Vignesh D - Academia.edu (original) (raw)
Papers by Vignesh D
The objective of this research is to study the work-family conflict of employees in the insurance... more The objective of this research is to study the work-family conflict of employees in the insurance sector. The research was conducted among employees in the insurance sector concerning work-family conflict entails attaining equilibrium between professional work and other activities so that it reduces friction between work-family conflicts. Work-life Balance enhances efficiency and thus, the productivity of an employee increases. It enhances satisfaction, in both the job factors and family lives. The ultimate performance of any organization depends on the performance of its employees, which in turn depends on numerous factors. These factors can be related to career family or social supports. The relationships between work-family conflicts can be achieved through emotional intelligence. Better emotion management is necessary to accomplish the day-today objectives of personal factors in life. Organizational culture and work demands put employees at risk of role overload and work-to-family interference the two most important of this form of work-life conflict. The concept of work was viewed differently before a few decades back Corporates held the view their Work and Family were different entities. Which have no relation to the performance of an individual in an organization.
The literature review on Work-life Balance has been framed up because of its gained popularity wi... more The literature review on Work-life Balance has been framed up because of its gained popularity with the major aim to have the prosperity of society and the realization of fulfilling lives for its employees by supporting the growth of every employee and the further development of the companies. The literature identifies its effect on various quality life conditions i.e. Job Satisfaction, Work Stress, Career Growth, Turnover, Absenteeism, Appreciation, and competitive environment in context with Work-life Balance and its practices/policies. In this paper, an endeavor has been made to provide an overview of various aspects of Work-Life Balance through the review of existing literature. The sources referred include various journals, books, doctoral thesis, working papers, reports, magazines, internet sites, newspapers, etc, and have been reflected as references at the end.
This employee is the most important asset of the organization. It's a major challenge for the org... more This employee is the most important asset of the organization. It's a major challenge for the organization to retain its workforce as a lot of costs are incurred on them directly or indirectly. To have a competitive advantage over the other organizations, the focus has to be on the employees. As ultimately the employees are the face of the organization as they are the building blocks of the organization. Thus their retention is a major area of concern. So an attempt has been made to reduce the Intention to quit rate of the organization. Therefore this paper attempts to review the various antecedents of intention to quit which affect the intention to quit intentions of the employees.
This paper is desirable in labor work-family conflict among women employees. This family work con... more This paper is desirable in labor work-family conflict among women employees. This family work conflict study involves examining the level of satisfaction with work-life balance to simultaneously manage life behaviors. Job and family satisfaction can be determined by a multitude of factors, it is chosen as a result variable due to its relationship with the family-work conflict.
The goal of this research is to learn about the career household balance of ladies personnel in m... more The goal of this research is to learn about the career household balance of ladies personnel in monetary sector. The research was once performed among women employees in financial region with Reference to Chennai. Career family balance entails in attaining equilibrium between career and family, so that it reduces friction between profession and family life. Career family stability enhances efficiency and thus, the productivity of ladies worker increases. It enhances satisfaction, in each the career and household lives. The ultimate performance of any business enterprise depends on the performance of its employees, which in turn depends on numerous factors. These elements can be related to profession or family or both. The findings of the study reveal the majority of the Employees feel at ease in their work area irrespective of their Trivial personal and work region irritants. This paper tries to indentify the more than a few factor which helps to maintain work existence stability amongst employees in monetary sector.
This paper describes a study on work-family warfare among women personnel in the insurance plan d... more This paper describes a study on work-family warfare among women personnel in the insurance plan diagram sector. This learns about of work-family conflict is a section of an individual's everyday existence or organizational combat which has a tremendous effect on employee behavior, performance, and satisfaction. This examination of the capability to simultaneously manipulate existence with multi-field behaviors moreover affects the effectiveness of the organization. This chapter is committed to a different communication of the nature of the conflict, the degree of conflict, and the decision strategies. Towards the top of the chapter, we refer to the managerial implications of the conflict.
This paper describes a study on work-family conflict among women personnel in the insurance plan ... more This paper describes a study on work-family conflict among women personnel in the insurance plan sector. This learns about of work-family hostilities is a part of an individual's everyday existence or organizational combat which has a vast effect on employee behavior, performance, and satisfaction. This examination of the capacity to simultaneously manipulate existence with multi-field behaviors additionally affects the effectiveness of the organization. This chapter is committed to a distinctive dialogue of the nature of the conflict, the level of conflict, and the decision strategies. Towards the top of the chapter, we refer to the managerial implications of the conflict.
The intention to quit has drawn attention in the context of employee attrition, with a focus on i... more The intention to quit has drawn attention in the context of employee attrition, with a focus on its antecedents. A related aspect that requires attention is the outcome of the intention to quit, where little research has been done, especially in the Indian context. The present study explores social benefit support, personal factors, work-family conflict, and work-life balance as results of the intention to exit the insurance sector of the Cuddalore district. These factors become critical in the context of women because employees who want to quit can become less productive or even dysfunctional for the organization. Interviews and a questionnaire-based survey were used in this research. The survey was conducted using software professionals with less than four years' work experience, with results based on 650 responses. The first results show that, as assumed, the intention to quit leads to lower performance. This woman is understood to the Social support, personal factors, work-family conflict, and work-life balance clear pattern of the organization. Furthermore, exploration using structural equation modeling shows that performance orientation mediates the relationships between the intention to quit and social support, personal factors, workfamily conflict, as well as between the intention to quit and the balance between work and private life. The findings of this study imply that organizations need to understand that employees with a strong intention to quit can prove costly from multiple dimensions.
The objective of this research is to study the predictors of work-family conflict of women employ... more The objective of this research is to study the predictors of work-family conflict of women employees in insurance sector. The research was conducted among women employees in insurance sector with reference to cuddalore district. Predictors of work-family conflict entails attaining equilibrium between professional work and other activities, so that it reduces friction between work-family conflicts. Work-life Balance enhances efficiency and thus, the productivity of an employee increases. It enhances satisfaction, in both the job factors and family lives. The ultimate performance of any organization depends on the performance of its employees, which in turn depends on numerous factors. These factors can be related to career or family or both social supports. The relationships between predictors of work-family conflict can be achieved through emotional intelligence. Better emotion management is necessary in order to accomplish day today objectives of personal factors life. This paper attempts to identify the various factor which helps to maintain predictors of work-family conflict among women employees in insurance sector.
The consequences of the Covid 19 pandemic, several businesses, and government organizations requi... more The consequences of the Covid 19 pandemic, several businesses, and government organizations require an effort after a home-based (WFH) policy for their employees. At all times, workers feel comfortable at home with their families, particularly in unexpected situations. On the other hand, because of workplace and domestic tasks at the same time, workload starts growing automatically. Whether professional concerns interfere with personal life or vice versa, this can lead to conflict. Working from home makes it difficult to strike a work-life balance (WLB). Work-life balance requires to be situated explored extensively in previous studies; however, this study aims to examine work-life balance completes the covid 19 epidemics. The goal research remained near to see in what way work-life balance affects people. This study also focuses on women employees working in the insurance sector.
The personality factors influence each and every individual person's emotions, cognition and beha... more The personality factors influence each and every individual person's emotions, cognition and behavioral patterns with differences among them. An individual's personality can be conceptualized with his/her personality traits which endure an individual's personal characteristics explain his / her behavior at different situations. Personality has great influences over an individual's behavior as well as performance in any domain. Questionnaire-based survey was used here and conducted using life insurance private sector of the Cuddlier district experience, with results based on 649 women employees' responses through their interviews. Individual personality traits are playing crucial role at organizational parameters like work-life balance, work-family conflict, social support& intention to quit. This paper has tried on studying previous literatures over association of personality traits with performances-based parameters and understanding its associated relationship. The first results show that, as assumed, the personal factors lead to performance. This woman is understood to the social support, personal factors, work-family conflict& work-life balance clear pattern on the organization furthermore, exploration with SEM (Structural Equation Modeling) indicates that performance orientation is connecting relationships between personal factors & intention quit, and also between intention to quit & not balance between work and private life. The findings of this study confirm that Employer should analyze and understand each and every employee's strong personal factors from multiple dimensions.
The intention to quit has drawn attention in the context of employee attrition, with a focus on i... more The intention to quit has drawn attention in the context of employee attrition, with a focus on its antecedents. A related aspect that requires attention is the outcome of the intention to quit, where little research has been done, especially in the Indian context. The present study explores social benefit support, personal factors, workfamily conflict, and work-life balance as results of the intention to exit the insurance sector of the Cuddalore district. These factors become critical in the context of women because employees who want to quit can become less productive or even dysfunctional for the organization. Interviews and a questionnaire-based survey were used in this research. The survey was conducted using software professionals with less than four years' work experience, with results based on 650 responses. Total find out infinite population-1200, Confidence levels =95%, Margin of Values = 2.5%, Select Sample Size=650, Quota sampling the first results show that, as assumed, the intention to quit leads to lower performance The first results show that, as assumed, the intention to quit leads to lower performance. This woman is understood to the social support, personal factors, work-family conflict, and work-life balance clear pattern of the organization. Furthermore, exploration using structural equation modeling shows that performance orientation mediates the relationships between the intention to quit and social support, personal factors, work-family conflict, as well as between the intention to quit and the balance 6581 between work and private life. The findings of this study imply that organizations need to understand that employees with a strong intention to quit can prove costly from multiple dimensions.
The objective of this research is to study the predictors of work-family conflict among women emp... more The objective of this research is to study the predictors of work-family conflict among women employees in the insurance sector. The research was conducted among women employees in the insurance sector in the Cuddalore district. Predictors of work-family conflict entail attaining equilibrium between professional work and other activities so that it reduces friction between work-family conflicts. Work-life Balance enhances efficiency and thus, the productivity of an employee increases. It enhances satisfaction, in both the job factors and family lives. The ultimate performance of any organization depends on the performance of its employees, which in turn depends on numerous factors. These factors can be related to career or family or social support. The relationships between predictors of work-family conflict can be achieved through emotional intelligence. Better emotion management is necessary to accomplish day-today objectives of personal factors in life. This paper attempts to identify the various factor which helps to maintain predictors of work-family conflict among women employees in the insurance sector.
D.Vigneshwaran, Dr.S.Mohankumar and Dr.B.Vimala, 2021
The objective of this research is to study the predictors of work-family conflict among women emp... more The objective of this research is to study the predictors of work-family conflict among women employees in the insurance sector. The research was conducted among women employees in the insurance sector in the Cuddalore district. Predictors of work-family conflict entail attaining equilibrium between professional work and other activities so that it reduces friction between work-family conflicts. Work-life Balance enhances efficiency and thus, the productivity of an employee increases. It enhances satisfaction, in both the job factors and family lives. The ultimate performance of any organization depends on the performance of its employees, which in turn depends on numerous factors. These factors can be related to career or family or social support. The relationships between predictors of work-family conflict can be achieved through emotional intelligence. Better emotion management is necessary to accomplish day-to-day objectives of personal factors in life. This paper attempts to identify the various factor which helps to maintain predictors of work-family conflict among women employees in the insurance sector.
Keywords: Social Support, Personal Factors, Work-family conflict, Work-life Balance, and Intent to Quit
The objective of this research is to study the work-family conflict of employees in the insurance... more The objective of this research is to study the work-family conflict of employees in the insurance sector. The research was conducted among employees in the insurance sector concerning work-family conflict entails attaining equilibrium between professional work and other activities so that it reduces friction between work-family conflicts. Work-life Balance enhances efficiency and thus, the productivity of an employee increases. It enhances satisfaction, in both the job factors and family lives. The ultimate performance of any organization depends on the performance of its employees, which in turn depends on numerous factors. These factors can be related to career family or social supports. The relationships between work-family conflicts can be achieved through emotional intelligence. Better emotion management is necessary to accomplish the day-today objectives of personal factors in life. Organizational culture and work demands put employees at risk of role overload and work-to-family interference the two most important of this form of work-life conflict. The concept of work was viewed differently before a few decades back Corporates held the view their Work and Family were different entities. Which have no relation to the performance of an individual in an organization.
The literature review on Work-life Balance has been framed up because of its gained popularity wi... more The literature review on Work-life Balance has been framed up because of its gained popularity with the major aim to have the prosperity of society and the realization of fulfilling lives for its employees by supporting the growth of every employee and the further development of the companies. The literature identifies its effect on various quality life conditions i.e. Job Satisfaction, Work Stress, Career Growth, Turnover, Absenteeism, Appreciation, and competitive environment in context with Work-life Balance and its practices/policies. In this paper, an endeavor has been made to provide an overview of various aspects of Work-Life Balance through the review of existing literature. The sources referred include various journals, books, doctoral thesis, working papers, reports, magazines, internet sites, newspapers, etc, and have been reflected as references at the end.
This employee is the most important asset of the organization. It's a major challenge for the org... more This employee is the most important asset of the organization. It's a major challenge for the organization to retain its workforce as a lot of costs are incurred on them directly or indirectly. To have a competitive advantage over the other organizations, the focus has to be on the employees. As ultimately the employees are the face of the organization as they are the building blocks of the organization. Thus their retention is a major area of concern. So an attempt has been made to reduce the Intention to quit rate of the organization. Therefore this paper attempts to review the various antecedents of intention to quit which affect the intention to quit intentions of the employees.
This paper is desirable in labor work-family conflict among women employees. This family work con... more This paper is desirable in labor work-family conflict among women employees. This family work conflict study involves examining the level of satisfaction with work-life balance to simultaneously manage life behaviors. Job and family satisfaction can be determined by a multitude of factors, it is chosen as a result variable due to its relationship with the family-work conflict.
The goal of this research is to learn about the career household balance of ladies personnel in m... more The goal of this research is to learn about the career household balance of ladies personnel in monetary sector. The research was once performed among women employees in financial region with Reference to Chennai. Career family balance entails in attaining equilibrium between career and family, so that it reduces friction between profession and family life. Career family stability enhances efficiency and thus, the productivity of ladies worker increases. It enhances satisfaction, in each the career and household lives. The ultimate performance of any business enterprise depends on the performance of its employees, which in turn depends on numerous factors. These elements can be related to profession or family or both. The findings of the study reveal the majority of the Employees feel at ease in their work area irrespective of their Trivial personal and work region irritants. This paper tries to indentify the more than a few factor which helps to maintain work existence stability amongst employees in monetary sector.
This paper describes a study on work-family warfare among women personnel in the insurance plan d... more This paper describes a study on work-family warfare among women personnel in the insurance plan diagram sector. This learns about of work-family conflict is a section of an individual's everyday existence or organizational combat which has a tremendous effect on employee behavior, performance, and satisfaction. This examination of the capability to simultaneously manipulate existence with multi-field behaviors moreover affects the effectiveness of the organization. This chapter is committed to a different communication of the nature of the conflict, the degree of conflict, and the decision strategies. Towards the top of the chapter, we refer to the managerial implications of the conflict.
This paper describes a study on work-family conflict among women personnel in the insurance plan ... more This paper describes a study on work-family conflict among women personnel in the insurance plan sector. This learns about of work-family hostilities is a part of an individual's everyday existence or organizational combat which has a vast effect on employee behavior, performance, and satisfaction. This examination of the capacity to simultaneously manipulate existence with multi-field behaviors additionally affects the effectiveness of the organization. This chapter is committed to a distinctive dialogue of the nature of the conflict, the level of conflict, and the decision strategies. Towards the top of the chapter, we refer to the managerial implications of the conflict.
The intention to quit has drawn attention in the context of employee attrition, with a focus on i... more The intention to quit has drawn attention in the context of employee attrition, with a focus on its antecedents. A related aspect that requires attention is the outcome of the intention to quit, where little research has been done, especially in the Indian context. The present study explores social benefit support, personal factors, work-family conflict, and work-life balance as results of the intention to exit the insurance sector of the Cuddalore district. These factors become critical in the context of women because employees who want to quit can become less productive or even dysfunctional for the organization. Interviews and a questionnaire-based survey were used in this research. The survey was conducted using software professionals with less than four years' work experience, with results based on 650 responses. The first results show that, as assumed, the intention to quit leads to lower performance. This woman is understood to the Social support, personal factors, work-family conflict, and work-life balance clear pattern of the organization. Furthermore, exploration using structural equation modeling shows that performance orientation mediates the relationships between the intention to quit and social support, personal factors, workfamily conflict, as well as between the intention to quit and the balance between work and private life. The findings of this study imply that organizations need to understand that employees with a strong intention to quit can prove costly from multiple dimensions.
The objective of this research is to study the predictors of work-family conflict of women employ... more The objective of this research is to study the predictors of work-family conflict of women employees in insurance sector. The research was conducted among women employees in insurance sector with reference to cuddalore district. Predictors of work-family conflict entails attaining equilibrium between professional work and other activities, so that it reduces friction between work-family conflicts. Work-life Balance enhances efficiency and thus, the productivity of an employee increases. It enhances satisfaction, in both the job factors and family lives. The ultimate performance of any organization depends on the performance of its employees, which in turn depends on numerous factors. These factors can be related to career or family or both social supports. The relationships between predictors of work-family conflict can be achieved through emotional intelligence. Better emotion management is necessary in order to accomplish day today objectives of personal factors life. This paper attempts to identify the various factor which helps to maintain predictors of work-family conflict among women employees in insurance sector.
The consequences of the Covid 19 pandemic, several businesses, and government organizations requi... more The consequences of the Covid 19 pandemic, several businesses, and government organizations require an effort after a home-based (WFH) policy for their employees. At all times, workers feel comfortable at home with their families, particularly in unexpected situations. On the other hand, because of workplace and domestic tasks at the same time, workload starts growing automatically. Whether professional concerns interfere with personal life or vice versa, this can lead to conflict. Working from home makes it difficult to strike a work-life balance (WLB). Work-life balance requires to be situated explored extensively in previous studies; however, this study aims to examine work-life balance completes the covid 19 epidemics. The goal research remained near to see in what way work-life balance affects people. This study also focuses on women employees working in the insurance sector.
The personality factors influence each and every individual person's emotions, cognition and beha... more The personality factors influence each and every individual person's emotions, cognition and behavioral patterns with differences among them. An individual's personality can be conceptualized with his/her personality traits which endure an individual's personal characteristics explain his / her behavior at different situations. Personality has great influences over an individual's behavior as well as performance in any domain. Questionnaire-based survey was used here and conducted using life insurance private sector of the Cuddlier district experience, with results based on 649 women employees' responses through their interviews. Individual personality traits are playing crucial role at organizational parameters like work-life balance, work-family conflict, social support& intention to quit. This paper has tried on studying previous literatures over association of personality traits with performances-based parameters and understanding its associated relationship. The first results show that, as assumed, the personal factors lead to performance. This woman is understood to the social support, personal factors, work-family conflict& work-life balance clear pattern on the organization furthermore, exploration with SEM (Structural Equation Modeling) indicates that performance orientation is connecting relationships between personal factors & intention quit, and also between intention to quit & not balance between work and private life. The findings of this study confirm that Employer should analyze and understand each and every employee's strong personal factors from multiple dimensions.
The intention to quit has drawn attention in the context of employee attrition, with a focus on i... more The intention to quit has drawn attention in the context of employee attrition, with a focus on its antecedents. A related aspect that requires attention is the outcome of the intention to quit, where little research has been done, especially in the Indian context. The present study explores social benefit support, personal factors, workfamily conflict, and work-life balance as results of the intention to exit the insurance sector of the Cuddalore district. These factors become critical in the context of women because employees who want to quit can become less productive or even dysfunctional for the organization. Interviews and a questionnaire-based survey were used in this research. The survey was conducted using software professionals with less than four years' work experience, with results based on 650 responses. Total find out infinite population-1200, Confidence levels =95%, Margin of Values = 2.5%, Select Sample Size=650, Quota sampling the first results show that, as assumed, the intention to quit leads to lower performance The first results show that, as assumed, the intention to quit leads to lower performance. This woman is understood to the social support, personal factors, work-family conflict, and work-life balance clear pattern of the organization. Furthermore, exploration using structural equation modeling shows that performance orientation mediates the relationships between the intention to quit and social support, personal factors, work-family conflict, as well as between the intention to quit and the balance 6581 between work and private life. The findings of this study imply that organizations need to understand that employees with a strong intention to quit can prove costly from multiple dimensions.
The objective of this research is to study the predictors of work-family conflict among women emp... more The objective of this research is to study the predictors of work-family conflict among women employees in the insurance sector. The research was conducted among women employees in the insurance sector in the Cuddalore district. Predictors of work-family conflict entail attaining equilibrium between professional work and other activities so that it reduces friction between work-family conflicts. Work-life Balance enhances efficiency and thus, the productivity of an employee increases. It enhances satisfaction, in both the job factors and family lives. The ultimate performance of any organization depends on the performance of its employees, which in turn depends on numerous factors. These factors can be related to career or family or social support. The relationships between predictors of work-family conflict can be achieved through emotional intelligence. Better emotion management is necessary to accomplish day-today objectives of personal factors in life. This paper attempts to identify the various factor which helps to maintain predictors of work-family conflict among women employees in the insurance sector.
D.Vigneshwaran, Dr.S.Mohankumar and Dr.B.Vimala, 2021
The objective of this research is to study the predictors of work-family conflict among women emp... more The objective of this research is to study the predictors of work-family conflict among women employees in the insurance sector. The research was conducted among women employees in the insurance sector in the Cuddalore district. Predictors of work-family conflict entail attaining equilibrium between professional work and other activities so that it reduces friction between work-family conflicts. Work-life Balance enhances efficiency and thus, the productivity of an employee increases. It enhances satisfaction, in both the job factors and family lives. The ultimate performance of any organization depends on the performance of its employees, which in turn depends on numerous factors. These factors can be related to career or family or social support. The relationships between predictors of work-family conflict can be achieved through emotional intelligence. Better emotion management is necessary to accomplish day-to-day objectives of personal factors in life. This paper attempts to identify the various factor which helps to maintain predictors of work-family conflict among women employees in the insurance sector.
Keywords: Social Support, Personal Factors, Work-family conflict, Work-life Balance, and Intent to Quit