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RESEARCH OVERVIEW
- Introduction
- Research Background
- Research Problem
- Research Objectives
- General Objective
- Specific Objectives
- Research Questions
- Hypotheses of the Research
- Research Significance
- Chapter Layout
- Conclusion
This study examines the relationship between adequate and fair compensation, work environment and QWL for employees in the banking industry. RO1: To examine the relationship between adequate and fair compensation and quality of work life for employees in the banking industry in Malaysia. RO2: To examine the relationship between work environment and quality of work life for employees in the banking industry in Malaysia.
H1: There is a significant relationship between adequate and fair remuneration and the quality of work life (QWL) of employees in the banking sector in Malaysia.
Literature Review
- Introduction
- Theoretical Perspective
- Need Satisfaction Model (Maslow’s Need Hierarchy Theory)
- Review of the Literature
- Quality of Work Life
- Adequate and Fair Compensation
- Working Environment
- Proposed Conceptual Framework
- Hypotheses Development
- Relationship between adequate and fair compensation with quality work life (QWL)
- Relationship between working environment with quality work life (QWL)
- Conclusion
Thus, QWL is operationally defined as quality of relationship between the employees, adequate and fair compensation and work environment. This research study will examine the relationship between adequate and fair compensation and work environment with the QWL. H2: There is significant relationship between the work environment and the quality of work life (QWL) of employees in the banking industry in Malaysia.
In this chapter, two independent variables have been discussed in the literature review, namely adequate and fair remuneration and working environment, and the dependent variable, the quality of working life (QWL).
Research Methodology
- Introduction
- Research design
- Data collection methods
- Primary data
- Secondary data
- Sampling design
- Target population
- Sampling frame and sampling location
- Sampling elements
- Sampling technique
- Sampling size
- Research instrument
- Questionnaire design
- Pilot test
- Constructs measurement
- Origin of constructs
- Scale of measurement
- Data processing
- Data checking
- Data editing
- Data coding
- Data transcribing
- Data analysis
- Descriptive analysis
- Reliability analysis
- Inferential analysis
- Conclusion
A self-administered questionnaire consisting of 33 items was distributed to employees in the banking sector in Malaysia for primary data collection. Secondary data such as journal articles, books and school websites can be used to obtain data and achieve the research objectives. Therefore, understanding the factors that affect the QWL of employees in the banking sector can better improve the performance of the banking sector in Malaysia.
A sampling frame consists of a list of all components of the population from which the sample is drawn (Glen, 2014). In this study, only the workers in the banking sector in Malaysia have the opportunity to be selected to participate in the survey. It requires respondents to answer each of the questions to obtain respondents' opinion on the factors that affect QWL, namely adequate and fair pay and work environment.
If the questionnaire contains incorrect, vague or missing answers, it may affect the results of the study. Any missing, incomplete and unreasonable data will be left behind to ensure the validity of the data. Reliability analysis allows the researcher to study the characteristic of the measurement scale and the composition of scale items (IBM Docs., 2021).
H1: There is a significant relationship between adequate and fair remuneration and the quality of work life (QWL) of employees in the banking sector in Malaysia. H2: There is a significant relationship between the work environment and the quality of work life (QWL) of employees in the banking sector in Malaysia.
Data Analysis
- Introduction
- Descriptive Analysis
- Respondent Demographic Profile
- Central Tendencies Measurement of Constructs
- Scale Measurement
- Reliability
- Inferential Analysis
- Pearson Correlations Coefficient
The following table and pie chart will summarize the result of the demographic profile of the respondent. The result shows that female respondents are more than male respondents in surveys. Respondents aged 41 and over have and there are no respondents aged 20 and over.
There is only one respondent (0.9%) with a study qualification in SPM and no one has a PhD level. Then there are 14 respondents who have been working in the banking sector for more than 15 years, accounting for 12.6%. Subsequently, there are few respondents who receive a monthly salary of more than RM8,000, only 7 (6.3%) respondents and only one respondent who receives a monthly salary of RM2,000 and below.
In short, the majority of the respondents are female who are 21 to 30 years old, and they are Chinese or Malay with qualification of study in Bachelor degree. Most of the respondents have been working in the banking industry for less than 10 years with a position of counter executive or clerk and more than half of the respondents receive a monthly salary between RM2001 and RM5000. Therefore, it may indicate that most of the respondents agree or are satisfied with the items.
Most of the data points are close to the mean ranging between 3 (Neutral) to 4 (Agree). As stated in chapter 3, researchers applied Pearson correlation coefficient and multiple regression analysis to analyze the 2 hypotheses presented in this study, H1: There is significant relationship between adequate and fair compensation and the QWL of employee in the banking industry in Malaysia and H2: There is a significant relationship between work environment and the QWL of employees in the banking industry in Malaysia.
Pearson Correlations Coefficient
Multiple Regression Analysis
Model Summary
The strength of the correlation between the variables can be considered very strong as it lies between ±0.81 and ±1.00. In addition, independent variables (adequate and fair pay and work environment) accounted for 85.4 percent of the variance with the dependent variable (quality of work). However, there is still 14.6 percent unexplained by the model used, meaning that there are other factors that have a significant impact on the quality of life of bank employees in the banking sector in Malaysia.
ANOVA a
Thus, variance in QWL can be significantly explained by adequate and fair compensation and work environment.
Coefficients a
Conclusion
In the next chapter, the results will be used to examine how the findings of the study can be useful to society in the future.
Discussion, Conclusion, and Implications
- Introduction
- Summary of the Findings
- Discussion of Major Findings
- Adequate and Fair Compensation
- Working Environment
- Implication of the Study
- Theoretical Implication
- Practical Implication
- Limitations of the Study
- Recommendations for Future Research
- Conclusion
From the data, working environment has 0.553 standardized coefficient of Beta value, while appropriate and fair compensation has a Beta value of 0.398. According to the result, sufficient and fair is positive for the quality of working life for employees in the banking industry. The working environment also has a positive effect on the quality of working life for employees in the banking industry.
Compared to adequate and fair compensation, work environment has a stronger relationship with quality work life. Work environment has a Beta value of 0.553, however adequate and fair compensation has a Beta value of 0.398. Thus, the results of the current study provide further understanding and awareness to society about adequate and fair compensation, work environment and employee QWL.
The findings of the study also show that adequate and fair compensation and work environment are positively important for the quality work life of employees in the banking industry. However, work environment has a stronger relationship with quality work life than adequate and fair compensation. The role of adequate and fair compensation and work environment has been proven to be significantly and positively related to the QWL of bank employees in Malaysia.
The association of work environment with QWL is even stronger than adequate and fair compensation. By analyzing the collected data with a reliability test, Pearson's correlation tests and multiple regression analysis, the result of the analysis found that both independent variables adequate and fair pay and work environment have a significant correlation with the QWL of banking employees. industry in Malaysia.
Factors affecting the quality of work life: An analysis on employees of private limited companies in Bangladesh. Comparative study on the quality of work life of bank employees in the private and public sectors. Quality of work life and contribution to productivity: Assessing the moderating effects of burnout syndrome.
Quality of work life among Malaysian OSH staff and general employees from different industries in Malaysia. Effect of job quality on job satisfaction and organizational performance: an analysis of structural equations. Quality of Working Life in Banks - A Comparative Study of Public and Private Sector of Kottayam District.
Employee retention strategy for quality of work life (QWL) dimensions of private commercial banks in Bangladesh. Factors Affecting Quality of Work Life in Indian Banking Industry - An Empirical Study. A new measure of quality of work life (QWL) based on need satisfaction and spillover theories.
Job satisfaction and quality of working life of employees in private sector banks, with a special focus on Ernakulam district. Employee expectations and its impact on the quality of work of workers in the Indian crackers industry.
Appendices
Reliability Statistics for pilot test
Reliability Statistics for actual test
Appendices III: Descriptive Analysis – Central Tendencies Measurement of Constructs
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