IJMSSVol.03 Issue-03, (March, 2015) ISSN: 2321-1784 International Journal in Management and Social Science (Impact Factor- 3.25) QUALITY OF WORK LIFE –A LITERATURE REVIEW BALARAM BORA, Assistant Professor Soumendra Das, Assistant Professor D. Vishnu Murthy, Professor Aditya Institute of Technology and Management Department of Management Studies TEKKALI-532201, Srikakulam District, (A.P) ABSTRACT: In this mechanical life, workmen reach house after completion of their hectic job with highest stress. Human being cannot be compared with machines. They have their own impulses, instincts, emotions. Employer should design a job which suits the needs of workmen not the technology. By using Quality of Work Life (QWL) worker’s potential can be used to maximum extent. It ensures greater participation and involvement of workers, makes work easier and improves quality and efficiency. For our study purpose, only secondary data is used which is sourced from different journals and books. In discussing the Literature Review of Quality of Work Life, this paper has been divided into four parts. In the first part introduction of QWL, second part Review of Literature of QWL. In the third part Components of QWL, it summarizes different requisite components for QWL, industries observed and contributions of different researchers. It is observed that Researchers differ in their views on the core constituents of Quality of Working Life. KEY WORDS: Job satisfaction, Quality of work life, Work environment, Work-life balance. A Monthly Double-Blind Peer Reviewed Refereed Open Access International e-Journal - Included in the International Serial Directories International Journal in Management and Social Science http://www.ijmr.net.in email id- [email protected] Electronic copy available at: http://ssrn.com/abstract=2592416 Page 106 in email id. It includes an opportunity to utilize one’s skills and capacities. Wright and Croppanzano 2004). Wright and Bonett 2007.03 Issue-03. contributing to increased stress levels. technology or long-lived products Caudron (1994). turnover. 2000). 1989) The combination of a fluctuating work environment with competing job and family commitments has negatively affect employees in the form of lowered morale and motivation. Shamir and Solomon (1985) defined quality of work life (QWL) as a comprehensive construct that includes wellbeing related to an individual’s job and the degree to which work experiences were rewarding. (Newton. and their attitudes towards it. Based upon an understanding of employees’ various needs and their QWL experiences. an activity should be practiced by the individuals in organization. Leckie. 2015) ISSN: 2321-1784 International Journal in Management and Social Science (Impact Factor. 2. and increased burnout and turnover. such as reduced rate of absenteeism. INTRODUCTION QWL is defined as the favourable conditions and environments of a workplace that support and promote employee satisfaction by providing them with rewards. role conflict. anxiety.3. This may be helpful for an organization to be successful and to achieve organizational objectives since employees’ QWL experiences are directly related with a variety of desirable organizational outcomes. decision making latitude and relationships with other people at work.25) 1. including the physical conditions under which they labour (Klitzman & Stellman. In fact. fulfilling. shift work. job security. Serey (2006) defined that QWL was associated with meaningful and satisfying work. Thus signifying that employees’ QWL experiences are limited not only to them but is a matter of concern for the employers as well the only thing that will maintain today’s source of competitive advantage is high quality personnel instead of merely capital. 2009). such as work load. and lack of privacy. tardiness frequency and health care utilization (thus. its impact upon people.ijmr. general mental distress symptoms. and reduce stress. noise. to confront challenges and situations that require self-initiative and self-direction. interpersonal conflicts with co-workers or supervisors etc. & Pettman. long work hours.Included in the International Serial Directories International Journal in Management and Social Science http://www. In recent year’s concern with the nature of work. employees are the soft assets and are the hidden value of a company (Abdeen. has sharpened. In addition to this other adverse environmental conditions. It supports to the position that.irjmss@gmail. There are many organizational factors like job insecurity. physical hazard exposures.net. especially poor air quality. ulcer and chronic pain (Sabadra. and increased job performance (Warr 2005. reduced health care costs). Moreover the inability of employee to balance the equally challenging demands of their work and personal life has contributed to the escalating stress and conflict of today’s workforce (Edwards & Rothbard. 1979). management can identify the strategic gap (if any) in the organization and can take further necessary actions to improve the QWL of employees.com/abstract=2592416 Page 107 . These stressors are related to depression. (March. Worker assessments of the physical environment are distinct from their assessments of general working conditions. heart disease. reduced productivity. 2002).com Electronic copy available at: http://ssrn. and growth opportunities.IJMSS Vol. REVIEW OF LITERATURE QWL has steadily growing importance over a period in which the industrialized nations have increasingly come to question about role and status of human beings in the modern technological environment. The continuous effort to bring increased labour-management cooperation through joint problem solving to improve organizational performance and employee satisfaction are key aspects of QWL. The psychological wellbeing of office workers is depends on the physical office environment. ergonomic conditions. A Monthly Double-Blind Peer Reviewed Refereed Open Access International e-Journal . the stress people experience at work may be due to a combination of factors. may affect worker satisfaction and mental health. job insecurity was the single significant correlate of depressive symptoms after controlling for other demographic and work environment variables. their human resources by employing highquality working-life experiences in consonance their various needs eliciting favourable job-related responses in return (Chandranshu Sinha. R. Srivastava 2007). regardless of gender and prohibits gender discrimination in hiring practices etc. 2014) A Monthly Double-Blind Peer Reviewed Refereed Open Access International e-Journal . practices like Flex time. namely. women always carry more responsibilities at home than men and also struggling to achieve Work-Life Balance (WLB). 2015) ISSN: 2321-1784 International Journal in Management and Social Science (Impact Factor.irjmss@gmail. It was a philosophy that considers people as the most important recourses in the organization and views them as an “asset” to the organization rather than as “costs”. Nigade and Sarang S. agreeableness. Both genders believe that there is a negative spill over from work on to family life due to which they did not have enough time to spend with their families and moreover work pressures affected quality of the family life. In Indian scenario despite of legal provisions made by acts like those of the Equal Remuneration Act of 1976 which promulgates equal payment for equal work.03 Issue-03. Three dimensions of personality extroversion. and conscientiousness are positively correlated with QWL. working conditions and work culture are highly influencing QWL. 2009). The teacher’s quality of work life could forecast with the principal’s leadership behavior. 2010). home working. M. 2008).ijmr. Thus building a supportive work environment is yet another important initiative to be addressed (Doble & M. if organizations are concerned about developing their human resources and gaining a competitive advantage in the marketplace. (2014) found that quality of work life (QWL) programs influence quality of life (QOL) of employees in organization.net. Nalwade and S.in email id. All jobs do not equally affect employees’ depressive symptoms (Simmons & Swanberg. The paid employment with psychosocial work environment has definitely beneficial consequences for mental health.3. Others were emotional wellbeing. ( Jyoti J. Hence. Attempt has also been made to find out determinant of QWL which signifies present job. employees are likely to have higher wellbeing if they are satisfied with their work and organization and they perceive their Quality of Work Life (QWL) positively. Muftah (2011) mentioned that QWL (QWL) was one of the key areas of human resource management that is attracting attention and research focus. Nikam observed QWL in academic institutions in their paper Quality of Work Life in Academic: A Review of Literature that QWL is fundamental as it is significant not only to determine employee satisfaction but also promote organization health. Ahmad (2013) stated that the core pillar of QWL was to create a work environment that employee can work cooperatively with each other in order to achieve to organization objectives. The most influence factor on quality of life (QWL) were work environment followed by job facets. Bhola. it seems necessary that they attend to one of their most precious assets. According to them with the increase in number of dual career couples. K.. Increased competition from globalization is damaging employee’s quality of life (Sarkar & Jeswani. For working poor employees.V. high psychological demands and low supervisor and co-worker support were associated with depressive symptoms. (March.com Page 108 .Included in the International Serial Directories International Journal in Management and Social Science http://www. Narehan Hassan et al. child care facilities at workplace and the option to work part time would go a long way towards improving productivity and enhancing quality of work and family life. 2012). social inclusion and interpersonal relations. since an employee’s experiences in the workplace and his/her QWL influence his/her health and psychological well-being (Chan and Wyatt 2007. personal development.25) Nonetheless. For working non-poor employees.IJMSS Vol. in email id. (ii) employee participation in the management.(iv) need satisfaction based on ancillary programmes. (v) use of one’s present skills. hours and working conditions. It ensures greater participation and involvement of workers. considered a range of apparently relevant factors. Literature reviews have shown that QWL is a multidimensional constructs. industries observed and contributions of different researchers. (vii) a meaningful future at work. and the intrinsic job notions of the nature of the work itself. (iii) fairness and equity. (ii) need satisfaction based on work environment. So it is the duty of the management to provide required facilities to improve QWL of the employees. (March. 4. these constructs have to be considered during the job design process. (v) organizational commitment. which includes satisfaction towards work.25) 3. Sirgy et al. He suggested that a number of other aspects could be added. COMPONENTS OF QUALITY OF WORKLIFE Warr and colleagues (1979) in an investigation of quality of working life. and (viii) self-rated anxiety. (vi)life satisfaction. A skilled worker can be retained in the organisation if he is satisfied.03 Issue-03. (2001) suggested that the key factors in quality of working life are (i) need satisfaction based on job requirements. Table-1 lists the some of the components of QWL as taken by various scholars in their studies along with the different sectors and outcome.IJMSS Vol.net. (iii) higher order need strength. Researchers differ in their views on the core constituents of Quality of Working Life. (v) job satisfaction. from the literature it can be summarized that QWL may be viewed as a wideranging concept. including (i) work involvement. (ii) intrinsic job motivation.irjmss@gmail. (viii) social relevance of the work or product and (ix) effect on extra work activities. makes work easier and improves quality and efficiency. However.ijmr.3. (iv) social support. (iv) perceived intrinsic job characteristics. (iii) need satisfaction based on supervisory behaviour. CONCLUSION A happy worker can concentrate on work and give more productivity.Included in the International Serial Directories International Journal in Management and Social Science http://www. 2015) ISSN: 2321-1784 International Journal in Management and Social Science (Impact Factor. participative management and improve work environment.com Page 109 . (vi) self-development. It will give clear cut idea of different components required for QWL. including (i) individual power. Taylor suggested that relevant quality of working life concepts may vary according to organisation and employee group. Taylor (1979) more pragmatically identified the essential components of quality of working life as basic extrinsic job factors of wages. A Monthly Double-Blind Peer Reviewed Refereed Open Access International e-Journal . (vii) happiness. refers to the component of progress and development which implies that the development of skills and competencies are an important contributing factor for QWL to be high..IJMSS Vol. 7 Work And Total Life Space And 8 Social Relevance Of Work Life.net. justice and grievance handling 12. 6 Constitutionalism In The Work Organization. work roleInternational e-Journal .irjmss@gmail. 3. Reward and penalty system 11.Challenge of the work.Self esteem. ( 1979) INDIA Stein (1983) USA Levine. job Nurses in Hospital Monotony in the job due to Jamal involvement. Corporation QWL was associated with Lawler 2 equitable wages. (March. Job security 4. 2. Participation in decision making 10. 5. 3 Immediate Opportunity To Use And Develop Human Capacities. 2015) ISSN: 2321-1784 International Journal in Management and Social Science (Impact Factor.ijmr.Change of Company work. Physical work environment 5. Adequate and fair compensation 2.Job satisfaction. AUTHOR Walton (1975) USA Saklani.Included in theaffect QWL Negatively A Monthly Double-Blind Peer Reviewed Refereed4.in email id. Equity. 3. 5 Social Integration In The Work Organization. 2. Opportunity to use and develop human capacity 7. Taylor and Davis (1984) EUROPE COMPONENT 1 Adequate And Fair Compensation. wages. Opportunity for continued growth 8. 2.com Page 110 . routine work activities can (1991) 3 work role ambiguity. 7. 4 Opportunity For Continued Growth And Security. QWL Policies may vary as per the size of the organization and employees group 1. Fringe benefits and welfare measures 3.Open Access International Serial Directories International Journal in Management and Social Science http://www. Human relations and social aspect of work life 9. 1. 4.3.Contribution towards society from the work Mirvis and 1 safe work environment. D.Scope of impacted work and life beyond work itself.Being recognized and prized. Belongings. 5. Work and total life space 13.25) TABLE-1: COMPONENTS OF QUALITY OF WORK LIFE IN THE VIEW OF RESEARCHERS IN VARIOUS INDUSTRIES.External reward TYPES OF THE INDUSTRIES Service Industries The sample comprised respondents of both managerial and nonmanagerial categories drawn from 24 organizations of different types.R. Progression and development.Autonomy or being independent. 6.Respect from supervisor and trust on Insurance employee’s capability.03 Issue-03. 4. Work load and job stress 6. OUTCOMES All these components are associated with Quality of Work Life Apart from monetary considerations. 2 Safe And Healthy Working Conditions. hours and (1984) 3 equal employment opportunities and working condition UK 4 opportunities for advancement Baba and 1.Future development opportunity arising from the current work. service satisfaction. employees in India accord a high value to the factors that satisfy selfesteem and self-actualization needs of a higher order. Image of organization 1. 2015) ISSN: 2321-1784 International Journal in Management and Social Science (Impact Factor.Included in the International Serial Directories International Journal in Management and Social Science http://www.irjmss@gmail. 11.Recognition of efforts 10.opportunities. 5 work role overload. 11 lack of opportunity to learn new skills. Peng Tian-yu and Luo Jian (2007) CHINA conflict. 6. Stimulating opportunities and coworkers. Trust in senior management.IJMSS Vol. management style.Organizational environment: team spirit.10 role conflict. Favorable work environment. job stress. Carrier advancements opportunities 5. with 63% of the variance in QWL QWL is analyzed in three dimensions: the nature of the job itself.ijmr. career achievement and career balance.Reward systems. 4. Wyatt & Chay Yue Wah (2001) SINGAPOREA N Ellis and Pompli (2002) CANBERRA G Nasl Saraji.8 lack of recognition. Training 4. 8. 7 organizational commitment and 8 turn-over intentions 1. 6.Fair Pay and Autonomy 2. balance of work and family. Reward systems 3.Job security.03 Issue-03. work and organization environment. Personal growth and autonomy 3.in email id.Amount of work to be done 13.9 poor relationships with supervisor/peers. H Dargahi (2006) TEHRAN Raduan Che Rose (2006) MALAYSIA Qing Tao. significance of the work.Balance between the time spent at work and the time spent with family and friends 12. 9. 6 lack of involvement in decision making.25) UK Lau RSM. 2. 5 shiftwork. A Monthly Double-Blind Peer Reviewed Refereed Open Access International e-Journal .4. and societal psychosocial context. 3.Work related task: work autonomy. feedback on work. operations and environment that promote and maintain employees satisfaction All type of industries All these components are associated with the quality of work life of Employees Nurses in Hospital All these factors associated with Job dissatisfaction and QWL Tehran University of Medical Sciences (TUMS) Hospitals’ employees The results showed that the majority of employees were dissatisfied with occupational health and safety. Bruce EM (1998) US Thomas A. interpersonal relationship.participitation in decision making 7 Interesting and satisfying work. Participation in decision in decision making 1.Training and career advancements 5.. Job security 2.4.occupational health and safety at work 1 Career Satisfaction . 2. 1 poor working environments.7 professional isolation. importance of the tasks. 2 Career Achievement And 3 Career Balance 1. (March. 3.3. balance between the time they spent working and with family Managers from the free trade zones in Malaysia for both the multinational corporations (MNCs) and the small-medium industries (SMIs) knowledge workers The result indicates that three exogenous variables are significant: career satisfaction.2 resident aggression.Social psychology: social and Manufacturing industries QWL is workplace strategies . level of stress experienced at work 14. Health and safety standards at work.net. Nature of job.3 workload.com Page 111 . innability to deliver quality of care preferred. intermediate and senior managers . their income. 1. autonomy. Physical work environment 5.ijmr. 7. & Lafi. working hours. The study indicated that QWL is positively and significantly related to employee satisfaction. continuing security. Work load and job stress 6. Image of organization 1. Coimbatore and Madurai cities in Tamil Nadu. 5. Job satisfaction. justice and grievance handling 12.irjmss@gmail. BANGLADESH psychological support. Opportunity for continued growth 8. (2011) QATAR Stephen. Social integration in the work organization. Adequate And Fair Compensation. social image of the enterprise.3. Opportunity for continued Growth and security. growth opportunities. 3. Work and total life space 13.Included in the International Serial Directories International Journal in Management and Social Science http://www. 2. Physical. Adequate and fair compensation and constitutionalism in the work organization show the highest positive correlation with job satisfaction. revealed ten important QWL factors in SSI These are social support. Safe And Healthy Working Conditions. Human relations and social aspect of work life 9. economic position 1. Information technology (IT) professionals All these components are associated with the quality of work life of IT Employees Insurance workers of Mazandaran province Results have shown that among the eight dimensions of quality of worklife . Constitutionalism In The Work Organization. working environment.net. Health and well-being 2. role clarity and fringe benefits. pay fair and adequate pay size. the integration and development of human Capabilities are related to performance. (2012). 6. Integration and social cohesion. (March. 4. Opportunity to use and develop human capacities shows the least A Monthly Double-Blind Peer Reviewed Refereed Open Access International e-Journal .. Opportunity For Continued Growth And Security. governance by rule of law. Opportunity to use and develop human capacity 7. Competence development and 5. 1. Participation in decision making 10. H. Adequate and fair compensation. H. Equity.03 Issue-03.25) Guna Seelan Rethinam & Maimunah Ismail (2008) MALAYSIA Seyed Mehdi Hosseini (2010) IRAN Muftah. Recognition. Opportunity to use and develop human capacities. A. Job security 3. 3. India Faculty members in the private universities of Bangladesh. mutual respect. Safe and healthy working condition.com Page 112 .in email id. The findings of the study regarding perception of employers and employees on QWL variables. Employers and employees of various Small scale industrial units in Chennai. followed by psychological factors and then social factors. Social Relevance Of Work Life. Reward and penalty system 11. relationship with boss. 5. 2. Immediate Opportunity To Use And Develop Human Capacities. Work And Total Life Space And 8. 4. interpersonal relationship. Fringe benefits and welfare measures 3. Social factors 1. INDIA Ayesha Tabassum (2012).IJMSS Vol. 2015) ISSN: 2321-1784 International Journal in Management and Social Science (Impact Factor. Psychological 3. 2. 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