

for the selected independent variables except gender and sugar mill, which

198

could not be measured numerically. The following table gives the details of

means and standard deviations of the selected variables.

TABLE 4.46

Descriptive Statistics for Selected Independent Variables

Name of the Sugar Mill

Prembalur (Government)

Chengalrayan(Co-operative)

Sakthi (Private)

Variables

Mean S.D Mean S.D Mean S.D

Gender 1.11 0.32 1.07 0.26 1.05 0.23

Age (in years) 2.35 1.12 2.48 0.92 2.32 1.06

Educational status 3.04 1.39 3.46 1.25 3.39 1.28

Monthly salary (in Rs.) 2.56 1.16 2.45 0.99 2.68 0.96

Length of experience (in years) 2.40 1.24 2.98 1.01 2.84 1.27

Awareness of labour welfare measures 2.76 0.54 2.84 0.50 2.78 0.55

Statutory welfare measures 18.13 2.84 18.27 2.75 18.53 2.41

Non-statutory welfare measures

41.47 3.85 41.08 4.23 40.28 4.61

Social security measures 16.70 2.94 16.48 2.57 16.22 2.29

Impact of labour welfare measures 45.01 6.12 45.59 4.89 47.41 4.54

Age, education, monthly salary and length of experience were

grouped data and have been coded progressively. The above table gives a

generalized view of the variables to be analyzed. The mean values of age,

199

and monthly salary have marginal differences among the three mills.

Education level and length of experience are higher among co-operative

mill compared to other two mills. Similarly awareness of labour welfare

measures is high among respondents of co-operative sugar mill. Statutory

welfare measures and impact of labour welfare measures are comparatively

higher in private sugar mill. Non-statutory welfare measures are on average

higher among government mill compared to co-operative and private mills.

The significance of the means of these variables for the three mills are

further tested using Wilk’s lambda and ANOVA.

In the ANOVA table given below, the smaller the Wilks's lambda,

the more important the independent variable to the discriminant function.

The F-ratio values give the results of the ANOVA comparing the three mills

for the selected independent variables. It can be seen that among the

selected variables, educational status, and length of experience, non-

statutory welfare measures and impact of labour welfare measures are

significant either at 5% or 1% level. However, all these variables are

retained for further analysis. In addition to these variables, gender is also

included in the analysis.

200

TABLE 4.47

Tests of Equality of Group Means

Variables Wilks' Lambda F df1 df2 Sig.

Age (in years) 0.996 0.995 2 441 Ns

Educational status 0.981 4.320 2 441 *

Monthly salary (in Rs.) 0.992 1.882 2 441 Ns

Length of experience (in years) 0.958 9.602 2 441 **

Aware of labour welfare measures available 0.996 0.822 2 441 Ns

Statutory welfare measures 0.996 0.829 2 441 Ns

Non-statutory welfare measures 0.987 2.915 2 441 *

Social security measures 0.995 1.211 2 441 Ns

Impact of labour welfare measures 0.963 8.356 2 441 **

Summary of Canonical Discriminant Functions

Since the dependent variable, sugar mill, has three groups, the

number of discriminant functions computed is two. The two discriminant

functions arrived at with their discriminant coefficients are given in Table

4.48. The discriminant function coefficients are partial coefficients,

reflecting the unique contribution of each variable to the classification of

the dependent variable. The coefficient values are used to find the

discriminant scores of each case (here sugar mill), by substituting the values

for each of the variables in the discriminant functions for each case.

201

TABLE 4.48

Canonical Discriminant Function Coefficients

Function

Variables 1 2

Gender -0.705 0.456

Age (in years) -1.507 0.314

Educational status 0.478 0.197

Monthly salary (in Rs.) -0.281 -0.930

Length of experience (in years) 1.339 0.383

Aware of labour welfare measures -0.084 0.658

Statutory welfare measures 0.029 -0.070

Non-statutory welfare measures -0.031 0.075

Social security measures -0.031 0.034

Impact of labour welfare measures 0.061 -0.103

(Constant) -1.538 -0.032

Step 3: Determination of Statistical Significance

The Eigen values show how much of the variance in the dependent

variable, sugar mill, is accounted for by each of the functions. The column,

‘% variance’ in Table 4.49 explains that the first function accounts for

72.20 per cent of variance between groups and the second function accounts

for 27.80 per cent of variance between groups.

202

Wilks' lambda shows first and second discriminant functions are

significant at 1% level. Canonical correlations given in Table 4.49 measure the

extent of association between the discriminant scores and the groups. The

canonical correlation of first discriminant function is 0.406 and the second

function is 0.263. These correlations explain that there are moderate level of

correlations between the discriminant functions and the set of selected variables.

TABLE 4.49

Eigen Values and Canonical Correlations

Function Eigen value % of Variance

Cumulative %

Canonical Correlation

1 0.193 72.2 72.2 0.402

2 0.074 27.8 100.0 0.263

Wilks' Lambda

Test of Function(s) Wilks' Lambda Chi-square DF Sig.

1 0.780 108.407 20 **

2 0.931 31.314 9 **

Step 4: The Interpretation of Discriminant Coefficients

The structure matrix given in Table 4.50 shows the correlations of each

variable with each standardized discriminant function. By identifying the largest

absolute correlations associated of the variables with each discriminant function

the researcher gains insight into how to name each function. The structure

coefficients shall be used to assign meaningful labels to the discriminant

203

functions. Thus, the first function gives more importance to ‘Socio-economic

Profile’ of the respondents of the sugar mills in general which consists of length

of experience, education, gender and social security measures. The second

function gives importance to ‘HRM Measures’. It can also be seen that impact of

labour welfare measures has high correlation indicating that it contributes more

to the second function ‘HRM Measures’ in discriminating between the mills and

length of experience seems to be the major contributing variable to the first

function, ‘Socio-economic Profile’ with higher correlation value, followed by

educational qualification, which help to discriminate among the respondents of

the three mills.

TABLE 4.50

Structure Matrix

Function Variables

1 2

Length of experience (in years) 0.445($) 0.267

Educational status 0.307($) 0.134

Gender -0.188($) 0.084

Social security measures -0.150($) 0.125

Impact of labour welfare measures 0.327 -0.482($)

Monthly salary (in Rs.) 0.024 -0.337($)

Non-statutory welfare measures -0.210 0.252($)

Age ( in years) 0.042 0.237($)

Awareness of labour welfare measures 0.087 0.175($)

Statutory welfare measures 0.114 -0.131($) $ Largest absolute correlation between each variable and any discriminant function

204

Step 5: Classification and Validation

Finally, how efficient the discriminant functions are in

discriminating between the three mills based on the selected independent

variables is established by developing the classification matrix. The

classification matrix is developed using Table 4.51 where the group

centroids of each function for each sugar mill are given and Table 4.52

which gives prior probabilities of each group. Table 4.52 is used to establish

the cutting points for classifying cases. The optimal cutting point is the

weighted average of the paired values. The cutting points set ranges of the

discriminant score to classify the respondents into the three mills.

TABLE 4.51

Unstandardized Canonical Discriminant Functions Evaluated at Group

Means

Function

Sugar Mill 1 2

Prembalur Sugar Mills (Government) -0.659 -0.044

Chengalrayan (Co-operative) 0.233 0.330

Sakthi Sugars (Private) 0.347 -0.318

205

TABLE 4.52

Prior Probabilities for Groups

Sugar Mill Prior No. of Cases

Prembalur Sugar Mills (Government) 0.304 135

Chengalrayan (Co-operative) 0.363 161

Sakthi Sugars (Private) 0.333 148

Total 1.000 444

Based on group centroids and prior probabilities, the classification

matrix is arrived at and is given in Table 4.53. The table is used to assess

how well the discriminant functions work, and whether it works equally

well for each group of the dependent variables. A look at the classification

matrix reveals that the function has predicted 55% of the cases correctly

into their respective groups, whereas considering each sugar mill, the

function has predicted 60% of government into its own group and about

58% of the co-operative into its own group and 46.60% of private sugar

mill into its own group indicating that on the whole, the classification

accuracy of the discriminant functions is 55% given the selected variables.

206

TABLE 4.53

Classification Results

Predicted Group Membership

Sugar Mill Prembalur (Government)

Chengalrayan (Co-operative)

Sakthi (Private)

Total

Prembalur (Government) 81 27 27 135

Chengalrayan (Co-operative) 25 94 42 161

No.

Sakthi (Private) 35 44 69 148

Prembalur (Government) 60.00 20.00 20.00 100.0

Chengalrayan (Co-operative) 15.50 58.40 26.10 100.0

Original

%

Sakthi (Private) 23.60 29.70 46.60 100.0

55% of original grouped cases correctly classified.

Now the question remains to be answered is which variables

discriminate more efficiently among the 3 mills as far as ‘HRM Measures’

and ‘Socio-economic Profile’ dimensions are considered. The following

chart gives the canonical discriminant scores found for each sugar mill

using the two discriminant functions, which were plotted against each other

along with the group centroids. The scores and the group centroids were

plotted with the first discriminant function (Socio-economic Profile)

representing horizontal axis and the second function (HRM Measures)

representing the vertical axis. The group centroids suggest that the

government mill co-operative mill is more on horizontal axis and more or

less equal importance to HRM Measures. Private mill scores less vertically

207

on HRM Measures and the Socio-economic Profile scores fall between

government and co-operative sugar mills.

Canonical Discriminant Functions

Socio Economic Profile

43210-1-2-3-4

HR

M M

easu

res

6

4

2

0

-2

-4

Sugar mill

Group Centroids

Private

Co-operative

Government

Sakthi (Private)Chengal (Co-operativPrembalur (Governmen

Summary

Multiple discriminant analysis was applied to find how the three

mills differ in their HRM Measures and also the demographics of the

employees, The MDA technique applied resulted in two discriminant

functions, of which the factors relating to impact of labour welfare

measures predominantly contributed to the second function (HRM

Measures) and the variables length of experience, educational status

208

contributed to the first discriminant function (Socio-economic Profile). The

efficiency of these functions was tested using classification matrix which

predicted 55% of the cases correctly. The MDA results further show that

the government sugar mill differs more from co-operative and private in

“Socio-economic Profile” factors. Government and private sugar mills

differ in ‘HRM Measures’ of the employees from that of private sugar mill.

4.11. Correlation between Scores on the Importance and Satisfaction

Level

The understanding of the respondents’ attitude towards the

importance and satisfaction level on various labour welfare measures might

help the human resource managers to make improvement in the labour

welfare areas. Therefore, the respondents were asked to state their attitude

in regards to importance and satisfaction level on various labour welfare

measures of the select sugar mills. In this context, co-efficient of correlation

has been employed to find out the correlation between the respondents’

scores on the importance and satisfaction level on the various labour

welfare measures the select sugar mills.

209

TABLE 4.54

Correlations between Scores on Importance and Satisfaction Level

Welfare Measures N Correlation Sig.

Facilities for washing 444 -.017 Ns

Facilities for storing, drying and clothing 444 -.029 Ns

Canteen 444 -.023 Ns

Medical facilities 444 .046 Ns

Rest and lunch room 444 .011 Ns

Role of Labour Welfare Officer 444 .080 Ns

Transport facilities 444 .012 Ns

Facilities for training and education 444 .068 Ns

Protective cloth 444 .094 *

Loans and advances 444 -.068 Ns

Leave travel allowance 444 -.014 Ns

Sports and recreational facilities 444 -.007 Ns

Dependant benefits 444 -.055 Ns

Social security measures 444 -.003 Ns

Source: Primary Data ** Significant at 1 per cent level Ns: Not significant

Table 4.54 reveals the correlation coefficients between respondents’

perception towards the importance and satisfaction level of the various

labour welfare measures of the select sugar mills. It is inferred that

correlation coefficient between the respondents’ perception towards the

importance and satisfaction level on facilities for washing, facilities for

210

storing, drying and clothing, canteen, medical facilities, rest and lunch

room, role of labour welfare officer, transport facilities, facilities for

training and education, loans and advances, leave travel allowance, sports

and recreational facilities, dependant benefits and social security measures

is not significant. The correlation coefficient between the respondents’

perception towards the importance and satisfaction level on protective cloth

is significant at 5% level of significance.

TABLE 4.55

Respondents’ Level of Attitude towards Importance of Labour

Welfare Measures

Level of Importance

Welfare Measures Not Important

Less Important Important

Total Mean Score

Facilities for washing-Importance'

188 (42.34)

254 (57.21)

2 (0.45)

444 (100.00)

2.42

Facilities for storing, drying and clothing

100 (22.52)

338 (76.13)

6 (1.35)

444 (100.00)

2.21

Canteen 335

(75.45) 104

(23.42) 5

(1.13) 444

(100.00) 2.74

Medical facilities 238

(53.60) 201

(45.27) 5

(1.13) 444

(100.00) 2.52

Rest and lunch room 176

(39.63) 267

(60.14) 1

(0.23) 444

(100.00) 2.39

Role of Labour Welfare Officer

227 (51.13)

217 (48.87)

0 (0.00)

444 (100.00)

2.51

Transport facilities 170

(38.29) 274

(61.71) 0

(0.00) 444

(100.00) 2.38

211

Facilities for training and education

266 (59.91)

178 (40.09)

0 (0.00)

444 (100.00)

2.60

Protective cloth 208

(46.85) 236

(53.15) 0

(0.00) 444

(100.00) 2.47

Loans and advances 195

(43.92) 249

(56.08) 0

(0.00) 444

(100.00) 2.44

Leave travel allowance 216

(48.65) 228

(51.35) 0

(0.00) 444

(100.00) 2.49

Sports and recreational facilities

202 (45.49)

242 (54.51)

0 (0.00)

444 (100.00)

2.46

Dependant benefits 235

(52.93) 209

(47.07) 0

(0.00) 444

(100.00) 2.53

Social security measures

202 (45.49)

242 (54.51)

0 (0.00)

444 (100.00)

2.46

Overall 211

(47.52) 231

(52.02) 2

(0.45) 444

(100.00) 2.47


It is inferred from the above table that out of 444 respondents,

majority of the respondents (52.02%) indicate that labour welfare measures

are less important, followed closely by important (47.52%), and not

important (0.45%). The mean acceptance score reveals that the respondents

assign most importance to canteen (2.74) followed by the facilities for

training and education (2.60). The respondents assign least importance to

facilities for storing, drying and clothing (2.21) followed by transport

facilities (2.38).

212

TABLE 4.56

Respondents’ Level of Acceptance towards Impact of Labour

Welfare Measures

Level of Acceptance

Statements St

rong

ly

Agr

ee

Agr

ee

Nei

ther

Agr

ee

nor D

isagr

ee

Disa

gree

Stro

ngly

D

isagr

ee Total Mean

Score

Improves HRD climate

187 (42.11)

108 (24.33)

99 (22.30)

50 (11.26)

0 (0.00)

444 (100.00)

3.97

Reduces employee absenteeism and turnover

150 (33.78)

166 (37.39)

70 (15.77)

58 (13.06)

0 (0.00)

444 (100.00)

3.92

Increases job satisfaction

184 (41.44)

134 (30.18)

71 (15.99)

55 (12.39)

0 (0.00)

444 (100.00)

4.01

Increases productivity

147 (33.11)

144 (32.43)

93 (20.95)

60 (13.51)

0 (0.00)

444 (100.00)

3.85

Reduces wastages and damages

152 (34.23)

127 (28.62)

91 (20.49)

70 (15.76)

4 (0.90)

444 (100.00)

3.80

Creates industrial relations

159 (35.81)

126 (28.38)

100 (22.52)

53 (11.94)

6 (1.35)

444 (100.00)

3.85

Builds greater loyalty

160 (36.03)

159 (35.82)

61 (13.74)

64 (14.41)

0 (0.00)

444 (100.00)

3.93

Enables organizational stability

139 (31.31)

167 (37.61)

67 (15.09)

69 (15.54)

2 (0.45)

444 (100.00)

3.84

Helps team spirit

112 (25.23)

163 (36.71)

75 (16.89)

84 (18.92)

10 (2.25)

444 (100.00)

3.64

Improves quality of work life

148 (33.33)

117 (26.35)

89 (20.05)

73 (16.44)

17 (3.83)

444 (100.00)

3.69

213

Prevents social evils

111 (25.00)

181 (40.77)

62 (13.96)

80 (18.02)

10 (2.25)

444 (100.00)

3.68

Improves physical & mental health

135 (30.41)

177 (39.85)

58 (13.07)

74 (16.67)

0 (0.00)

444 (100.00)

3.84

Overall 149

(33.55) 147

(33.10) 78

(17.56) 66

(14.86) 4

(0.90) 444

(100.00) 3.83


Table 4.56 throws light on the respondents’ level of acceptance

towards impact of labour welfare measures in the select sugar mills. Out of

444 respondents, majority of the respondents indicate that they strongly

agree (33.55%) with the impact of labour welfare measures in the select

sugar mills, followed closely by agree (33.10%) and neither agree nor

disagree (17.56%). 14.86% and 0.90% of the respondents disagree and

strongly disagree respectively with the impact of labour welfare measures.

The average acceptance score reveals that respondents have a higher

acceptance level (4.01) towards the role of labour welfare measures in

improving job satisfaction of employees, followed by its role in improving

HRD climate (3.97), and reducing employee absenteeism and turnover

(3.92). On the other hand, the respondents have a lower acceptance level

towards role of labour welfare measures in building team spirit (2.64),

followed by its role in preventing social evils (2.68).

214

TABLE 4.57

Respondents’ Problems with Labour Welfare Measures

Problem No. of Respondents Percentage

Poor quality of first aid appliances 281 63.28

Inadequate facilities for training and education 288 64.86

Lack of guidance and counseling 291 65.54

Lack of career advancement facilities 298 67.11

Inadequate social security measures 318 71.62

Poor maintenance of rest and lunch room 323 72.74

Poor standard of canteen 329 74.09

Work stress 330 74.32

Inadequate sports and recreational facilities 331 74.54

Inadequate benefits for dependants 333 75.00

Inadequate incentives and bonus 349 78.60 Source: Primary Data

It is inferred from the above table that 63.68 per cent to 67.11 per

cent of the respondents have problems like poor quality of first aid

appliances, inadequate facilities for training and education, lack of guidance

and counseling, and lack of career advancement facilities. 71.62 per cent to

74.54 per cent of the respondents have problems such as inadequate social

security measures, poor maintenance of rest and lunch room, poor standard

of canteen, work stress, and inadequate sports and recreational facilities.

75% and 78.60% of the respondents have problems of inadequate benefits

and inadequate incentives and bonus respectively.

215

TABLE 4.58

Respondents’ Suggestions for Improving the Standard of


Suggestion No. of Respondents Percentage

Quality first aid appliances 274 61.71

Facilities for training and education 278 62.61

Guidance and counseling 283 63.73

Facilities for career advancement 291 65.54

Adequate social security measures 308 69.36

Maintenance of rest and lunch room 318 71.62

Measures for control and reduction of stress 319 71.84

Improving standard of canteen 322 72.52

Adequate sports and recreational facilities 329 74.09

Reasonable benefits for dependants 331 74.54

Adequate incentives and bonus 338 76.12 Source: Primary Data

Quality first aid appliances, facilities for training and education,

adequate leave travel allowance, facilities for career advancement, guidance

and counseling, maintenance of rest and lunch room, measures for control

and reduction of stress, improving standard of canteen, adequate sports and

recreational facilities, reasonable benefits for dependants, and adequate

incentives and bonus suggestions of the respondents improve the standard

of labour welfare measures in the sugar mills in Tamil Nadu.

216

4.12. Summary

In this chapter, an attempt has been made to study the perception of

the employees towards labour welfare measures of the select sugar mills in

Tamil Nadu. For this reason 444 employees were selected from 3 sugar

mills. The selected personal characteristics are gender, age, education,

monthly salary, cadre, length of experience, and nature of employment. A

significant association is found in the satisfaction level of the respondents

belonging to different genders, age groups, education status groups, salary

groups, length of experience, and sugar mill they belong to towards labour

welfare measures of the select sugar mills. No significant association is

found in the satisfaction level of the respondents belonging to cadres

towards labour welfare measures of the select sugar mills. Poor quality of

first aid appliances, inadequate facilities for training and education, lack of

guidance and counseling, lack of career advancement facilities, inadequate

social security measures, poor maintenance of rest and lunch room, poor

standard of canteen, work stress, inadequate sports and recreational

facilities, inadequate benefits and inadequate incentives and bonus are the

problems of the employees with regard to labour welfare measures in the

select sugar mills. The respondents have suggested various measures to

improve the standard of labour welfare measures of the select sugar mills.

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