A Study on Emotional Intelligence and Quality of Work Life Among Employees in Hindustan Unilever Limited, Puducherry

This study research investigates the interplay between emotional intelligence (EI) and the quality of work life (QWL) among employees in Hindustan Unilever Limited (HUL).This study makes the comprehensive understanding of the emotional intelligence levels and perceptions of work life quality among HUL employees. By elucidating the impact of emotional intelligence on various facets of the work environment, including job satisfaction, work-life balance, and interpersonal relationships, the research aims to offer actionable recommendations for enhancing both emotional intelligence and the quality of work life within HUL and potentially serve as a model for other organizations .This study may also offer practical recommendations for organizational interventions aimed at enhancing emotional intelligence and thereby improving the overall work experience and well-being of employees.


INTRODUCTION
Emotional Intelligence (EI) has emerged as a critical factor influencing various aspects of professional life, particularly in the context of workplace dynamics.Employees' ability to understand, manage, and leverage emotions not only impacts their individual performance but also significantly contributes to the overall quality of work life within an organization.The quality of work life is a multifaceted concept encompassing various dimensions such as job satisfaction, work-life balance, organizational culture, and interpersonal relationships.Understanding the role of emotional intelligence in shaping these dimensions is crucial for both employees and organizations seeking to enhance productivity, job satisfaction, and overall workplace harmony.The quality of work life is a multifaceted concept encompassing various dimensions such as job satisfaction, work-life balance, organizational culture, and interpersonal relationships.Understanding the role of emotional intelligence in shaping these dimensions is crucial for both employees and organizations seeking to enhance productivity, job satisfaction, and overall workplace harmony.As organizations increasingly recognize the importance of fostering a positive and emotionally intelligent work culture, this study can serve as a guide for HUL and similar enterprises in devising • Email: editor@ijfmr.com

IJFMR230610694
Volume 5, Issue 6, November-December 2023 2 interventions and policies aimed at promoting emotional intelligence among their workforce.

OBJECTIVES OF THE STUDY
• To find out the barriers in emotional intelligence at work life.
• To find out awareness level of employees on emotional intelligence.
• To find the measure to improve emotional intelligence and enhance performance of workers.
• To find out work related factors that interfere with personal life.
• To identify the quality of work life of employees in the organization.

REVIEW OF LITERATURE
MacInnes (2005) based on review of evidence from the British Social Attitudes Survey, 2002, explores the myth regarding the reduction of working hours in order to enhance work-life balance.The author asserts that work-life policies designed for the reduction of working hours are of particular interest to workers with family responsibilities.However workers in Britain report that the kind of time-stress bought in by "long hours culture" has little relationship between workers family situation and preferences for working few hours.Families with responsibilities and young children may not be in a position to work for shorter hours as they need the income to support their families that only substantial working hours bring.On the contrary workers with no family responsibilities have the option to swap income or career progression for increased leisure time.
Caster et al ( 2004) explores the features that influence supervisor's decision to refer subordinates to work-family programs.The study reveals that program awareness and instrumentality perceptions contributed individually to predicting the frequency of supervisors referrals to work-family programs.Supportive attitudes also predict referrals, but only through their shared relationships with instrumentality perceptions.

Sharma et al. (2016)
in the study stated that when employees experience hard working conditions, work life balance initiatives uphold their satisfaction, particularly those who are working at health care organizations mainly hospitals.
Goodwin and Richards (2017) in their study discovered that those who are not supported by work-life balance activities recorded high level of dissatisfaction, and their determination to leave the job increased.This study states the importance of the work life balance in increasing the quality of work life of employees to increase their efficiency in their work environment.

RESEARCH METHODOLOGY
It is the specific procedures or techniques used to identify, select, process, and analysis information about a topic.It is a way of explaining how a researcher intends to carry out their research.It's a logical, systematic plan to resolve a research problem.A methodology details a researcher's approach to the research to ensure reliable, valid results that address their aims and objectives.Methodology is the study of research methods, "a contextual framework for research, a coherent and logic scheme based on views, beliefs, and values that guides the choices researchers.

DESCRIPTIVE RESEARCH DESIGN
It is a type of Research Design that aims to obtain information to systematically describe a phenomenon, population.A Descriptive Research Design can use a wide variety of Research methods to investigate one variable.In this Study "Descriptive Research Design" is used.

DATA ANALYSIS AND INTERPRETATION ONE WAY ANOVA
The one-way analysis of variance (ANOVA) is used to determine whether there are any statistically significant differences between the means of three or more independent (unrelated) groups.Let us look into the one-way Anova formula: F = MSB/MSW In this formula, F = coefficient of Anova , MSB = Mean sum of squares between the groups , MSW = Mean sum of squares within groups.The test formulates a null hypothesis and an alternative hypothesis.The null hypothesis states that all population means are equal, whereas the alternative hypothesis states that at least one population mean will vary from others.

CHI SQUARE
It is one of the simplest and most widely used non-parametric tests, in statistical work.The quantity describes the magnitude of discrepancy between theory and observation.(i.e.. with the help of X² test we can know whether a discrepancy between theory and observation can be attributed to chance or whether it results from the inadequacy of the theory to fit the observed facts.The formula for computing chisquare is as follows, X = Σ (ΟΕ)/Ε.

INFERENCE
From the above table, it is inferred that, based on the given data, there is no statistically significant evidence of an association or linear trend between the categorical variables.

REGRESSION ANALYSIS :
Regression is defined as a statistical method that helps us to analyze and understand the relationship between two or more variables of interest.The process that is adapted to perform regression analysis helps to understand which factors are important, which factors can be ignored, and how they are influencing each other.

INFERENCE
From the above table, it is inferred that there is evidence of a statistically significant negative association between "Implement better policies" and the dependent variable "Work demands".

REGRESSION (Ho):
There is no relationship between the independent variable "Implement better policies" and the dependent variable "Work demands" in the population.
(Ha): There is a relationship between the independent variable "Implement better policies" and the dependent variable "Work demands" in the population.RESULT: it is inferred that there is a significant negative association between "Implement better policies" and "Work demands.

CHI-SQUARE
From the above table, it is inferred that, based on the given data, there is no statistically significant evidence of an association or linear trend between the categorical variables.

CONCLUSION
The present study explored the intricate relationship between Emotional Intelligence (EI) and Quality of Work Life (QWL) among employees at Hindustan Unilever Limited, Puducherry.The findings indicate a positive correlation between employees' emotional intelligence and their quality of work life.Employees who demonstrate higher levels of emotional intelligence tend to experience a better quality of work life, fostering a positive work environment.The identified correlations emphasize the potential benefits of incorporating emotional intelligence development initiatives into the organizational framework, fostering a more positive and productive workplace.Psychology in the Schools, 47(4), 406-417.4. Mayer, J. D., Salovey, P., & Caruso, D. R. (2002).Mayer-Salovey-Caruso Emotional Intelligence Test (MSCEIT).Multi-Health Systems. 5. Greenhaus, J. H., & Beutell, N. J. (1985).Sources of conflict between work and family roles.

TABLE :
a 7 cells (43.8%) have expected count less than 5.The minimum expected count is .54.