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REVIEW OF LITERATURE Various authors and researchers have proposed models of Quality of working life which include a wide

range of factors. Selected models are reviewed below 1. Empirical Study on Factors Influencing on Quality of Work ISSN 1450-2267 Vol.28 No.1 (2012), pp. 119-127 B. L. Sairam Subramaniam Head of the Department, Department of Management Studies R. Saravanan Director, School of Management, Sri Krishna College of Technology This study concluded that the employees are facing poor worklife quality in the work place. Inadequate technology and tools brought down the development of banking habit among the people and it is the major cause for poor work life quality in banks. Sirgy et al.; (2001)suggested that the key factors in quality of working life are: need satisfaction based on job requirements, need satisfaction based on work environment, need satisfaction based on supervisory behavior, need satisfaction based on ancillary programs and organizational commitment. 2. The Relationship between Quality of Working Life with Organizational Citizenship Behavior of Office of Education Staff in Rasht City ISSN 2090-4304 ,( 2012) Mohammad Hadi Asgari1; Mohammad Taleghani2; Samereh Abadikhah3 The results suggest that there is a significance relationship between quality of working life(Components of fair pay, safety and health workplace, law-oriented and socially dependent) with organizational citizenship behavior and among the components of quality of working life, fair pay is the greatest relationship with organizational citizenship behavior.

3. Determining the Relationship Between Quality of Work Life (QWL) and Organizational Commitment of Melli Bank Staff in West Domain of Mazandaran in (2009-2010) ISSN 1991-8178 Mohammad Hadi Asgari, 2Mohammad Ali Dadashi 1. There is a relationship between quality of work life and organizational commitment of the staff (r=0.183).

2. There is a relationship between quality of work life and affective commitment of the staff (r=0.165). 3. There is a relationship between quality of work life and continuance commitment of the staff (r=0.250). 4. There is a relationship between quality of work life and normative commitment of the staff (r=0.207). Quality of work life is responsible for the organizational development towards low levels of organization hierarchy (Harvey and Brown, 1998, p. 62). Quality of work life program includes all kinds of improvements in organizational culture which supports growth and excellence in the organization (Philpot, 1987, p. 412). QWL in organization is essential for attracting and retaining employees. Suggestions Based on the Research Findings: - Making staff familiar with the concept of QWL - Providing appropriate environmental and working conditions to increase commitment of the staff 4. Performance-based management and quality of work: an empirical assessment Pierre Falzon1, Adelaide Nascimento, Corinne Gaudart, Ccile Piney, Marie-Anne Dujarier, Jean-Franois Germe, (2012) Results concern several aspects: workload and work intensification, indicators and performance management and the transformation of jobs induced by performance management. Quality work refers both to job quality (i.e. work as it is experienced by the worker: the work or the job one has) and product quality (i.e. the quality of the end result of work: the product of work). These two dimensions are correlated. 5. Inequalities in the psychological well-being of employed, single and partnered mothers: the role of psychosocial work quality and work-family conflict Ewelina Dziak, Bonnie L Janzen, Nazeem Muhajarine, (2010) While single employed mothers did experience higher levels of psychological distress than their partnered counterparts, differences between these groups of women in income adequacy, psychosocial work quality, and work-family conflict were found to explain this relationship. Future research employing a longitudinal design and subject to lower selection biases is required to tease out the interrelationship of these three life strains and to point to the most appropriate economic and social policies to support single mothers in the workforce. 6. Labor legislations for improving quality of work life in Nepal Dev Raj Adhikari, (2010)

In Nepalese workplaces, the QWL situation is deteriorating and thus commitment of the part of government, employers, and union leaders is required to work on QWL initiatives and to create a sound and harmonious industrial relations environment.
7. Quality of work, well-being, and intended early retirement of older employees

Johannes Siegrist, Morten Wahrendorf, Olaf von dem Knesebeck, Hendrik Jrges and Axel Brsch-Supan, (2006) They concluded that Poor quality of work is significantly associated with intended early retirement among older employees across all European countries under study calls for improved investments into better quality of work, in particular increased control and an appropriate balance between efforts spent and rewards received at work. 8. Health-Related Quality of Life, Psychosocial Work Conditions, and Absenteeism in an Industrial Sample of Blue- and White-Collar Employees: A Comparison of Potential Predictors Hanebuth, Dirk PhD; Meinel, Michael; Fischer, Joachim E. MD, MSc, (2006) They have stated some problems are scarcity of data simultaneously evaluating the relationship of health behavior, health perception, work characteristics, and demographic variables with sickness absenteeism in industrial employees. They have found that Effort-reward imbalance, lack of support by supervisors or coworkers, negative affectivity, exhaustion, and impaired health perception were significantly associated with absence spells and the time lost index. Job demands and job control as well as over commitment were unrelated to absenteeism indices 9. Quality of Work Life: A Study of Employees in Shanghai, China ka wai chana* & thomas a. wyatt, (2007) This study examines Quality of Work Life (QWL) in China in terms of how their work lives satisfy eight basic needs of employees and how the satisfaction of each individual need in their work life affects employees' job satisfaction, affective commitment, turnover intention, life satisfaction and general well-being 10. Problems and Solutions in the Quality of Working Life William A. Westley, (1979) The problems faced by people at work are classified into four types: political (insecurity), economic (inequity), psychological (alienation), and sociological (anomie). Individual remedies such as: worker directors, profit sharing, job enrichment, and sociotechnical design are then

examined in terms of their capacity to solve these problems. A distinction between job enrichment and sociotechnical design is made in terms of the first meeting psychosocial expectations, and the latter providing a cultural or normative environment for work. 11. The effects of quality of working life (QWL) on employee behavioral responses David Efraty and M. Joseph Sirgy, (1990) Quality of work life (QWL) was conceptualized in terms of need satisfaction stemming from an interaction of workers' needs (survival, social, ego, and self-actualization needs) and those organizational resources relevant for meeting them. It was hypothesized that need satisfaction (or QWL) is positively related to organizational identification, job satisfaction, job involvement, job effort, job performance; and negatively related to personal alienation

12. A New Measure of Quality of Work Life (QWL) Based on Need Satisfaction and Spillover Theories M. Joseph Sirgy, David Efraty, Phillip Siegel and Dong-Jin Lee, (2001) They identified seven major needs, each having several dimensions. These are: (a) health and safety needs (protection from ill health and injury at work and outside of work, and enhancement of good health), (b) economic and family needs (pay, job security, and other family needs), (c) social needs (collegiality at work and leisure time off work), (d) esteem needs (recognition and appreciation of work within the organization and outside the organization), (e) actualization needs (realization of one's potential within the organization and as a professional), (f) knowledge needs (learning to enhance job and professional skills), and (g) aesthetic needs (creativity at work as well as personal creativity and general aesthetics) 13. Review of Research Related to Quality of Work Life (QWL) Programs M. Joseph Sirgy, Nora P. Reilly, Jiyun Wu and David Efraty, (2012) QWL programs that affect work-related role identities and QWL programs that impact non-work identities. QWL programs related to work life are further categorized into four major groups: programs related to the work environment, programs related to job facets, programs related to management/supervisory duties and responsibilities, and programs related to corporate policies dealing with employee pay and promotion.

QWL programs that promote non-work role identities and need satisfaction are grouped in three categories. The first is alternative work arrangements, the second is components of employees compensation package, and the third is ancillary programs. 14. Title- Motivation through the design of work: Test of a theory. (1976) Author: Hackman, J. R., & Oldham, G.R In this journal, author suggested that the psychological growth needs are relevant to the consideration of Quality of working life. Several such needs were identified; Skill variety, Task Identity, Task significance, Autonomy and Feedback. They suggested that such needs have to be addressed if employees are to experience high quality of working life. 15. Scales for the measurement of some work attitudes and aspects of psychological well being Author: Warr. P, Cook. J and Wall. T (1979) In an investigation of Quality of working life, the author suggested a range of apparently relevant factors, including work involvement, intrinsic job motivation, higher order need strength, perceived intrinsic job characteristics, job satisfaction, life satisfaction, happiness. They discussed a range of correlations derived from their work, such as those between work involvement and job satisfaction, intrinsic job motivation and job satisfaction, and perceived intrinsic job characteristics and job satisfaction. 16. Accounting for the quality of work life. Author: Mirvis, P. H. and Lawler, E. (1984) In this journal the author suggested that Quality of working life was associated with satisfaction with wages, hours and working conditions, describing the basic elements of a good quality of work life as; safe work environment, equitable wages, equal employment opportunities and opportunities for advancement
17. Routinization of job context and job content as related to employees' quality of

working life Author: Baba V. B., & Jamal, M (1991) In this journal, the author suggested that the typical indicators of quality of working life, including: job satisfaction, job involvement, work role ambiguity, work role conflict, work role overload, job stress, organizational commitment and turn-over intentions. Baba and Jamal also explored routinisation of job content, suggesting that this facet should be investigated as part of the concept of quality of working life 18. - Health and well-being in the workplace: A review and synthesis of the literature

(1999) Author: Danna & Griffin In this journal, the author suggested that Quality of Working Life is not a unitary concept, but has been seen as incorporating a hierarchy of perspectives that not only include work-based factors such as job satisfaction, satisfaction with pay and relationships with work colleagues, but also factors that broadly reflect life satisfaction and general feelings of employees 19. A new measure of quality of work life based on need satisfaction theories Author: Sirgy, M.J., & Efraty,J (1999) In this journal, the author suggested that the key factors in quality of working life are: Need satisfaction based on job requirements, Need satisfaction based on Work environment, Need satisfaction based on Supervisory behavior. They defined quality of working life as satisfaction of these key needs through resources, activities, and outcomes stemming from participation in the workplace. Maslows needs were seen as relevant in underpinning this model, covering Health & safety, Economic and family, Social, Esteem, Actualization, Knowledge and Aesthetics, although the relevance of non-work aspects is play down as attention is focused on quality of work life rather than the broader concept of quality of life. These attempts at defining quality of working life have included theoretical approaches, lists of identified factors, correlation analyses, with opinions varying as to whether such definitions and explanations can be both global, or need to be specific to each work setting. 20. An Approach Model for Employees' Improving Quality of Work Life (IQWL) Author : H Dargahi , J Nasle Seragi (Vol. 36, No.4, 2007) The QWL Strategic Planning Committee recommended a new approach model to suggest the ways which impressive on the employees' improving QWL. The results showed that the perceived strongest areas developed by QWL Strategic Planning Committee that employees agreed to improve on their QWL, were communication, leadership, monitory and non monitory compensation , and support.

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