(Hosseini and Jorjatki ,2010) concluded that the career satisfaction, career achievement and

career balance are not only the significant variables to achieve good quality of work life but
quality of work life (QWL) or the quality of work system as one of the most interesting methods
creating motivation and is a major way to have job enrichment, which has its roots in staff and
managers' attitude to motivation category that is more attention to fair pay, growth opportunities
and continuing promotion improves staff’s performance which in turn increases QWL of social
insurance employees in Tehran. (Hussein and Jorjatki ,2010)
According to (Rethinam ,2008) QWL is a multi-dimensional construct, made up of a number of
interrelated factors that need careful consideration to conceptualize and measure. It is associated
with job satisfaction, job involvement, motivation, productivity, health, safety and well-being,
job security, competence development and balance between work and non-work life and also he
concluded as QWL from the perspective of IT professionals is challenging both to the
individuals and organizations. (Rethinam ,2008)
mentioned that QWL (QWL) was one of the key areas of human resource management that is
attracting attention and research focus.(Muftah ,2011)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”. Hence, if organizations are concerned about developing their
human resources and gaining a competitive advantage in the marketplace, it seems necessary that
they attend to one of their most precious assets, namely, their human resources by employing
high-quality working-life experiences in consonance their various needs eliciting favorable job-
related responses in return (ChandranshuSinha, 2012). 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. K. M. Nalwade and S. R. 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.
The teacher’s quality of work life could forecast with the principal’s leadership behavior.
Attempt has also been made to find out determinant of QWL which signifies present job,
working conditions and work culture are highly influencing QWL. Three dimensions of
personality extroversion, agreeableness, and conscientiousness are positively correlated with
QWL. (ChandranshuSinha, 2012). (Ahmad, 2013)Quality of work life (QWL) programs
influence quality of life (QOL) of employees in organization.Narehan Hassan et al. (2014) The
most influence factor on quality of life (QWL) were work environment followed by job facets.
Others were emotional wellbeing, personal development, social inclusion and interpersonal
relations.(Narehan Hassan et al. ,2014)
Conclusion:
A happy worker can concentrate on work and give more productivity. A skilled worker can be
retained in the organization if he is satisfied. So it is the duty of the management to provide
required facilities to improve QWL of the employees. It ensures greater participation and
involvement of workers, makes work easier and improves quality and efficiency. Literature
reviews have shown that QWL is a multidimensional constructs, these constructs have to be
considered during the job design process. Researchers differ in their views on the core
constituents of Quality of Working Life. QWL is a multidimensional constructs, these constructs
have to be consider during the job design process. The literature would also revel the
contribution of the nine important components of QWL which positively associated with the
employee satisfaction and employees opinion on QWL in different sectors. The literature
identifies its effect on various quality life conditions Job Satisfaction, Work Stress, Career
Growth, Turnover, Absenteeism, Appreciation and competitive environment in context with
Work-life Balance and its practices/policies. It has a vital impact on the productivity and growth
of both the organization and the employee. Work life is all about a measure about controlling on
when, where and how they work. Many factors are acting as supporting elements for employees
to achieve balance between work and personal life.