Abstracts – Browse Results
Click on the titles below to expand the information about each abstract.
Viewing 1 results ...
V, Nithyapriyadharshini (2017) A study on the workplace issues faced by women labours in the construction industry in Chennai city, Unpublished PhD Thesis, , Mother Teresa Womens University (India).
- Type: Thesis
- Keywords: hazards; security; working conditions; working hours; construction site; insurance; noise; women; affordable housing; employment; government; health and safety; inspection; legislation; payment; policy; regulation; construction labour
- ISBN/ISSN:
- URL: http://hdl.handle.net/10603/302969
- Abstract:
There is a significant difference between Age and Role Conflict and it is rejected for the dimensions of IRD, RS, RO, SRD and Rin. There is a significant association between Experience and Role Conflict and its dimensions of IRD, RS, RO, SRD, Rin. There is a significant difference between the mean scores of women labours at varying levels of Experience on Role Conflict and its dimensions. Compare the mean value, shows that women Labours with low experience has a lesser Inter Role Distance, Role Stagnation, Role Overload, Self-Role Distance, Resource Inadequacy and Role Conflict. Hence, there is a significant difference between Experience and Role Conflict and its dimensions IRD, RS, RO, SRD, Rin. There is a significant difference between Working Conditions and Role Conflict and its dimensions. Compare the mean value, shows that there is a significant differences between the mean scores of women labours at varying levels of Working Condition on Role Conflict and its dimensions IRD, RS, RO, SRD, Rin. It was found that, due to poor Working Conditions their Role Conflict is high. The result indicates that there is a positive correlation between Working Condition and Role Conflict and its dimensions IRD, RS, RO, SRD, Rin. There is a significant difference between Working Hour and Role Conflict and its dimensions. Compare the mean value, shows that, women labours with low working hour have lesser Inter Role Distance, Role Stagnation, Role Stagnation, Self-Role Distance, Resource Inadequacy and Role Conflict. Hence, there is a significant difference between the working hour and role conflict and its dimensions IRD, RS, RO, SRD, Rin. It was found that, when the working hour is decreased, they get low wage and as a result Role Conflict increases. Thus, there is a negative correlation between working hour and Role Conflict and its dimensions IRD, RS, RO, SRD, Rin. There is a significant difference between Living Condition on Role Conflict and its dimensions. Compare the mean value, shows that women labours with low Living Condition had lesser Inter Role Distance, Role Stagnation, Role Overload, Self-Role Distance, Resource Inadequacy and Role Conflict. Hence, there is a significant difference between Role conflict and its dimensions on Living Conditions. It was found that, poor Living Conditions lead to high Role Conflict. The result indicates that there is a negative correlation between Living Conditions and Role Conflict and its dimensions IRD, RS, RO, SRD, Rin. There is no significant difference between Workplace Bullying and its dimensions on Role Conflict and its dimensions. Compare the mean value, also states that there is no significant difference between Workplace Bullying and its dimensions on Role Conflict and its dimensions IRD, RS, RO, SRD, Rin. Workplace Bullying (WPB) and its dimensions (work related bullying, person related bullying and physically intimidating) were found to be not correlated with Role Conflict and its dimensions IRD, RS, RO, SRD, Rin. There is a significant difference between Work Family Conflict and Role Conflict and its dimensions Compare the mean value, shows that women labours with low Work Family Conflict had higher Inter Role Distance, Role Stagnation, Role Overload, Self-Role Distance, Resource Inadequacy and Role Conflict. Hence, there is a significant difference between Work Family Conflict and Role conflict and its dimensions IRD, RS, RO, SRD, Rin. It was found that, higher the Work Family Conflict (WFC), higher the IRD, RS, RO, SRD and Rin. The result indicates that, there is a positive correlation between Work Family Conflict and Role Conflict and its dimensions IRD, RS, RO, SRD, Rin. Work Family Conflict, working hour, Living Condition and Work Place Bullying and its dimensions of women labours have an effect on Inter Role Distance and Working Condition doesn’t have an effect on Inter Role Distance. Work Family Conflict, working hour, Working Condition and Living Condition of women labours will have an effect on Role Stagnation. Workplace Bullying and its dimensions don’t have an effect on Role Stagnation. Work Family Conflict, working hour and Living Condition of women labours have an effect on Role Overload. Working Condition and Work Place Bullying and its dimensions don’t have an effect on Role Overload. Work Family Conflict, working hour and Living Condition of women labours will have an effect on Self-Role Distance. Working Condition and Work Place Bullying and its dimensions don’t have an effect on Self-Role Distance. Work place issues (Work Family Conflict, working hour and Living Condition) of women labours will have an effect on Resource Inadequacy. Working Condition and Work Place Bullying and its dimensions don’t have an effect on Resource Inadequacy. Work Family Conflict, working hour, Working Condition and Living Condition of women labours have an effect on Role Conflict. Work Place Bullying and its dimensions don’t have an effect on Role Conflict. Inter Role Distance has an effect on outcome variable Depression as the women labours play different roles and cannot fulfill their personal needs and dreams. Self Role Distance of women labours has an effect on the outcome variable Life Satisfaction as the women labours are not happy in performing their role due to the shortage of money and lack of good Health. There is a significant difference between Role Conflict and its dimensions on Depression. Compare the mean value, shows that women labours with high Depression had higher Inter Role Distance, Role Stagnation, Role Overload, Self-Role Distance, Resource Inadequacy and Role Conflict. Hence, there is a significant difference between Role Conflict and its dimensions on Depression. It was found that, higher Inter Role Distance, Role Stagnation, Role Overload, Self-Role Distance, Resource Inadequacy and Role Conflict is the outcome of higher Depression. Thus, there is a positive correlation between Role Conflict and its dimensions and Depression. There is no significant difference between Role Conflict and its dimensions on Life Satisfaction. Compare the mean value, shows that there is a significant difference between Role conflict on Life Satisfaction. It was found that, there is a negative correlation between Role Conflict and its dimensions and Life Satisfaction. This result indicated that higher Inter Role Distance, Role Stagnation, Role Overload, Self-Role Distance, Resource Inadequacy, Role Conflict is the outcome of Poor Life Satisfaction. It has been observed that women labours face work environment hazards like loud noise, due to machine operation the whole body vibrates, dust, fumes & smoke arise, uncomfortable heat & cold and due to the absence of hoist, the women labours have to carry loads on their head and climb the staircase, as a result it ends in neck, shoulder and knee problems. Among these loud noise acts as a major hazard. The women Labours suffer from various body illnesses like bacterial infection, eye, ear, nose, chest, bone problems, diabetics, reduced sleep, headache and so on. Among these illnesses, maximum women labours face lung problems, back pain, sleepless nights and chronic illness. For curing the above said illness, women labours highly prefer ayurvedic & homeopathy treatments which give them a relief. Stress relieving techniques for women labours include going to temple, beach, theatre, watching television, using hans, beedi and alcohol. Among these women labours frequently watch television and go to the beach for relaxation. As per the safety measures, Helmets, Gloves, Goggles and boots must be provided, women labours are provided with gloves on workplace and they hardly use it. From the psychological issues, it was observed that women labours do not get adequate and overtime wage. Maximum women labours get above Rs 150 as wage per day. They spend above Rs 100 for household and medicine. In case of accidents, they get half the amount of wage as monetary compensation which is not adequate. Among the other issues, it is found out that women labours lack proper housing and space for cooking, shelter not provided for taking rest and the contractors do not arrange food from canteen during the working hours. Suggestions for future study: A comparison of various labour groups can be executed to make generalizations. Other variables like family pressures and social pressures can be included. Women workers from different areas like fishing, servant maids and beedi workers can be compared. A comparison of labour groups in various Cities and semi-metropolitan areas can be covered. Implications: The issues of construction labours concern the jurisdictions of Department of Government along with the labour Health and social welfare. The Bench of Dr.A.K. Sikri & N.V. Ramana, held that construction labours are not shielded by Factories Act 1948 and are nominated to the welfare measure exactly afforded for such labours under the TamilNadu Building and other Construction workers (BOCW Act), Regulation of Employment and conditions of service Act 1996 and other Workers Welfare Cess Act 1996. BOCW Act and Welfare Cess Act are the slices of social security legislation to grant certain benefits to the construction workers. Role of government: Under the BOCW Act 1996, The TamilNadu government has to insure that the proposed benefits and recognition reach the construction labours at the earliest and in full measure. There are Welfare Boards set up throughout the state to monitor the Health, safety and welfare measures of labours. Construction labours live in a highly crowded and in unhygienic condition. Their living area show open defecation, the medical facilities in these colonies are maintained by unqualified medical persons and there is no facility for serious illness. It is essential that the Society for labour and development, initiate steps to provide affordable housing, including water, electricity, sanitation and a clean, green environment, etc. can be done through the formation of a company under Sec 25 of the Companies Act. The construction company has to register in the BOCW Act with Industrial Safety and Health Department of Tamilnadu. After registration, the owner needs to register under the Contract Act, in which the name of the contractor is mentioned. The government may also ensure social security schemes to be included in the provision for payment to take care in case of accidents and serious illness. The state and territory Health and safety laws underwent a complete overhaul and a fresh set of national, harmonized Health and Safety laws have been formed. The work Health and Safety Act (WHSA) 2011 was enacted on 1st Jan 2012 replacing the workplace Health & Safety Act 1995. Workplace Health and Safety Officer (WHSO), insist that their responsibility to exercise inspection as their foremost duty. One of the finest protection the contractors can offer their labours is to establish Zero – tolerance policy towards Occupational Hazards. It is critical to ensure that all the labours know the policy and understand that all claims of Occupational Hazards to be investigated and remedied. Constant supervision from the government is mandated to decrease the plight of construction labours. According to Contract Labour (Regulation and Abolition) Act 1970, every contractor shall present an abstract of the Act and rules in the Tamil and Hindi and in the language spoken by the majority of labours in such form as may be approved by the Chief Labour Commissioner (Central). All construction site must have a first aid kit with required medicines. Separate toilets for women labours to be built. It is suggested that the State Government to ensure adequate insurance facilities for the labours and undertake awareness programme for the women labours in educating and anticipating them in making their rights awakened.