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Pre Ph.

D Presentation
For Doctorate of Philosophy Degree
Quality Of Work Life Of Employees Of Pharmaceutical
Companies Of Gujarat: A Case Study On Five Branded
Pharmaceutical Companies.

Submitted to
Faculty of Commerce,
Pacific Academy of Higher Education and Research University,

Guided By:
Dr. Yogesh Jain

Presented By:
Renil Thomas
What is Quality of Work Life?
Quality of Work Life (QWL) : Robbins in the year
1989 defined Quality of Work Life (QWL) as
A process by which an organization responds to employee
needs by developing mechanisms to allow them to share
fully in making the decisions that design their lives at work.
The key concepts captured and discussed in the
existing literature include job security, better reward
systems, higher pay, opportunity for growth,
participative groups, and increased organizational
productivity, among others.
Why Gujarat Pharmaceutical units?
The state of Gujarat commands:
42 % share of Indias pharmaceutical turnover
22 % share of exports.
52,000 people are employed in
over 3500 units of pharmaceutical sector,
which has witnessed 54 percent CAGR in capital
investments over the last three years in the Gujarat
With an increasing number of units increases the
workforce, which would further either increases or
decreases the work life quality.
Literature Review
Personality and Quality of Work Life
(ICFAI University Journal of Organisational Behaviour , Vol. VII No. 3, July 2008)
by Nirmala Kaushik and Manju Singh Tonk

The Research paper discusses the relationship between personality and quality
of work life, it was studied in the colleges and universities of Haryana.

Pearson Product Moment method of correlation was used to find correlations

between the Five Dimensions of personality namely
Neuroticism (N),
Extroversion (E),
Openness to experience (O),
Agreeableness (A) and
Conscientiousness (C)
were related to eight conceptual areas namely
Adequate income and Fair compensation, Safe and Healthy working conditions,
opportunities to use and develop human capacity, opportunity for career growth,
social integration in the work force, constitutionalism in work organization, work and
quality of life, and social relevance of work as identified by Walton in 1974.
Quality Of Work Life: Implications Of Career Dimensions
Raduan C. Rose, LooSeeBeh, JegakUli and KhairuddinIdris
(Journal of Social Sciences, June 2006, Volume 2, Issue 2, Pages 61-67)

This empirical study was done to predict QWL in

relation to career-related dimensions.
The sample consists of 475 managers from the free trade
zones in Malaysia for both the multinational
corporations (MNCs) and the small-medium industries
(SMIs) through structured questionnaire.
The result indicates that three exogenous variables are
significant: career satisfaction, career achievement and
career balance, with 63% of the variance in QWL.
An exploratory study on perceived quality of working life among sales professionals
employed in pharmaceutical, banking, finance and insurance companies in Mumbai.
(December 2009)

This study focused on the Quality of Working life of the sales

executives, keeping in mind their highly challenging and
insecure job profile and convenience in measuring their job
Data sample of 100 sales executives throught non probability
convenience sampling belonging to different sectors namely,
pharmaceuticals, banking, insurance and finance in the areas
of Andheri, Sakinaka, Hiranandhani, Powai, Thane and
Nariman Point in Mumbai.
sixty items was taken for the first trial, out of which fourteen
items were negative and were reverse scored during data
Research Methodology
Statement of Problem
Quality Of Work Life Of Employees Of
Pharmaceutical Companies Of Gujarat: A
Case Study On Five Branded
Pharmaceutical Companies.
Scope of Research
This study focuses on the plight of the employees and their
quality of work life in the fast developing Pharmaceutical
sector of Gujarat.
Research will be undertaken in five (5) leading pharmaceutical
companies of the state, where employees from all the three
levels of management and from various departments will be
asked to fill in the questionnaire.
This research plans to cover following pharmaceutical
companies :
Sun Pharmaceuticals Ltd.
Wockhardt ltd.
Mercury Laborataries ltd.
Comed Chemicals ltd.
Apothecon Pharmaceuticals Private Ltd.
Sample Design
Sample survey would be the method to be used in
this survey. Sample survey was conducted among the
employees of five pharmaceutical companies namely
Sun Pharmaceuticals Ltd.
Wockhardt ltd.
Mercury Laboratories ltd.
Comed Chemicals ltd.
Apothecon Pharmaceuticals Private Ltd.
Objectives of the proposed study
To Compare the Quality of Work life among selected
pharmaceutical companies in Gujarat.
Sun Pharmaceuticals Ltd.
Wockhardt ltd.
Mercury Laborataries ltd.
Comed Chemicals ltd.
Apothecon Pharmaceuticals Private Ltd.

To study the relationship between organisational

commitment and career advancement.
Ho : Workers are equally distributed within
the different quadrants of quality of work
Ho : Public = Private
Ho : Workers are positively related to the
changes of organizational commitment
and career advancement.
Sample Size
Sample size is 128 respondents,
Data Collection
Primary: Structured Questionnaires would be
used for the data collection for the above said

Secondary: From the annual reports of the

units, government records, commercial
newspapers, magazines, journals, articles,
websites and different books on quality of
work life and human resource management.
Limitation of Research
While preparing the questionnaire only a
smaller segment of the quality of work life is
taken into consideration.
The psychological conditions of the employees
are not considered.
A very limited field of study was used for this
purpose but this can serve as a pilot study for
the future research works especially in this
A very less number of psychological questions
have been added, more of such questions can
bring out varied answers.
Hypothesis testing
Ho: Workers are equally distributed within the different levels of quality of work life
H1: Workers are not equally distributed within the different levels of quality of work



Mean 1102.5 124.5 141.75 330.75 315

S.E.M. 383.4817466 65.32164011 69.60289146 58.86761277 21.9127056
S.D. 766.9634933 130.6432802 139.2057829 117.7352255 43.8254112
Variance 588233 17067.66667 19378.25 13861.58333 1920.666667
Sum 4410 498 567 1323 1260
N 4 4 4 4 4
Sum(x^2) 6626724 113204 138507 479167 402662
Sum^2/N 4862025 62001 80372.25 437582.25 396900
SS 1764699 51203 58134.75 41584.75 5762
1102.5 124.5 141.75 330.75 315
Total Sum 383.4817466 65.32164011 69.60289146 58.86761277 21.9127056
Total N 766.9634933 130.6432802 139.2057829 117.7352255 43.8254112
CF 588233 17067.66667 19378.25 13861.58333 1920.666667
Bartlett's Test for Homogeneity of Variance

Df Test Statistic P

4 23.3 *** (P<=0.001) 0


Factor SS Df Ms F(cal) P(F<=F(cal)) F(0.05)

A (Between 2592312. 5.05946424 ** 0.00876992 3.055568

4 648078.075
Groups) 3 8 (P<=0.01) 7 3

R(A) (Within 1921383. 128092.233

Groups) 5 3

AR (Total) 19

The tabulated is less than calculated value of the

statistic. So we reject the null hypothesis and for
the time being we accept that the Workers are NOT
equally distributed within the different levels of
quality of work life until a reason for such deviation
is being found.
H0 : Public = Private
t-Test (Assuming Equal Variances)
Unpaired Comparison for Means
Public Company Private Company
Mean 3150 879
S.E.M. 542 104
S.D. 766.5037508 147.0782105
Variance 587528 21632
Sum 6300 1758
N 2 2
Sum(x^2) 20432528 1566914
Sum(x)^2/N 19845000 1545282
Correction Factor 16232841

Df 2

Expected Difference 0

Common Variance 304580

t(cal) 4.114967818 N.S. (P>0.05) Two-sided
P(t<=t(cal)) Two-sided 0.054291739

t(0.05) Two-sided 4.3026527

Lower Conf. Limit of Difference -103.5809723

Upper Conf. Limit of Difference 4645.580972

F-Test for Equal Variances
F(cal) 27.16013314 Significant (P<=0.15)
P(F<=F(cal)) 0.12068889

F(0.15) 17.349722
t-Test for Unequal Variances (Aspin-Welch)
Var1/N1+Var2/N2 304580
We can conclude that the satisfaction
level of Private company employees
or the respondents from Private
Company is lower or less in
comparison with Public companies.
1. When we say the demographic distribution on the basis of the
gender the lead goes to the male segment rather than the female
segment. In all the companies SPL, MLL, WL, CCL, APL we can see
that out of the total number of the people survey 66:4, 3:5, 21:0,
5:4 and 20:0 was the ratio found in all the companies respectively.
2. These figures do give us some excerpts that the pharma
industry is figured out to be male dominated.
3. This distribution shows the survey taken from different levels of
hierarchy. The respondents were randomly selected and no
particular partial approach has been undertaken in this
4. Samples assembled at the research have a greater output from
permanent employees with 86 % output followed by 8 % from the
employees on probation and 4 % from employees on training.
5. There were no samples from employees on contractual basis.
Samples distributed on the basis of educational qualification shows that
maximum employees i.e. 73 % had completed their Post graduate studies
followed by 20% who were graduates.
7. Karl pearson model Correaltion analysis showed high positive correlation
among adequate and fair compensation and Job Satisfaction.
8. It was also observed during the correlational analysis that there is high
positive correlation among fair compensation and career development i.e.
people liked to stay with the company having not only good pay but also
good career development.
9. Correlation analysis showed high co relation with factors of fair
compensation and job security.
10. Analysis brought out high positive co relation of Job satisfaction with
constitutionalization of the work organization.
11. Work and total life space and social relevance of work life has least
impact or can be said has negative relation with Gender. That means if the
company is not sensitive towards the global / social sensitive issue it affects
the workforce equally irrespective of the gender.
The current study clearly brings out
appropriate remuneration, opportunities for
personal growth, Congenial work environment
and work life balance as the factors which
most significantly influence the quality of
work life of the employees engaged in the
State Pharmaceutical industry. It is therefore
suggested that while drafting retention
policies aimed at tackling the high attrition
rate of this industry these factors must be
keep in mind.
Draft of the thesis
On the basis of readings, data, information, discussions, inferences, etc. a
detailed report in the form of Thesis would be prepared to submit it for my Ph.
D. Degree examination. It would cover the following chapters:

Chapter 1. Introduction
Chapter 2. Review of Literature
Chapter 3. Research Methodology
Chapter 4. Case Study On Five Branded Pharmaceutical
Companies Quality Of Work Life Of Employees in
Chapter 5. Data Analysis and Interpretation
Chapter 6. Major findings and Suggestions
Chapter 7. Conclusion
Reference and Bibliography
Thank You