Asia Pacific Journal of Research Vol: I.

Issue XXIX, July 2015

ISSN: 2320-5504, E-ISSN-2347-4793

EMPLOYEES WELFARE MEASURES TOWARDS PRODUCTIVITY OF NEYVELI LIGNITE

CORPORATION LIMITED

Dr. K. VIJAYARANI
Professor and Head, Commerce Wing, DDE,
Annamalai University, Annamalainagar-608002

Mr. G. SURESH
Ph.D., Research Scholar, Department of Commerce,
Annamalai University, Annamalainagar-608002, Mobile-9597904933

ABSTRACT
The present study identified the employees working in the mines and thermal power station is more
affected with the health facilities, and safety measurements for the workers provided by the corporation. The
female employees are less satisfied with the recreational facility and the crèches in the provided by the
corporation. The extramural like facilities of medical, township administration, education, and vocational
training are also important factors among the employee productivity. This article highlights employees’
welfare programme towards productivity of Neyveli Lignite Corporation limited.

KEY WORDS: Neyveli Lignite Corporation limited (NLC), Employee Welfare, Productivity, Employee
Welfare‟ Facilities, Intra-mural Facility, Extra-mural Facility, Impact of Employees Welfare

INTRODUCTION
To begin with, ‘welfare’ in industry means providing medical assistance and services, a work
environment conductive to work environment conductive to `work as well as education facilities. The
emphasis on these services has arisen, mainly, form the concept of social responsibilities that the industry owes
to the community, in which it operates. an industry who owe their responsibility to the society, have provided
elaborate welfare measures for its workers and employees: educational facilities, housing, transportation,
cooperative societies, social clubs, medical facilities, library, sewing and embroidery classes for ladies, various
recreational facilities, etc. These facilities which are highly subsidized by the industrial organisation are
provided over and above the provisions of the labour laws.
We have used the word employees‟ welfare above. Let us explain its meaning and what it constitutes.
The word “labour welfare‟ is part parcel of the concept of social welfare. „Social welfare‟ means welfare of the
total society and welfare of the labour being a small part of it.
employeesvernment of India had set up a committee on Labour Welfare in 1969. The report of the
committee has referred to „welfare‟ as a broad concept implying a condition of well-being of labour. It has
mentioned measures which promote physical, general and psychological well-being of the working class,
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generally. As such, labour welfare means providing better working conditions; which includes proper lighting,
heat control, low noise pollution, toilets, drinking water measures, rest rooms, canteens, health, safety and
cleanliness, reasonable hours of work and holidays, besides welfare facilities like housing, education,
transportation, counseling and recreation.

WELFARE MEASURES
The term‟ Employee Welfare‟ refers to the facilities provided to employee inside and outside the
organization premises such as canteens, rest rooms and recreation facilities, housing and all other services that
contribute to the well being of employee and efficiency of workers.
Employee welfare facilities enable workers to live a richer and more satisfactory life. After employees
have been hired, trained and remunerated they need to be retained and maintained to serve the organization
better. Welfare facilities are designed to take care of the wellbeing of the employees, they do not generally
result in any monetary benefits to the employees nor are these facilities provided by employers alone,
government and non-governmental agencies and trade unions too contribute towards employee‟s benefits.

NEED AND IMPORTANCE OF THE STUDY

Employees‟ health, safety and welfare activities in India are urgently needed because India is an
industrial backward country and the working conditions are not satisfactory in Indian industries. The workers
are poor and illiterate. They are generally blamed for being irresponsible and lazy. Employees‟ health, safety
and welfare activities are necessary for improving their working conditions and their economic and living
standards. In modern society, economic development of laboureres plays a vital role in production. Hence, by
uplifting labour, the economic development of the nation increases markedly which in turn increases the
National productivity. In olden days, the employers suppressed the employees‟ by paying less salary and
extracting more work that too in an unsatisfactory working environment. This has created conflict between the
employer and the employee. To safeguard the employees from the ill-treatment of employer, the employee
trade unions were formed to solve their genuine problems.

STATEMENT OF THE PROBLEM

An organization is influenced by various human resources factors. The employees‟ welfare measure is
one of the factors penetrating in the life of employees those who are working in an organisation. The present
research is employees‟ welfare facility towards productivity in Neyveli Lignite Corporation limited. There are
large numbers of employees from different part of India are working in this organization. It cannot be expected
all the favourable and continence and comfortable arrangement in compare with own home town while they
are working. Further men and women it different age group have to be satisfied with some welfare facilities
according to their requirements. It would lead to some expectation in addition to their salary from NLC like
welfare facilities. Further, the NLC neither their full up the existing vacancies nor increase the number of
employees vacancies. This affected not only the employees welfare facilities enjoyed by existing employees
and also increased the burden of the present employees. The welfare facilities would encourage both men and
women employees to do their work smoothly and make peaceful working environment and reduce trade union
activities, if the NLC fill up carder position, this would leads to productivity of organization the NLC provide
study. This study explores the employees‟ welfare measures of NLC and seeks to find out which dimensions in
the employees‟ welfare significantly influence the level of productivity in NLC. However, employees view on
welfare measures and standard of labour welfare measures might be in different expectation. When both
expectations did not meet to certain extent, it would make conflict formal and informal trade unions are
functioning for the benefit of employees. Therefore this study became very important. The research will
analyse the influence of personal variables such as gender, age, dependent and independent variables
employees‟ welfare programmes towards productivity of Neyveli Lignite Corporation Limited.

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Asia Pacific Journal of Research Vol: I. Issue XXIX, July 2015
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OBJECTIVES OF THE STUDY
The following objectives are expected to achieve through this study.
1. To find out various employees welfare measure (programmes) provided by the Neyveli Lignite
Corporation Limited.
2. To analyse employees satisfaction with regard to intra-mural welfare facilities provided by Neyveli
Lignite Corporation Limited, especially level of satisfaction of family and individual employees
welfare scheme.
3. To analyse employees satisfaction with regard to extra-mural welfare facilities provided by Neyveli
Lignite Corporation Limited.
4. To ascertain the employees‟ welfare measures will improve the efficiency of productivity.

HYPTHESIS OF THE STUDY

The study is based on the following hypotheses framed and tested.
Ho1: There is no significant difference demographic variable and various intramural welfare facilities
provided by NLC.
Ho2: There is no significant difference demographic variable and various extramural welfare facilities
provided by NLC.
Ho3: There is no significant difference between demographic variable and productivity of NLC.

RESEARCH METHODOLOGY
The present study is based on survey method, both primary and secondary data are used. All the
objectives of the study are achieved by the collection, analysis and interpretation of primary data. Employees‟
welfare facilities are data collected through the well designed questionnaire with 5 point scales likert type by
distributing among employees working at NLC their middle of the year 2014. The average satisfaction point
was used to measure the total satisfaction of the employees.

SOURCES OF DATA
The data source for this research is absolutely primary, collected directly from the respondent
employees by serving the questionnaire to them personally. However the use of secondary data has also been
made in a limited was in the research. Where necessary, information is pertaining to the demographic variable
of employees such as age, gender, educational qualification, marital status, dependents category, experience
and income of the employees working in NLC. In addition oral survey has also been conducted to get
clarification from the appropriate authorities. On trivial issues relating to employees welfare.
Primary Data
The first hand information was collected from the different place of work, Mines, Thermal Power
Stations, township administration, central Service Units, Central Administration. As an essential part of the
study the primary data were collected form 825 employees Labour, Supervisor, non-executive, executive with
the help of questionnaire.
Secondary Data
The secondary data were collected mainly from the Newspaper, Journals, Magazines, books and
unpublished dissertation the relevant secondary sources of information were also collected form NLC
documentation centre.

SAMPLING DESIGN
The Proportionate Stratified Sampling Method was used to select the respondents in Employees
Welfare Programme Towards Productivity of Neyveli Lignite Corporation Limited. This sampling involved in
drawing sample from each stratum in proportion to the latter‟s share in the total employees. 5 per cent of each
category of employees in NLC namely mines thermal power station, central service unit, township
administration, central administration and others (Labours, supervisor, executives and non-executives

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Asia Pacific Journal of Research Vol: I. Issue XXIX, July 2015
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employees) were selected for the study. The sample size constituted 5 per cent of the universe i.e., 825
employees. The universe constituting 16509 employees were classified on the basis of their nature of
employment.

STATISTICAL TOOLS FOR DATA ANALYSIS

This researcher employed some well-known statistical tools such as Fried man rank correlation, „T‟
test, „F‟ test, Chi-square test, and Multiple Correlation. The „T‟ test was used to identify the significance
among different variable and across the bases of classification, Chi-Square test and ANOVA were employed to
identify the degree of variance. The multiple correlation was adopted to identify classify and rank the variable
that had more being in determination of Employee welfare Programmes towards Productivity of NLC. The
reliability and validity analysis of the data in this study was analysed using Statistical Package for Social
Sciences (SPSS v 20.0). For analyzing the data collected during the investigation, the following statistical
values were used according to the relevance of its application.

PILOT STUDY
Before the researcher could start the actual survey. A pilot study was conducted on select 24 sample
respondent employees during October 2014 to know the relevance of the questions in the light of pre-testing;
few changes were incorporated in the questions and their sequences. The absolute aim of conducting the pilot
study was to record the views of the respondent employees with reference to the deficiencies in the
questionnaire set for this study. This process helped the researcher to make necessary corrections as suggested
by the respondents, on some aspect of employees‟ welfare programmes towards productivity. Accordingly, the
questionnaire has been restructured and the final questionnaire was prepared and approved by the research
guide for conducting the field work.

SOCPE OF THE STUDY

The study considered only the permanent employees those who have more than two year experience of
NLC because, permanent employees can get many welfare facility provided by NLC temporary, contract and
Casual cannot be considered for this study because employees welfare facility for this employees are very less
in compare with permanent employees the researcher did not consider temporary contract and casual
employees further the employees working at NLC Head office were also not considered for this study.

PERIOD OF THE STUDY

The study covered both primary and secondary data. Primary data were collected ding the period
November 2014 to April 2015. The secondary data relating to the study were collected from the period of ten
years from 2004-5 to 2014-15 for the purpose of analysis and evaluation.

TESTING OF THE HYPOTHESIS

This section is to test the significant difference between socio economic profile and the intramural
welfare facility provided by the corporation to the employees working in the Neyveli Lignite Corporation. The
following hypothesis has been framed to test the significant difference between socio economic profile and the
intramural welfare facility provided by the corporation
Ho1: There is no significant difference between the socio economic profile of the employees and the
intramural welfare facility provided by the corporation.
Testing the significant difference between gender and the intramural welfare facilities provided by the
corporation
T test is applied to ascertain if there were any significant difference between gender and the intramural
welfare facilities provided by the corporation and the following null hypotheses has been framed:
Ho1a: There is no significant difference between the gender and the intramural welfare facility provided by the
corporation.

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Asia Pacific Journal of Research Vol: I. Issue XXIX, July 2015
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Table 1: t-test for Intra-mural Welfare Facility provided by the Corporation on the basis of Gender
S.E.
Variables Gender N Mean Std. Deviation Mean t - value Sig.
Male 762 22.15 3.37 0.12
Canteen Facility Female 63 21.56 3.51 0.44 1.289 0.201
Total 825 22.10 3.39 0.12
Male 762 14.61 2.77 0.10
Family Welfare Female 63 14.46 3.03 0.38 0.380 0.705
Total 825 14.60 2.79 0.10
Male 762 11.50 1.38 0.05
Special Incentive Schemes Female 63 11.35 1.61 0.20 0.716 0.476
for Small Family norms
Total 825 11.49 1.40 0.05
Male 762 24.00 3.62 0.13
Health Facilities Female 63 23.06 4.21 0.53 1.722 0.090
Total 825 23.93 3.68 0.13
Male 762 11.09 2.68 0.10
Recreation Facilities Female 63 9.60 3.03 0.38 3.700 0.001*
Total 825 10.97 2.73 0.10
Male 762 20.81 5.22 0.19
Sports Facilities Female 63 19.65 6.35 0.80 1.405 0.165
Total 825 20.72 5.32 0.19
Male 762 18.40 3.34 0.12
Post Retirement Medical Female 63 17.67 3.80 0.48 1.490 0.141
Assistance
Total 825 18.35 3.38 0.12
Male 762 7.86 2.48 0.09
Crèches Female 63 7.27 2.16 0.27 2.059 0.043*
Total 825 7.82 2.46 0.09
Male 762 11.03 1.93 0.07
Uniform and Shoe Female 63 10.63 2.14 0.27 1.422 0.159
Total 825 11.00 1.94 0.07
Male 762 27.13 3.60 0.13
Safety Measurements for the Female 63 27.33 4.19 0.53 -0.379 0.706
Workers
Total 825 27.14 3.65 0.13
Source: Computed from Primary Data * Significant at 5 % level
The calculated t value of 1.289, 0.380, 0.716, 1.722, 1.405, 1.490, 1.422 and -0.379 to the respective
variables of canteen facility, family welfare, special incentive schemes for small family norms, health facilities,
sports facilities, post retirement medical assistance, uniform and shoe, and the safety measurements for the
workers provided by the corporation is not significant at five per cent level. The values indicate that there is no
significant difference between the gender and the intramural facility provided by the corporation. Therefore,
the stated hypothesis of there is no significant difference between the gender and the intramural facility
provided by the corporation is accepted.
However, the calculated t value of 3.700 and 2.059 to the respective variables of recreation facilities
and the crèches facility provided by the corporation is significant at five per cent level. The values indicate that
there is a significant difference between the gender and the intramural facility provided by the corporation.
Hence, the stated hypothesis is rejected. Further, the mean value indicates the male employees are highly
satisfied with the recreational facility where as the female employees are less satisfied with the recreational
facility and the crèches in the provided by the corporation.

Testing the significant difference between age and the intramural welfare facilities provided by the
corporation
One way ANOVA is applied to ascertain if there were any significant difference between age and the
intramural welfare facilities provided by the corporation and the following null hypotheses has been framed:
Ho1b: There is no significant difference between the age and the intramural welfare facility provided by the
corporation.
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Table 2: ANOVA for Intramural Welfare Facility provided by the Corporation on the basis of Age
Std. S.E.
Variables Age N Mean F – Value P-Value
Deviation Mean
Below 35 59 22.29 3.72 0.48
36-45 332 22.12 3.14 0.17
0.099 0.961
Canteen Facility 46-55 330 22.04 3.50 0.19
Above 55 104 22.13 3.61 0.35
Total 825 22.10 3.39 0.12
Below 35 59 14.86 2.81 0.37
36-45 332 14.63 2.72 0.15
Family Welfare 46-55 330 14.47 2.84 0.16 0.528 0.663
Above 55 104 14.76 2.85 0.28
Total 825 14.60 2.79 0.10
Below 35 59 11.69 1.44 0.19
Special Incentive 36-45 332 11.52 1.31 0.07
Schemes for Small 46-55 330 11.44 1.45 0.08 0.685 0.561
Family norms Above 55 104 11.43 1.50 0.15
Total 825 11.49 1.40 0.05
Below 35 59 24.59 3.92 0.51
36-45 332 23.68 3.63 0.20
Health Facilities 46-55 330 23.98 3.66 0.20 1.350 0.257
Above 55 104 24.19 3.74 0.37
Total 825 23.93 3.68 0.13
Below 35 59 11.27 2.75 0.36
36-45 332 10.84 2.71 0.15
Recreation Facilities 46-55 330 10.99 2.84 0.16 0.753 0.520
Above 55 104 11.20 2.44 0.24
Total 825 10.97 2.73 0.10
Below 35 59 21.97 4.71 0.61
36-45 332 20.79 5.22 0.29
Sports Facilities 46-55 330 20.52 5.52 0.30 1.367 0.251
Above 55 104 20.40 5.30 0.52
Total 825 20.72 5.32 0.19
Below 35 59 17.75 3.39 0.44
36-45 332 18.34 3.33 0.18
Post Retirement 46-55 330 18.34 3.48 0.19 1.045 0.372
Medical Assistance
Above 55 104 18.72 3.26 0.32
Total 825 18.35 3.38 0.12
Below 35 59 7.97 2.51 0.33
36-45 332 7.75 2.43 0.13
Crèches 46-55 330 7.96 2.44 0.13 1.156 0.326
Above 55 104 7.48 2.58 0.25
Total 825 7.82 2.46 0.09
Below 35 59 11.29 1.73 0.23
36-45 332 10.86 1.92 0.11
Uniform and Shoe 46-55 330 11.08 1.98 0.11 1.207 0.306
Above 55 104 11.02 2.03 0.20
Total 825 11.00 1.94 0.07
Below 35 59 27.53 3.89 0.51
36-45 332 27.12 3.67 0.20
Safety Measurements 46-55 330 27.02 3.65 0.20 0.499 0.683
for the Workers
Above 55 104 27.38 3.45 0.34
Total 825 27.14 3.65 0.13
Source: Computed from Primary Data

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The calculated F value of 0.099, 0.528, 0.685, 1.350, 0.753, 1.367, 1.045, 1.156, 1.207, and 0.499 to the
above respective variables is not significant. The values indicate that there is no significant difference between
the age and the intramural facility provided by the corporation. Therefore, the stated hypothesis of there is no
significant difference between the age and the intramural facility provided by the corporation is accepted.
Testing the significant difference between marital status and the intramural welfare facilities provided
by the corporation
One way ANOVA is applied to ascertain if there were any significant difference between marital status
and the intramural welfare facilities provided by the corporation and the following null hypotheses has been
framed:
Ho1C: There is no significant difference between the marital status and the intramural welfare facility
provided by the corporation.
Table 3: ANOVA for Intramural Welfare Facility provided by the Corporation on the basis of Marital
Status
Std. S.E. F–
Variables Marital Status N Mean P-Value
Deviation Mean Value
Married 790 22.10 3.37 0.12
Un Married 18 21.72 4.00 0.94
Canteen Facility Widower/Separated/ 0.213 0.808
17 22.47 3.52 0.85
Divorce
Total 825 22.10 3.39 0.12
Married 790 14.60 2.79 0.10
Un Married 18 14.11 2.91 0.69
Family Welfare Widower/Separated/ 0.505 0.604
17 15.06 2.68 0.65
Divorce
Total 825 14.60 2.79 0.10
Married 790 11.49 1.41 0.05
Special Incentive Un Married 18 11.67 1.24 0.29
Schemes for Small Widower/Separated/ 0.310 0.734
Family norms 17 11.29 0.99 0.24
Divorce
Total 825 11.49 1.40 0.05
Married 790 23.96 3.67 0.13
Un Married 18 23.00 4.33 1.02
Health Facilities Widower/Separated/ 0.740 0.478
17 23.47 3.34 0.81
Divorce
Total 825 23.93 3.68 0.13
Married 790 10.98 2.73 0.10
Un Married 18 10.44 2.79 0.66
Recreation
Widower/Separated/ 0.352 0.703
Facilities 17 11.06 2.88 0.70
Divorce
Total 825 10.97 2.73 0.10
Married 790 20.72 5.34 0.19
Un Married 18 20.56 5.74 1.35
Sports Facilities Widower/Separated/Divorc 0.009 0.991
17 20.71 4.31 1.05
e
Total 825 20.72 5.32 0.19
Married 790 18.37 3.41 0.12
Post Retirement Un Married 18 17.89 2.65 0.63
Medical Widower/Separated/ 0.489 0.614
Assistance 17 17.71 2.82 0.68
Divorce
Total 825 18.35 3.38 0.12
Married 790 7.84 2.47 0.09
Un Married 18 7.06 2.39 0.56
Crèches Widower/Separated/ 1.297 0.274
17 7.29 1.76 0.43
Divorce
Total 825 7.82 2.46 0.09
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Married 790 10.99 1.94 0.07
Un Married 18 11.17 2.41 0.57
Uniform and Shoe Widower/Separated/ 0.715 0.489
17 11.53 1.81 0.44
Divorce
Total 825 11.00 1.94 0.07
Married 790 27.17 3.66 0.13
Safety Un Married 18 26.50 3.90 0.92
Measurements for Widower/Separated/Divorc 0.542 0.582
the Workers 17 26.53 2.83 0.69
e
Total 825 27.14 3.65 0.13
Source: Computed from Primary Data
The calculated F value of 0.213, 0.505, 0.310, 0.740, 0.352, 0.009, 0.489, 1.297, 0.715, and 0.542 to the
above respective variables is not significant. The values indicate that there is no significant difference between
the marital status and the intramural facility provided by the corporation. Therefore, the stated hypothesis of
there is no significant difference between the marital status and the intramural facility provided by the
corporation is accepted.
Testing the significant difference between number of dependents and the intramural welfare facilities
provided by the corporation
One way ANOVA is applied to ascertain if there were any significant differences between number of
dependents and the intramural welfare facilities provided by the corporation and the following null hypotheses
has been framed:
Ho1d: There is no significant difference between the number of dependents and the intramural welfare facility
provided by the corporation.

REGRESSION ANALYSIS OF INTRAMURAL FACILITY

The relationship between two or more variables is analysed by way of statistical tolls. When there are
two or more independent variables, the analysis that describes such relationship among the variables in called
regression analysis. This analysis is also adopted when one dependent variable is performing the function of
two or more variables.
The following null hypothesis has been formulated:
Ho2: There is no significant different between intramural facility and the place of work of the employees.
Table 3(a): Model Summary for Place of the Employee
Std. Error of the
Model R R Square Adjusted R Square
Estimate
a
1 0.350 0.123 0.112 1.58420
Source: Computed from Primary Data
Table 3 (b): ANOVAa
Sum of
Model Df Mean Square F Sig.
Squares
Regression 285.977 10 28.598 11.395 .000b
1 Residual 2042.876 814 2.510
Total 2328.853 824
a. Dependent Variable: place of work
Source: Computed from Primary Data

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Table 3 (c): Coefficientsa
Unstandardized Standardized
Model
Coefficients Coefficients
t Sig.
B Std. Error Beta
(Constant)
-.796 .743 -1.071 .285
Canteen Facility -.029 .018 -.058 -1.560 .119
Family Welfare -.001 .021 -.002 -.057 .954
Special Incentive Schemes for
-.073 .040 -.060 -1.831 0.067
Small Family norms
Health Facilities .054 .020 .119 2.716* 0.007
Recreation Facilities .009 .027 .015 0.340 0.734
1
Sports Facilities -.026 .014 -.081 -1.803 .072
Post Retirement Medical
.111 .017 .223 6.348* 0.000
Assistance
Crèches -.066 .025 -.096 -2.642* 0.008
Uniform and Shoe -.011 .030 -.013 -.358 0.721
Safety Measurements for the
.087 .016 .188 5.527* 0.000
Workers
a. Dependent Variable: place of work
Source: Computed from Primary Data * Significant at 5 per cent level
The results of regression analysis such as cumulative R2, adjusted R square and step t and p value have
been given in Table 5.63, 5.64 and 5.65. From the Table 5.65 the calculated t values of -1.560, -.057, -1.831,
0.340, -1.803, and -0.358 to the respective variables of canteen facility, family welfare, special incentive for
small family, recreation facilities, sports facilities, and uniform and shoe are not significant. Hence, the stated
hypothesis of there is no significant different between intramural facility and the place of work of the
employees is accepted.
However, the calculated t value of 2.716, 6.348, -2.642, and 5.527 to the respective variables of health
facilities, post retirement medical assistance, crèches, and safety measurements for the workers are significant
at 5 per cent level. Hence the stated hypothesis of there is no significant different between intramural facility
and the place of work of the employees is rejected.
REGRESSION ANALYSIS OF (EXTRAMURAL FACILITY)
Ho3: There is no significant different between extramural facility and cadre of work of the employees.
Table 4 (a): Model Summary for Cadre of the Employees and Extramural Factors
Std. Error of the
Model R R Square Adjusted R Square
Estimate
1 .115a .013 .002 1.11253

Table 4 (b): ANOVAa

Model Sum of Squares Df Mean Square F Sig.
Regression 13.512 9 1.501 1.213 .283b
1 Residual 1008.750 815 1.238
Total 1022.262 824
a. Dependent Variable: Cadre or designation of the employee

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Table 4 (c): Coefficientsa
Unstandardized Standardized
t
Coefficients Coefficients
t Sig.
(Constant) 2.901 0.534
Township administration 0.014 0.010 0.056 1.452 0.147
Subsidised transport -0.016 0.020 -0.029 -0.821 0.412
Medical facility 0.006 0.009 0.026 0.644 0.520
Educational facilities -0.026 0.018 -0.055 -1.492 0.136
Health care programmes for
1 0.010 0.022 0.017 0.457 0.648
school children
Death relief fund -0.010 0.022 -0.015 -0.428 0.669
Maternity benefits -0.011 0.020 -0.019 -0.523 0.601
Vocational training -0.046 0.023 -0.072 -2.026 0.043*
Holiday homes 0.007 0.029 0.008 0.223 0.823
a. Dependent Variable: Cadre of the employee
Source: Computed from Primary Data * Significant at 5 per cent level
The results of regression analysis such as cumulative R2, adjusted R square and step t and p value have
been given in Table 5.74, 5.75 and 5.76. Table 76 explores the calculated t value1.452, -0.821, 0.644, -1.492,
0.457, -0.428, -0.523, and 0.223 to the above respective variables not significant. Hence, the stated hypothesis
of there is no significant difference between cadre of the employee and extramural facilities provided by the
corporation is accepted. However, the calculated t value of vocational training to the employees (t -2.026) is
significant at 5 per cent level. Hence, the stated hypothesis of there is no significant difference between cadre
of the employee and extramural facilities provided by the corporation is rejected.
Table 5(a): KMO and Bartlett's Test
Kaiser-Meyer-Olkin Measure of Sampling Adequacy .706
Approx. Chi-Square 479.919
Bartlett's Test of Sphericity Df 36
Sig. .000
Source: Computed from Primary Data
It is clear from the Table 5.77 that the Kaiser-Meyer-Olkin Measure of sampling adequacy measure of
sampling adequacy is 0.706 and the chi square value Bartlett‟s test of sphericity is 479.919 which is statically
significant. Communalities are used to find out the how much of the variance in each of the original variables
is explained by the extracted factors. Higher communalities are desirable.
Table 5(b): Communalities
S. No. Extramural facilities Initial Extraction
1. Township administration 1.000 0.516
2. Subsidised transport 1.000 0.530
3. Medical facility 1.000 0.575
4. Educational facilities 1.000 0.498
5. Health care programmes for school children 1.000 0.438
6. Death relief fund 1.000 0.343
7. Maternity benefits 1.000 0.341
8. Vocational training 1.000 0.457
9. Holiday homes 1.000 0.557
Source: Computed from Primary, Extraction Method: Principal Component Analysis

The Table 5(b) shows the communalities for motivational factors of investments. It is seen from the
table that individual variance of the contributory variables ranges from 0.3413 to 0.575. In other words, it
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Asia Pacific Journal of Research Vol: I. Issue XXIX, July 2015
ISSN: 2320-5504, E-ISSN-2347-4793
implies that the level of motivational factors varies from 34.1 per cent to 57.5 per cent. A causal perusal of
table shows that medical facility (0.575), holiday homes (0.557), subsidised transport (0.530), township
administration (0.516) educational facilities (0.498) and vocational training 0.457 are the important factors for
the employees. The factors of health care programmes for school children (0.438), death relief fund (0.343)
and maternity benefits (0.341) are not much more importance to the employee welfare measures towards
productivity.
Table 5(b): Total Variance Explained
Initial Eigenvalues Extraction Sums of Squared Loadings
Component % of % of
Total Cumulative % Total Cumulative %
Variance Variance
1 2.082 23.137 23.137 2.082 23.137 23.137
2 1.103 12.257 35.394 1.103 12.257 35.394
3 1.068 11.871 47.265 1.068 11.871 47.265
4 .944 10.491 57.756
5 .904 10.041 67.796
6 .843 9.368 77.164
7 .768 8.535 85.699
8 .702 7.796 93.495
9 .585 6.505 100.000
Source: Computed from Primary Data, Extraction Method: Principal Component Analysis.

Table 5(b) shows the percentage of variance in respect of nine factors of welfare measure towards
productivity in employees of Neyveli Lignite Corporation Limited. The overall three factors contribute Eigen
values greater than 1.0, which is a common criterion for a factor to be useful. When the Eigen value is less than
1.0 the factor explains less information than a single item would have explained. These variables have been
rotated to ascertain cumulative percentage of variance. The factor 1, factor 2, and factor 3 causes 23.137,
12.257, and 11.871 per cent of variance influencing the welfare measures towards productivity. The overall
three factors cumulatively contribute 47.265 per cent.
Table 5(c): Component Matrix
Component
S. No. Extramural facilities
1 1 1
3. Medical facility 0.702
1. Township administration 0.615
7. Maternity benefits 0.550
4. Educational facilities 0.525
Health care programmes for school
5. 0.521
children
9. Holiday homes 0.534
2. Subsidised transport -0.484
6. Death relief fund -0.399
8. Vocational training 0.614
Extraction Method: Principal Component Analysis, a. 3 components extracted

Table 5(c) shows the strong and positive loading of the medical facility provided by the corporation
(0.702), township administration (0.615), maternity benefits (0.550), educational facilities (0.525) and Health
care programmes for school children (0.521) are significant. Factor two loading on holiday homes (0.5340,
subsidized transport (-0.484), and death relief fund (-0.399) has moderately significant towards the extramural
facilities provided by the corporation. The factor three loading on vocational training (0.614) has less
significant loading on the extramural facilities provided by the corporation.
SUGGESTIONS
 The corporation has to improve the hygienic condition in the canteen and also to increase the nutrition
food to the employees.
 The transport facility provided by the corporation has to increase the frequency of services and also to
improve the facilities available in the bus terminal. It also suggested that to construct new terminal for
obligatory places.

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Asia Pacific Journal of Research Vol: I. Issue XXIX, July 2015
ISSN: 2320-5504, E-ISSN-2347-4793
 The employees are stated that there exists quality of first aid has to enhanced in the critical places of the
thermal power station and mines. It is also suggested that considerable attention should be given for first
aid appliances with quality of drugs and necessary medicines.
 A safety committee to be constitute in the areas of thermal power station and mines to educate the
employees about their responsibility during the hazardous situations. In order to render quality safety
service, the members of the safety committee should undergo first aid training.
 The employees of the Neyveli Lignite Corporation are more expected for their dependant benefits.
Hence, it is suggested the reasonable benefits could be extended to the dependants of the employees.
 The rest and lunch rooms provided by the corporation help to reduce tiredness. The rest rooms are
provided for relaxation during the breaks for rest or meal.
 It is suggested that recreational and crèche centers should be established outside the place of work and
should be well-equipped to attract sufficient female employees.
 It suggested that the female employees are less satisfied with majority of the employee welfare
measures. This should be considered seriously and provide the reasonable facility the female employees.
 The safety facility provided by the township administration is to increased to the welfare of the
employees.
CONCLUSION
The present study observed that, welfare measures are having positive and significant effect on
productivity at the Nyeveli Lignite Corporation. The intramural welfare facilities will directly influence
employee productivity. Once this relationship is established, high employee productivity may lead to high
satisfaction. The discussions with employees of different places of working in the corporation we have found
that intramural facilities in addition to providing the improved medical facilities, colleges education facility
should be improved. The present study identified the employees working in the mines and thermal power
station is more affected with the health facilities, and safety measurements for the workers provided by the
corporation. The female employees are less satisfied with the recreational facility and the crèches in the
provided by the corporation. The extramural like facilities of medical, township administration, education, and
vocational training are also important factors among the employee productivity. The employees are to be
continuously encouraged and be able to contribute to the overall effectiveness of the corporation.
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