Employees Of Textile Industry Research Articles

Depression and Behavioral Problems Among Adolescent Girls and Young Women Employees of the Textile Industry in India.

Stress and depression are common in textile industry employees due to inadequate working conditions and challenging socioeconomic conditions. The objective of the study was to assess depression and mental health among adolescent and young females currently employed in a textile factory located in Tamil Nadu compared with past employees and women who have never been employed. This cross-sectional study included a total of 107 participants in each study group who were interviewed. The Patient Health Questionnaire-9 and Strengths and Difficulties Questionnaire were administered to screen participants for depression and mental health. More current employees (16.82%) and past employees (15.88%) suffered from depression severe enough to require treatment compared with never employed girls and young women (2.8%). Of the study participants, 59.8% of current employees, 63.6% of past employees, and 32.7% of never employed women had mental health or behavior problems. In the regression model, history of abuse was significantly associated with depression. Participants who were current employees and reported family debt and a history of abuse were significantly more likely to have mental health or behavior problems. Mental health issues such as depression and behavior problems were more likely among adolescent girls currently employed in textile industries. Further studies into the causes of this phenomenon are needed.

Quality of work life among employees in textile industry with reference to Coimbatore district

Quality of work life among employees in textile industry with reference to Coimbatore district

Impact of HRM Practices on Employee’s Performance

This study was conducted to determine the impact of HRM practices on employee’s performance in the Textile industry of Pakistan. Random sampling technique was used to collect data for this research study. A questionnaire based on 34 items was distributed among 68 employees of textile industry for data collection. To check the association between HRM practices and employee’s performance, Pearson correlation statistical technique and regression analysis was applied on the data. The results indicate that HRM practices Compensation, Career Planning, Performance Appraisal, Training, and Employee Involvement have a positive impact on employee’s performance. Hence, it is proved that independent variables contribute positively towards change in the dependent variable.

Locus of Control as a Predictor of Job Satisfaction Among the Employees of Textile Industry

Locus of control refers to the perception of contingencies between action and outcomes – to what extent an action produces an outcome. The present study was aimed at studying the relationship between locus of control and job satisfaction among the employees of textile industry. A sample consisting of 124 employees working in textile industry participated in the study. Structured questionnaires were used to gather primary data to assess locus of control and job satisfaction among the employees. The obtained data were analyzed with various statistical tools like mean, standard deviation, ANOVA, correlation, regression, and t-test. Results indicated that there was a significant negative correlation between locus of control and job satisfaction. Approximately twenty five per cent of the variance of job satisfaction was explained by locus of control. There was a statistically significant difference between the level of job satisfaction among the internals and externals.

Do Human Resource Management Practices Inspire Employees' Retention?

This study examines the relationship between the human resource management practices implemented by the organization and employees’ motivated intention to stay and work effectively for the organization. Human resource management practices deployed in study are training and Development, development of teams, performance appraisal, internal communication system, employment security, person-organization fit, employee empowerment and reward and compensation. Four hundred questionnaires were distributed among the middle management cadre employees of textile industry, out of which, 303 questionnaires completed in all respects were received back with a response rate of 75.75%. It is explored that four human resource management practices: person-organization fit, employment security, communication and training and development are contributing strongly (adjusted R2 = 0.782) in developing the employees’ intentions to stay with organization. Further, strong positive inter-relationships were found between human resource management practices and employees’ retention. It is concluded that adoption of human resource management practices enhances employees’ retain ability of organizations.

Association of SOD2 gene polymorphism with noise induced hearing loss in textile industry employees

Noise exposure leads to hearing loss in industrial workers due to release of superoxide anions which damage cochlear epithelium in the ear. These free radicals are regulated by superoxide dismutase 2 (SOD2) and polymorphism in this gene may abet in predisposition to noise induced hearing loss (NIHL). The current study describes prevalence of polymorphism at two different loci of SOD2 gene in NIHL patients and association of smoking habit with NIHL. PCR-SSCP analysis of polymorphic sites revealed mutation in NIHL patients. Results showed thatIVS1+8A/G and IVS3-23T/G SOD2 polymorphisms are associated with NIHL (p 0.01). It is intended that SOD2 polymorphism plays a significant diagnostic role in determining susceptibility of NIHL in Pakistani industry employees. Key words: Superoxide dismutase 2, polymorphism, hearing loss, loci, reactive oxygen species

A Study on Quality of Work Life of Employees in Textile Industry – Sipcot, Perundurai.

A Study on Quality of Work Life of Employees in Textile Industry – Sipcot, Perundurai.

Cancer and Other Causes of Death Among Female Textile Workers, 1976–78<xref ref-type="fn" rid="FN2">2</xref>

Information on usual industry and occupation on North Carolina death certificates indicated that 4,462 white women who died during 1976-78 were former textile industry employees. The relative frequency of cancer and other diseases among decreased textile workers was compared with the cause of death distribution among other white female decedents. Elevated proportional mortality ratios (PMR) were found for the following malignant neoplasms: larynx, PMR=2.8; connective tissue, PMR=2.6; uterine cervix, PMR=2.1; other and unspecified genital organs, PMR=2.7; thyroid, PMR=2.2; and non-Hodgkins lymphoma, PMR=1.7. The increased PMR for cervical cancer and for cancer of other and unspecified genital organs may be related to socioeconomic correlates of employment in the textile industry. More research is needed to determine whether work in the textile industry is associated with the other malignant neoplasms for which an elevated PMR was found in this study.