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V o
lu m
e 8
N u
m b
Referred Journal of CMR College of Engineering & Technology
ISSN (Online) : 2322-0449
A Model Proposition for Prescreening Candidates in Recruitment
Process Using Fuzzy Vikor Method
Murat Bolelli
(NAAC Accredited Institution with ‘A’ Grade)
ISSN ( ) : 2277-6753PRINT
and its effect on the Consumer Decision Making Process
Reshma Nikhat
Jnaneswar. K
Gayathri Ranjit
Shruti Balhara
Harbhajan Bansal
Impact of Quality of Work Life on Organisational CommitmentIndu Bala, Ramandeep Saini, B.B. Goyal
Mediating Role of Personal Accomplishment among Emotional Labour
Strategies and Teaching Satisfaction among Professional College Teachers
Jitha G. Nair
Tanvi Bhalala
for Consumer Electronics
Punit Kumar Mishra
Girish Kumar Srivastava
S. Rajeswari, D.Raghunatha Reddy
Development
A. Ramachandra Aryasri
with Reference to Dairy Industry
Menaka.Bammidi
with Reference to TSSPDCL
Mohd. Akbar Ali Khan
Mobile Data Usage Behavior: A Study on Bottom of the Pyramid MarketLeena Sharma
Cash to Cashless Economy: Challenges and OpportunitiesSaneem Fatima, Shakeel Ahmad
Indexed in Indian Citation Index (ICI), PROQUEST DATA BASE , Google Scholar JUSER DATA BASE, MIAR Data Base
Index Copernicus value 59.11, ISRA JOURNAL FACTOR 4.018, Sjifactor Impact factor 4.339, International Scientific Indexing Impact factor 1.332
Dr. A Kotishwar
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Major Dr. V.A. Narayana,
Dr. A Kotishwar, Managing Editors
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2 Professor, Department of Commerce , Bangalore University
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Accounting, Al-Buraimi University College
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SUMEDHA-Journal of Management Referred Journal of CMR College of Engineering & Technology
April-June2019, Volume 8, No. 2
S.
No.
Murat Bolelli* 1-19
Synergies and its effect on the Consumer Decision
Making Process
Turnover Intention in Information Technology
Industry in Kerala
Jnaneswar. K*, Gayathri
Dimensions on Organizational Performance: An
Empirical Analysis
Commitment
Satisfaction among Professional College Teachers
Jitha G. Nair* 73-82
Analysis in India
Tanvi Bhalala* 83-96
Rural Jharkhand for Consumer Electronics
Punit Kumar Mishra*, Girish
Methodologies in Digital Age - A Comparison
between Manufacturing and Service Industry
S. Rajeshwari*, D.Raghunatha
Potential Areas for Development
K. Renuka Raju*, Shakeel
Menaka.Bammidi*, Puppala.
Satisfaction With Reference to TSSPDCL
M. Ramu*, Mohd. Akbar Ali
Khan**
148-156
A Study on Bottom of the Pyramid Market
Leena Sharma* 157-169
Saneem Fatima*, Shakeel Ahmad**
Chief Editor Message
As SUMEDHA Journal of Management Thirtieth issue, We look forward to the momentous
growth of our Journal, increasing in their appeal, readership and relevance to the fast-changing
world of Business Management. During these six years journey our journal has been critically
evaluated by various institutions with similar line of interest and faculty fraternity. We have
been consistently seeking advice from experts to continuously improve the quality of the
journal. Our journal has got UGC Approval Journal (Serial No : 46802 ), Indexed in Indian
Citation Index (ICI), PROQUEST Database, Google scholar JUSER Database, MIAR Data
Base, Index Copernicus value 59.11, ISRA Journal Factor 4.018, Sjifactor Impact factor 4.339,
International Scientific Indexing Impact factor 1.332. On behalf of the Management, Editorial
Board and Editorial Team, I express my profound gratitude to all our authors, reviewers,
readers and patrons for offering their overwhelming support and I anticipate a continued
and lively partnership for years to come.
All of us recognize the necessity for change, which results in progress. It gives way to new
ideas and perspectives reflecting the current and emerging environment, which builds on
the solid foundations of the past.
Last but not least valuable would be your response and suggestions on this issue. Kindly
send us your views so that we can keep on upgrading our journal.
Thanking you Dr. A Kotishwar
Chief Editor
Indu Bala*, Ramandeep Saini**, B.B. Goyal***
- 58 -
SUMEDHA-Journal of Management Referred Journal of CMR College of Engineering & Technology April-June 2019, Volume 8, No. 2, pp 58-72 ISSN: 2277-6753 (Print) ISSN: 2322-0449 (Online) http://cmrcetmba.in/sumedha/
Impact of Quality of Work Life on Organisational Commitment
* Research Scholar (Management Department), IKGujral Punjab Technical University, Kapurthala.
** Professor, Business Management, Chandigarh Group of Colleges, Landran, Mohali.
*** Professor, University Business School, Panjab University, Chandigarh.
Abstract
The purpose of this research was to analyze the impact of quality of work life
on organizational commitment among faculty member of higher educational
institutions. Organizational commitment is a key to organizational success.
If an employee is highly committed, it helps to achieve organizational
objectives properly. The quality of work life plays a significant role to the
commitment of the employees. This study has been competed with descriptive
research design which was conducted thoroughly using a structured
questionnaire. Under this research 300 respondents were taken, out of which
150 from public institutions and 150 from private institutions. Also for
presenting and analyzing the data, both descriptive and inferential statistics
were used. Based on the results of discussion certain vital findings were
made. The majority of the respondents exhibited satisfactory level of quality
of work life and organizational commitment. According to the analyzed data,
moderate positive correlation could be seen between quality of work life and
organizational commitment and it is statistically significant.
Keywords: Quality of work life, organizational commitment, public
institutions, private institutions, positive correlation.
JEL CODE: J12, L29, M19.
PUBLISHING CHRONOLOGY
JANUARY 15, 2019;
PAPER ACCEPTANCE DATE :
FEBRUARY 22, 2019
be made as follows:
Indu Bala, Ramandeep Saini,
on Organisational Commitment
" SUMEDHA Journal of
(58-72)
- 59 -
1. INTRODUCTION
Organization is faced with a challenge of managing its employees' commitment to ensure sustainability. A committed organizational member tries to give their full dedication to the organization.Organizations whose members have higher levels of commitment show higher performance and productivity and lower levels of absenteeism and tardiness (Cohen, 2003, p 18). Commitmentof the employees is must for a successful organization. This study is basedon higher educational institutions. Different private and public institutions of Punjab were taken for the survey. The study is limited to 150 faculty members teaching professional courses and 150 faculty members teaching non-professional courses from these institutions. Organizational commitment of the employees, if low, leads to high turnover intention and actual turnover. High turnover brings destruction to the organization in the form of direct and indirect cost (Allen & Meyer, 1996). Accordingly number of researches has conducted to identify the impact of quality of work life on organizational commitment. According to a research conducted by Normala, (2010) indicate that there was a relationship between quality of work life and organizational commitment. A high quality of work life (QWL) is essential for organizations to continue to attract and retain employee.Saraji and Dargahi (2006) found that Quality of work of life is the comprehensive designed program to improve employee satisfaction, strengthening workplace learning and helping employees for their betterment. When the talk is about educational institution,it demands the best faculty members for teaching. Faculty member's dedication will get increase if they are provided with good working conditions.Organisational commitment is a term that is needed in each and every employee for the best workout. Enhancing the level of Quality of work life is one of the most important concept for theeducational institutions, as is the case for organizations; it demands to pay more attention to their quality of work life and improve their working conditions. Under present study, attempt has been done to find out the commitment of faculty members teaching professional and non-professional courses. In other words, the present research tries to find out the impact of quality of work life on organisational commitment.
2. LITERATURE REVIEW
Pallavi, Kulkarni (2013) in their research titled training and development and quality of work life, based on the reviews it was concluded the training moulds the employee's attitude and helps them to achieve a better co-operation within the organization. Training and development program improve the quality of work life by creating an employee supportive workplace
K. R.Nia & Maryam Maleki (2013) studied the relationship between quality of work life and organizational commitment of academicians and showed that there is positive relation between the QWL and organisational commitment. Study summarizes that organisation commitment is the result high QWL.
According to Hussain et al. (2014),"There is a good condition between the quality of work life and teachers' job satisfaction, but it's needed a lot of welfare services for better effectiveness of the quality of work life. The community and education are very important to determine teachers' attitudes and applications at workplace. The community can cause a good condition
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of teachers' mental by providing sufficient educational facilities and reducing job stresses. Thus it causes to increase their interest to teach and job satisfaction.
Hadi Farid et al. (2015) showed that there is a high significant relationship between quality of work life and organizational commitment amongst academician. This study also contributes to the existing literature and suggests improving human resource development strategies on how the related ministry and universities could improve their employees' commitment.
Tanaya Nayak and Chandan Kumar Sahoo (2015) found that employee commitment acts as a significant relationship between quality of work life and organisational performance. Study concludes by stating positive policy design and appropriate initiative to improve QWL may improve organisational commitment. Study also emphasised on having better QWL can attract and retain qualified and motivated employees which can possibly lead to enhance quality of services in health care organisation.
P Singh (2017) In India by exploring quality of work life functions in various public-sector units found to be positive correlation between the variable and indicated one among the powerful management tool which significantly contribute to employee motivation.
P.N. Huynh (2017) There are several factors that influences Quality of work life.Positive relationship between implicit ethics institutionalization and quality of work life.
D Kara et al. (2018) Transformational and transactional leadership styles were significant predictors of quality of work life and gender and income were not significant antecedents of QWL.
3. OBJECTIVE OF THE STUDY
• To study the impact of quality of work on organisational commitment.
4. RESEARCH METHODOLOGY
The research adopts a descriptive research design. Structured Questionnaire is used for data collection. Stratified Sampling technique is used. SPSS 21 is used for analysis purpose. The study is based on the primary as well as on secondary data. Questionnaire is get filled from different public and private institutions. 300 samples were selected where 150 from public institutions and 150 from private institutions. Questionnaire is divided in 2 parts based on quality of work life and organizational commitment. Under quality of work life the questionnaire is divided into 8 sections. The first section is containing questions related to demographic information of the respondents. The three sections are set of questions related to dimensions of QWL (independent variables). Finally, the last section consists of questions on OC (dependent variables), which is divided based on affective, continuance and normative commitment. Secondary Data is used in the research is collected from internet, newspaper, existing literature, magazines etc. Analysis tool was descriptive and inferential statistics has been used. In inferential statistics t test, multiple regression, and correlation has been applied.
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4.1. RESEARCH METHODOLOGY
The research tool that was used consisted of a questionnaire based on Walton's (1975) QWL scale and Meyer and Allen's (1990) organizational commitment scale. The questionnaire contained details pertaining to eight dimensions of QWL which are listed below:
PART 1 Organizational factors
• Growth and security - 6 statements
Environmental factors
• Social Relevance -6 statements
PART 2 ORGANIZATIONAL COMMITMENT
• Affective commitment - 5 statements
• Continuance commitment - 4 statements
• Normative commitment - 4 statements
4.2. VALIDITY AND RELIABILITY OF QUESTIONNAIRE
There are two important component associated with the questionnaire. One is reliability and other one is validity.
For the validity of the questionnaire we have done a pilot study by taking 20 respondents each from the government and private institutions/colleges and have seen that the questionnaire was well understood by the respondents and there was no flaws reported by the respondents.
Reliability is related to the consistency of the measure. In order to measure the reliability we have used Cronbach's Alpha technique. A questionnaire is considered to be well consistent if the value of Cronbach's Alpha lies between 0.6 -0.7 or higher.
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As discussed earlier four important factors have been taken for meeting our objectives which are organizational factors (development of human capacity, adequate and fair compensation and growth and security), environmental factors (safe and healthy working conditions and social Relevance), personal factors (social integration and constitutionalism and total life space) and organizational commitment (affective commitment, Continuance Commitment and normative commitment).
The results of the Cronbach's Alpha are summarized in the table given below.
Table no. 1 Cronbach's Alpha Scores
Organizational Factors
1 Development of Human Capacity 5 .743
2 Adequate and Fair Compensation 5 .682
3 Growth and Security 6 .880
Environmental Factors
5 Social Relevance 6 .639
Personal Factors
7 Constitutionalism 4 .822
Organizational Commitment
Overall Score = 8.0
Source; author's on compilation from primary data
So it can be seen from the above table that all Cronbach's Alpha scores are more than .6 and the overall score is 8.0 which is very good. So from here we can conclude that scale we are using is reliable.
5. DATA ANALYSIS
Out of the 300 respondents, 50 percent of the respondents belong to public institution and 50 percent of the respondents belong to Private institution. So the proportion of the respondents from the public and the private institution is same. 37 percent of the respondents are male and 63 percent of the respondents are female. Out of which, 30.7 percent of the respondents belong to 22-31 years whereas under the age of 42-51 years there are 27.7 percent of the respondents followed by the age category 32-41 years in which there are 27.2 percent of the
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respondents. Finally in the age category 52 years and more there are 14.5 percent of the respondents. 52.7 percent of the respondents are teaching professional courses and 47.3 percent of the respondents are teaching nonprofessional courses.
An attempt has been made to analyze the impact of the quality of work life on organizational commitment. For this first of all total score on all statements of the three main factors taken for the quality of work life (Organizational Factors, Environmental factors and Personal factors) were calculated, similarly the total score of all statements of factors responsible for organizational commitment (Affective Commitment, Continuance Commitment and Normative Commitment) were calculated.
The correlation between quality of work life and organizational commitment is as under table:
Table No. 2 Correlation analysis between quality of work life and organizational commitment
Factors Affective
Environmental .302*(.010) .212** (.000) -.002(.968)
Personal .414** (.006) .295** (.000) .324** (.014)
(*Correlation is significant at 5% level of significance, ** Correlation is significant at 1% level of significance, value in the parenthesis is significant values)
As it is clear from the above table that correlation between organizational factor and affective commitment is .260 and it is highly significant, correlation between organizational factors and continuance commitment is .333 and is highly significant. Finally the correlation of organizational factors and normative commitment is .352 which is also highly significant.
Next the correlation between the environmental factors and affective commitment is .302 and is significant, correlation between environmental factors and the continuance commitment is .212 and is highly significant and the correlation between environmental factors and normative commitment is almost zero, negative and non-significant.
Finally the correlation between personal factors with affective commitment, continuance commitment and normative commitment are .414, .295 and .324 respectively and all of the correlations are significant.
So from here it can be concluded that there is significant relationship between all of the factors responsible for the quality of the work life and organizational commitment, except the relationship between environmental factors and normative commitment where the correlation is almost zero and non-significant.
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Further to find out the impact of quality of work life and organizational commitment three multiple regression models have been set up. Before setting these models all the basic needs for applying regression models were checked which include normality of the data, multicollinearity and homoscedasticity etc. It is found that data is perfectly fine for applying the multiple regression models.
In first model, the impact of factors of the quality of work life on first factor of organizational commitment (affective commitment) is studied. In the second model the impact of factors of the quality of work life on second factor of organizational commitment (continuance commitment) is studied. In the third model the impact of factors of the quality of work life on third factor of organizational commitment (normative commitment) is studied.
5.1. IMPACT OF QUALITY OF WORK LIFE ON AFFECTIVE COMMITMENT (FIRST MODEL) The first model for the same is as given below
Y (affective commitment) = b 0 + b
1 X
Here b 0 is the intercept of the model b
1 , b
error. The X 1 (organizational factors), X
2 (environmental factors) and X
3 (personal factors) are
the independent variableswhose impact has to be studied on the dependent variable Y (affective commitment)
The analysis of the model is explained as under:
Table no. 3 Model summary of first model
R R2 Adjusted R2 Standard Error
.353 .125 .116 3.90459
From the above table it is evident that value of R 2 is .125, which suggests that the independent
variables are responsible for 12.5% of the variations in the dependent variables with a standard error of 3.90459.
Now has a look below on the analysis of variance table which tells us whether proposed multiple regressions model is significant or not.
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Model Sum of
Residual 4512.761 296 15.246
From the above table it is quite clear that the F value is 14.089 and the value is highly significant. So the model is significant.
The table below provides us an estimate about intercept and the regression coefficients.
Table no. 5 Coefficients of first model
Model Unstandardized
Organizational Factors .144 .027 .291 5.222 .000
Environmental Factors .041 .031 .075 1.327 .186
Personal Factors .073 .033 .123 2.221 .027
From the above table it is clear that value of b 0 , b
1 , b
and .073 respectively.
1 (organizational factors) + .041X
factors) + .073X 3 (personal factors)
From here it can be concluded that one unit increase in the value of the organizational factors increases the .14 units change in the affective commitment and this value is highly significant as can be seen from the sig value column where the value is .000 which suggest the value to be significant at 1% level of significance means the value .14 is highly significant.
Further one unit change in the value of the environmental factors can bring .041 units change in the affective commitment. But this value is insignificant.
Finally one unit change in the personal factor can contribute to .073 unit change in the affective commitment and this value is significant as sig value is .027 which is less than .05.
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So from here it can be concluded that organizational, environmental and personal factors have significant and positive impact on the affective commitment except environmental factors, where the value is of course positive but is insignificant.
5.2. IMPACT OF QUALITY OF WORK LIFE OF CONTINUANCE COMMITMENT (SECOND MODEL) The second model for the same is as given below
Y (continuance commitment) = b 0 + b
1 X
3 (personal factors) + e
Here b0 is the intercept of the model b1, b2 and b3 are the regression coefficients and e is the error. The X1 (organizational factors), X2 (environmental factors) and X3 (personal factors) are the independent variableswhose impact has to be studied on the dependent variable (continuance commitment)
Table no. 6Model summary of second model
.369 .136 .128 3.31828
From the above table it is evident that value of R2 is .128, which suggests that the independent variables are responsible for 12.8% of the variations in the dependent variables with a standard error of 3.31828
Table given below is the analysis of variance table which tells us whether proposed multiple regressions model is significant or not.
Table no. 7Analysis of Variance
Model Sum of
Residual 3259.257 296 11.011
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The table below provides us an estimate about intercept and the regression coefficients.
Table no. 8 Coefficients of second model
Environmental Factors .111 .026 .237 4.236 .000
From the above table it is clear that value of b0, b1, b2, and b3 are respectively 1.684, .050, .111 and .094 respectively.
So finally the model becomes:
Y (Continuance commitment) = 1.684 + .050X1 (organizational factors) + .111X2 (environmental
factors) + .094X3 (personal factors)
From here it can be concluded that one unit increase in the value of the organizational factors increases the .050 units change in the continuance commitment and this value is significant as can be seen from the sig value column where the value is .033 and is significant at 5% level of significance.
Further one unit change in the value of the environmental factors can bring .111 units change in the continuance commitment and this value is highly significant.
Finally one unit change in the personal factor can contribute to .094 unit change in the continuance commitment this value is also highly significant.
So from here it is evident that organizational, environmental and personal factors have significant, highly significant and highly significant impact respectively on the continuance commitment. Also all the independent variables have positive impact.
5.3. IMPACT OF QUALITY OF WORK LIFE ON NORMATIVE COMMITMENT (THIRD MODEL) The third model for the same is as given below
Y (Normative commitment) = b 0 + b
1 X
Here b 0 is the intercept of the model b
1 , b
error. The X 1 (organizational factors), X
2 (environmental factors) and X
3 (personal factors) are
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the independent variableswhose impact has to be studied on the dependent variable (normative commitment)
Table no. 9Model summary of third model
.197 .039 .029 3.40388
From the above table it is evident that value of R 2 is .029, which suggests that the independent
variables are responsible for 2.9 % of the variations in the dependent variables with a standard error of 3.40388
Table given below is the analysis of variance table which tells us whether multiple regression model is significant or not.
Table no. 10 Analysis of Variance
Model Sum of
Residual 3429.580 296 11.586
The table given below provides us an estimate about intercept and the regression coefficients.
Table no. 11Coefficients of third model
Environmental Factors -.002 .027 -.005 -.090 .929
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From the above table it is clear that value of b 0 , b
1 , b
and .058 respectively.
So model becomes:
2 (environmental
factors) + .058X 3 (personal factors)
From here it is concluded that one unit increase in the value of the organizational factors increases the .061 units change in the normative commitment and this value is highly significant as can be seen from the sig value column where the value is .012 and is significant at 1% level of significance.
Further one unit change in the value of the environmental factors can bring -.002 units change in the normative commitment and this value is insignificant. So the environmental factors have negative and insignificant impact on the normative commitment.
Finally one unit change in the personal factor can contribute to .058 unit change in the normative commitment this value is significant.
So finally it is concluded that organizational, environmental and personal factors have highly significant, insignificant and significant impact respectively on the normative commitment. Also this impact is positive for the organizational and personal factors but is negative with the environmental factors.
5. CONCLUSION
The study was carried out to identify the impact of quality of work life on organizational commitment among the faculty member of higher educational institutions. By distributing questionnaire, the data was gathered for this study. This study covers a sample of 150 faculty members from public institutions and 150 faculty members from private institutions, selected rationally from the 4 district of Punjab. The results indicate that organizational, environmental and personal factors have significant and positive impact on the affective commitment except environmental factors, where the value is of course positive but is insignificant. Organizational, environmental and personal factors have significant, highly significant and highly significant impact respectively on the continuance commitment. Also all the independent variables have positive impact.Whereas organizational,environmental and personal factors have highly significant, insignificantandsignificantimpact respectively on the normative commitment. Also this impact is positive for the organizational and personal factors but is negative with the environmental factors.
When we talk about the normative commitment, it is a sense of obligation to the organization. The employee feels to stay with the organization, because he/she feels its right thing to do. In the survey, environmental factors have negative and insignificant impact. Under environmental factors come the questions regarding safety and health conditions and the social relevance. It's clear from the survey, the faculty members feel its duty to teach the
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students and remain in the organization and these two factors are not responsible for their decision whether to remain in the organization or to leave it.Ellenbecker and Cushman (2012) considered thereasons of commitment and they defined organizational commitment as the various reasons that drive an employee's attachment to an organization. Some of these reasons included moral attachment, emotional attachment, and obligation (Balassiano & Salles, 2012; Ellenbecker & Cushman, 2012). Dey (2012) went beyond an employee's attachment and willingness to help the organization succeed, and added the employee's willingness to stay with the organization. It is important to note that different types of organizational commitment have different effects on employee retention or turnover intention (Yücel, 2012). Job satisfaction is another commonly known driver of turnover intention (Kim & Jogaratnam, 2010). Some researcher focus on the working women only. The determinants are same but they finds that the monthly income and nature of family have impact on QWL (P.Balaji et al. 2018).
In addition, Long and Thean (2011) found leadership style as a significant driver of employee turnover intention. Some researchers have also found workplace justice as a significant driver of turnover intention (Cantor, Macdonald, & Crum, 2011).
In the situation of almost unlimited possibilities of changing job, organizations are increasingly focused on retaining employees with core competencies and those offering added value to the enterprise. The researchers' and practitioners' attention is focused on affective commitment as the one generating significant benefits to the organization, whereas the importance of normative commitment seems to be underestimated. It is often indicated in the literature sources that the normative commitment creates added value for the organization. (Dagmara Lewicka et al.2016, pp.7 1). The employees exhibiting a high level of normative commitment typically avail their energy and skills to the organization due to the fact that they feel a deep sense of such behavior [Valaei and Rezaei 2016, pp. 1663-1694]. The research also shows that this form of demeanor buoys up their affective commitment [Meyer et al. 2002, pp. 20-52].When we talk about the quality of work life, it has a positive impact on the organizational commitment of the staff too, and from among the components of commitment, affective commitment predicts quality of work life more than other components. This result supports the results of previous researches (Asgari et al., 2011; Fields et al., 1992; Huang et al., 2007). Donaldson(2000) statesthat quality of work life explains differences in the level of organizational commitment. Quality of work life has significant relationships with organizational commitment (Asgari et al., 2011).
6. SCOPE FOR FURTHER RESEARCH
The findings of the present study arelimited in its scope with respect to many aspects. The results can be made more explanatory if a number offuture scientific researches are conducted in this area. Regular assessment of quality of work life can potentially provide organizations with important information about the welfare of its employees such as organisational commitment. For a better analysis of quality of work life every dimension of quality of work life can be studied individually and further dimensions can also be added. This study can be
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done among the employees of cooperative sector and foreign banks. The researcher is pleased to offer further research in the area of finding out strategies to improve QWL and to increase organisational commitment. This study can be extended beyond the limits of public and private sector. Service sectors such as insurance, post office and railways are potential areas for further research. Different banks can be considered and compared with other sectors. Hence there is a good scope for further research
7. LIMITATION OF THE STUDY
The most obvious limitation of the study is the data collection. The data collection was confined to only 4 district of Punjab chosen rationally. The sample for the present study comprised of 150 faculty from private and 150 from public institutions. There are chances of getting different results with large sample size. The present study has relied largely on quantitative methodology of data collection. Therefore, more of qualitative methodology of data collection should be undertaken in future to provide wider perspective to the present study.
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