Qwl thesis [www.writekraft.com]

A STUDY ON THE IMPACT OF QUALITY OF WORK
LIFE ON EMPLOYEES’ JOB SATISFACTION (WITH
SPECIAL REFERENCE TO IT INDUSTRY IN
HYDERABAD CITY- TELANGANA STATE)

ABSTRACT
Quality of Work Life or commonly known as QWL is known to be a satisfactory
working atmosphere which assists and endorses the contentment by issuing their
staff of members with the various prizes, career elevation, job prospects, job security
and many other things. QWL is related with the work satisfaction, work
involvement, enthusiasm, efficiency, fitness, precautions, job security, capability
growth and stability between job and non-job life.
The purpose of this study is to examine the effect of QWL on workers Job
contentment. Moreover, this research also examines the greater ranges of
disappointment assuming any and gives significant proposals to enhancing in those
regions.
Both primary and secondary data sources are employed for the research. Primary
data is collected with the help of questionnaire survey on the techniques and
apparatuses utilized for leading the present analysis ponders are examined. The
sample size of the research is 120 and the data is analyzed by statistical tool.
The findings of the study revealed that quality of work life is normally an emphasis
on the methods that have revolutionized the organizations to increase the level of
satisfaction in the staff, to improve their performance, to decrease quitting job rate
and alleviate their tension and heighten the level of productivity. Satisfaction of job
position and happiness in a job have highly affected over mental states of employees,
thus he/she tries best to save his/her job which results to show better and desirable
performance. This performance equals to feelings of happiness, therefore the success
of the organization is similar to his/her success in personal life.

TABLE OF CONTENTS
CHAPTER 1: INTRODUCTION............................................................................. 1
1.1 Research Background ..................................................................................... 4
1.1.1 Quality of work life.................................................................................. 4
1.1.2 Factors affecting the nature of work life ................................................. 10
1.1.3 Job fulfillment........................................................................................ 10
1.2 Problem Statement........................................................................................ 11
1.3 Aims and Objectives of the Study................................................................. 13
1.4 Need for the Study........................................................................................ 13
1.5 Scope of the Study........................................................................................ 14
CHAPTER 2: LITERATURE REVIEW ................................................................ 15
2.1 Quality of Work Life .................................................................................... 15
2.2 Concept of QWL .......................................................................................... 16
2.3 Models of QWL............................................................................................ 25
2.4 Studies related to QWL in Ascending Order ................................................. 29
2.5 Mechanisms of Quality of Work Life............................................................ 39
2.6 Job Satisfaction ............................................................................................ 45
2.7 Job Satisfaction Concept............................................................................... 47
2.8 Importance of Job Satisfaction...................................................................... 48
2.9 Different factors of Job Satisfaction.............................................................. 52
2.10 Measuring Job Satisfaction ......................................................................... 53
CHAPTER 3: INDUSTRY AND COMPANY PROFILE ...................................... 56
3.1 Overview of IT Industry in India .................................................................. 56
3.2 IT Industry in Hyderabad City – Telangana State.......................................... 57
3.3 Challenges Faced By the IT Sector in India .................................................. 58
3.4 Information Technology ............................................................................... 59
3.5 Features of the IT industry............................................................................ 59

3.6 The Role of the IT industry........................................................................... 59
3.7 Classification of IT Industry in India ............................................................ 60
3.8 Market Size .................................................................................................. 61
3.9 Investments .................................................................................................. 62
3.10 Government Initiatives ............................................................................... 66
3.11 Road Ahead................................................................................................ 68
3.12 Tata Consultancy Services Limited (TCS) .................................................. 69
3.12.1 Products and services ........................................................................... 71
3.12.2 Achievements/ recognition................................................................... 75
3.13 HCL Technologies...................................................................................... 76
3.13.1 Business lines....................................................................................... 78
3.13.2 Recognition.......................................................................................... 78
3.14 WIPRO Limited ......................................................................................... 80
3.14.1 Different divisions of the company....................................................... 82
3.14.3 Milestones............................................................................................ 85
3.14.4 Achievements/recognition.................................................................... 87
3.15 Infosys........................................................................................................ 88
3.15.2 Milestones............................................................................................ 91
3.15.3 Achievements/ recognition................................................................... 93
3.16 Capital IQ................................................................................................... 99
3.16.1 Features and benefits.......................................................................... 101
CHAPTER 4: RESEARCH METHODOLOGY................................................... 102
4.1 Introduction................................................................................................ 102
4.2 Research Process ........................................................................................ 102
4.3 Research Design......................................................................................... 103

4.4 Research Philosophy................................................................................... 104
4.4.1 Positivism ............................................................................................ 104
4.4.2 Interpretivism....................................................................................... 104
4.4.3 Realism................................................................................................ 105
4.4.4 Research approach ............................................................................... 106
Deductive: .................................................................................................... 106
Inductive:...................................................................................................... 107
4.5 Research Strategy....................................................................................... 107
4.5.1 Experimental........................................................................................ 108
4.5.2 Survey.................................................................................................. 108
4.5.3 Interview.............................................................................................. 108
4.5.4 Case study............................................................................................ 109
4.5.5 Observation.......................................................................................... 109
4.6 Data Collection Methods ............................................................................ 109
4.6.1 The method of secondary data collection.............................................. 110
4.6.2 The method of primary data collection ................................................. 110
Selected data collection method .................................................................... 111
4.7 Sampling Techniques ................................................................................. 112
4.9 Research Hypothesis................................................................................... 113
4.10 Data Analysis Plan.................................................................................... 113
4.11 Ethical Issues............................................................................................ 114
4.12 Accessibility Issues................................................................................... 114
4.13 Research Limitations ................................................................................ 114
4.14 Summary.................................................................................................. 115
CHAPTER 5: ANALYSIS OF THE DATA, RESULTS AND DISCUSSION ..... 116
5.1 Introduction................................................................................................ 116
5.2 Interpretation of Results.............................................................................. 116

5.2.1 Reliability test...................................................................................... 116
5.3 Discussion of Findings ............................................................................... 207
CHAPTER 6: CONCLUSION & SUGGESTIONS.............................................. 218
6.1 Conclusion ................................................................................................. 218
6.2 Recommendation for Future Studies ........................................................... 222
6.3 Suggestions ................................................................................................ 223
REFERENCES.................................................................................................... 226
APPENDIX ......................................................................................................... 236

LIST OF TABLES
Table 1.1: Dimension and factors of quality of life
Table 1.2: Work life balance benefits to the organization
Table 2.1: Components of Quality of Work Life
Table 2.2: Job Satisfaction Factors
Table 5.1 Reliability Test
Table 5.2: Descriptive statistic of demographical
Table 5.3: Gender
Table 5.4: Age
Table 5.5: Work experience in the firm
Table 5.6: Descriptive Statistics
Table 5.7: Do you think that quality of work life affects the job satisfaction level
of an employee?
Table 5.8: Do you think that salary or compensation is faire in your
organization?
Table 5.9: Do you think that bonus and incentive polices are effective in your
organization?
Table 5.10: In your views, whether your organization is providing Safe and
Healthy working conditions?
Table 5.11: Whether in your organization, there is any special policy for
employees’ health and safety?
Table 5.12: Do you think that a good quality of working life is important to
improve the employees’ satisfaction?

Table 5.13: Do you think that quality of work life in your organization encourage
employees to improve their skills?
Table 5.14: Do you think that employees’ health and safety at workplace have
highly affects over mental states of employees?
Table 5.15: Freedom of communication at the workplace is helpful to improve the
job satisfaction?
Table 5.16: In your views, equitable reward system plays important role in the job
satisfaction of employees?
Table 5.17: How much you are agreed that a concern of management for
employee job security is essential in the job satisfaction?
Table 5.18: Do you think that Employee skill development program in the
organization is important to increase the job satisfaction among the
employees?
Table 5.19: Provides your views that reduction of occupational stress is effective
to improve the job satisfaction of employees?
Table 5.20: Good employer-employee relationship at the workplace is effective to
maintain the high job satisfaction among the employees?
Table 5.21: Do you think that the extent of challenging job affects the job
satisfaction among the employees?
Table 5.22: Do you think that in IT organizations, more opportunity for growth
satisfies the employees regarding the job?
Table 5.23: Do you think that flexibility of work schedule is important to increase
job satisfaction among the employees?
Table 5.24: Provides your opinion that Workers participation in management is
important to retain the employees more satisfied?
Table 5.25: In order to increase the job satisfaction of employee, whether
supportive leadership plays an important role or not?

Table 5.26: An effective profit sharing policy in the IT Company enables that
management to increase the job satisfaction and quality of work?
Table 5.27: An effective training and development program at workplace is
enabled to increase the job satisfaction and quality of the work?
Table 5.28: Recognition programs and employee benefits are important to
influence the job satisfaction and quality of the work
Table 5.29: Case Processing Summary
Table 5.30: Crosstab for recognition programs and employee benefits are
important to influence the job satisfaction and quality of the work?
Table 5.31: Chi-Square Tests
Table 5.32: Symmetric Measures
Table 5.33: Crosstab for an effective training and development program at
workplace is enabled to increase the job satisfaction and quality of the
work
Table 5.36: Crosstab for an effective profit sharing policy in the IT Company
enables that management to increase the job satisfaction and quality
of work?
Table 5.39: Crosstab for in order to increase the job satisfaction of employee,
whether supportive leadership plays an important role or not?

Table 5.42: Crosstab for provides your opinion that Workers participation in
management is important to retain the employees more satisfied?
Table 5.45: Crosstab for do you think that flexibility of work schedule is
important to increase job satisfaction among the employees?
Table 5.48: Crosstab for do you think that in IT organizations, more opportunity
for growth satisfies the employees regarding the job?
Table 5.51: Crosstab for do you think that the extent of challenging job affect the
Table 5.54: Crosstab for good employer-employee relationship at the workplace
is effective to maintain the high job satisfaction among the
employees?
Table 5.57: Crosstab for provides your views that reduction of occupational stress
is effective to improve the job satisfaction of employees?

Table 5.60: Crosstab for do you think that Employee skill development program
in the organization is important to increase the job satisfaction among
the employees?
Table 5.63: Crosstab for how much you are agreed that a concern of management
for employee job security is essential in the job satisfaction?
Table 5.66: Crosstab for in your views, equitable reward system plays important
role in the job satisfaction of employees?
Table 5.69: Crosstab for freedom of communication at the workplace is helpful to
improve the job satisfaction?
Table 5.72: Crosstab for do you think that employees’ health and safety at
workplace have highly affected over mental states of employees?
Table 5.74: Crosstab for do you think that quality of work life in your
organization encourage employee to improve their skills?

Table 5.77: Crosstab for do you think that a good quality of working life is
important to improve the employees’ satisfaction?
Table 5.80: Crosstab for whether in your organization, there is any special policy
for employees’ health and safety?
Table 5.83: Crosstab for in your views, whether your organization is providing
Safe and Healthy working conditions
Table 5.86: Crosstab for do you think that bonus and incentive polices are
effective in your organization?
Table 5.89: Do you think that salary and compensation is faire in your
organization?
Table 5.92: Crosstab for do you think that quality of work life affects the job
satisfaction level of an employee?
Table 5.95: Work experience in the firm

Table 5.98: Age
Table 5.104: Crosstab
Table 5.108: Weighted Average Score

List of Figure
Figure 2.1: Christen, Lyer and Soberman Model of Job Satisfaction
Figure 2.2: Model of Job Satisfaction
Figure 2.3: Model of Job Satisfaction by Locke and Latham
Figure 2.4: Determinants of Satisfaction and Dissatisfaction
Figure 2.5: Facial Expressions Presented by Kunin
Figure 3.1: Structure of the Indian IT Industry
Figure 4.1: John W. Creswell onion model
Figure 5.1: Gender
Figure 5.2: Age
Figure 5.3: Work experience in the firm
Figure 5.4: Do you think that quality of work life affects the job satisfaction level
of an employee?
Figure 5.4: Do you think that salary or compensation is faire in your
organization?
Figure 5.5 Do you think that bonus and incentive polices is effective in your
organization?
Figure 5.6: In your views, whether your organization is providing Safe and
Healthy working conditions?
Figure 5.7: Whether in your organization, there is any special policy for
employees’ health and safety?
Figure 5.8: Do you think that a good quality of working life is important to
improve the employees’ satisfaction?
Figure 5.9: Do you think that quality of work life in your organization encourage
employees to improve their skills?

Figure 5.10: Do you think that employees’ health and safety at workplace have
highly affects over mental states of employees?
Figure 5.11: Freedom of communication at the workplace is helpful to improve the
job satisfaction?
Figure 5.12: In your views, equitable reward system plays important role in the job
satisfaction of employees?
Figure 5.13: How much you are agreed that a concern of management for
employee job security is essential in the job satisfaction?
Figure 5.14: Do you think that Employee skill development program in the
organization is important to increase the job satisfaction among the
employees?
Figure 5.15: Provides your views that reduction of occupational stress is effective
to improve the job satisfaction of employees?
Figure 5.16: Good employer-employee relationship at the workplace is effective to
maintain the high job satisfaction among the employees?
Figure 5.17: Do you think that the extent of challenging job affect the job
satisfaction among the employees?
Figure 5.18: Do you think that in IT organizations, more opportunity for growth
satisfies the employees regarding the job?
Figure 5.19: Do you think that flexibility of work schedule is important to increase
Figure 5.20: Provides your opinion that Workers participation in management is
important to retain the employees more satisfied?
Figure 5.21: In order to increase the job satisfaction of employee, whether
supportive leadership plays an important role or not?
Figure 5.22: An effective profit sharing policy in the IT Company enables that
management to increase the job satisfaction and quality of work?

Figure 5.23: An effective training and development program at workplace is
enabled to increase the job satisfaction and quality of the work?
Figure 5.24: Recognition programs and employee benefits are important to
influence the job satisfaction and quality of the work?

1
CHAPTER 1: INTRODUCTION
The human assets are worthiest component of an association. The attitude of
administrators towards the employees creates impacts on their job tendencies and
behavioral features. If employees feel a healthy atmosphere in their work,
administrative authorities, sector and association, automatically a sense of aspiration
and confidence appear in their job styles and the motivation level increase as well to
do better work (Abraham, 2015). Presently, the impact and superior functionality of
companies will not happen if there is no sense of collaboration, help and mutual
reliance between the workers. In this manner, the focus was on different a necessity
that decides the proficiency as well as usefulness (Alikhani, Fadavi and Mohseninia,
2014). In case of having work contentment only, a person can sense that his
employment is enough to meet his ends. Incomplete demands and necessities
provide unhealthy and antithetical feelings for respective authority and employment.
Fulfillment of expectancies and hopes results in work contentment (Balaji, 2014).
Presently it's common to appear such news of workers strikes and other
disengagement or threat full reciprocations against authorities in TV, papers. The
essential thing is the feeling of ill-treatment, treacherous behavior or unequal wage
issues against the authorities in the associations (Baleghizadeh and Gordani, 2012).
In spite of that, gathering proof shows an indication that it's costly to recruit a new
worker in job compared to maintaining an older worker (Balfour and Wechsler,
1996). Furthermore, organizations suffer from wasting huge amount of money as
well as the goodwill when workers leave or pull out from workplace and reveal the
inequalities or payment issues to the outer world. Consequently, the scholars as well
as the workforce analysts have been researching and worrying about the cause and
prospective motivational ideas so that employees need not to walkout or call
industrial action as well as decrease disaster in yield (Bani, Yasoureini and
Mesgarpour, 2014). It could be arguably, the qualitative features of job time that
impact work contentment, liability and dedication for work and therefore, elaborate
good tendencies and motives. A section of empirical study has allured much
attention of association's attitude analysts and human resource planners towards the
duration of job or employees’ tendencies to retain the job (Baumeister and Leary,
1995). Planners as well as scholars have demanded and searched for the motivations

2
of workers to retain their respective works, duration related objective other than the
income or profit objective (Becker et al, 1996).
The growth of qualitative approach of job has acquired the similar view of
administrators as well as empirical analysts. Several analysts have attempted to
recognize the sorts or types of attributes which decide as well as their attempts have
given separate views (Benjamin, 2015). Provided the different point of views, two
doubts still exist: Which are the constituents of a better or superior standard of job
life? In which way or method, its influences can be evaluated? Analysts and scholars
noticed that a superior standard or quality of work life (QWL) is essential to
accomplish greater execution as well as improve the profit objectives and gains for
an association. Although, during the previous steps, QWL was concentrated upon
motivational attributes such as gathering talented people, work safety, remuneration
and profits. Later on the work contentment as well as the pledges has become the
focal point (Bhatti, Nawab and Akbar, 2011).
The QWL or quality of work life is featured as an intrusion or mediation in terms of
Human assets and has acquired huge importance in the North American part and
Scandinavian region in the 1960s and 70s. The influence of computational technical
characteristics and magnified automatic technological advances resulted in more
mechanization, lack of skill gaining aspirations, and seclusion in the office or job
area. However, developed countries and their economic as well as the manufacturing
associations have possessed more wealth, and the profit of such opulence and
richness remained non-transferable to employee. Rather, evaluations such as
outsourcing entered the scene to curb the dependability on national workforce and
decrease expenses in terms of acquiring rival price benefits. Subsequently, the
employees had to face huge burden of job, major pressure to fulfill the target
oriented aims, dates and timeframes, higher authoritative controlling, low level of
work safety than ever. Besides, the growth of higher level of technological works
and recruitment of round the clock employees in the information technology
departments have gathered the focus of analysts of different topics to investigate
paths to make and maintain good job work-life and work situations. The motives of
such examination was searching methods to motivate staffs to accomplish great
execution, increase work contentment and decrease the fear of job loss of job
abrasion (Biljana, 2004).

3
Quality of Work Life (QWL) has gained much importance nowadays in all the
companies. Workers are the major power for all the successes of a company. Only
technical support is not enough for a company to get success, it needs powerful
labour force. The word ‘Quality of Work Life’ was originally coined in the last half
of the 1960s. Afterwards, the word is fetching greater significance in different job
space. At first, QWL was generally concentrating on the impacts of job recruitment
upon usual medical and wellness of employees.
Each association needs to provide beer atmosphere to their employees, incorporating
every economic and noneconomic impetus to maintain the staffs for a long tenure
and to gain the organizational targets. The quality of work life way thinks persons as
resources and precious components of company and not just prices. It's thought that
staffs execute in a proficient way if permitted to take part in management as well as
determining conclusive visions. This way aspires persons to content and fulfill the
social and mental needs along with the financial ones. For satisfying the novel
labour, associations are required to focus on work planning’s and setups.
For achieving profit and meeting targets, a company needs to see its HR section
with more attention. As major issues arise from work force which are sorts Human
assets and not technological or just physical. A better and efficient quality of work
life allures novel skilled persons along with retaining the older ones. The QWL
engages work safety, better job situations, enough and proper salary and equivalent
job chances to everyone. It targets at fulfilling double aims of increased usefulness
of company as well as developed standard of life of staffs. However, these virtues of
job are not believed by workers. Their only aim is good wages and retains the
position if only situations are motivational and good, and clauses of job are matching
to his or her perspective.
The QWL has several components like scopes to engage actively in team work,
issues solving ideas in such a way that both the recruiter and staffs get benefits,
dependent on workforce administration collaboration. 'Quality of Work Life' to
meet the association related targets as well as the staffs demands. Proficient quality
of work life customs in companies create influence upon staffs execution band the
holistic execution of the company. The motive of this study revolves around the

4
holistic idea of QWL or Quality of Work Life inside a company as well its
influences on staffs work contentment in Information Technology associations.
1.1 Research Background
1.1.1 Quality of work life
Nature of work life signifies "how much individuals from a work association can
fulfill essential individual needs through their involvement in the association" QWL
could be characterized as "the attribute of the connection between the man and
undertaking".
Bin et al (2011) attracted thoughtfulness regarding what they depicted as mental
development needs as applicable to the thought of Quality of working life. A few
such needs were distinguished; Skill assortment, Task Identity, Task criticalness,
Autonomy, and Feedback.
Nature of work life can be characterized as "The nature of connection amongst
representatives and the aggregate workplace."
As per Brown et al (2011), it is additionally characterized as "how much individuals
from a work association can fulfill critical faculty needs through their involvement in
the association".
The idea "nature of work life" was first talked about in 1972 amid a worldwide work
relations meeting. It got more consideration after United Auto Workers and General
Motors started a QWL program for work changes. Chehrazi and Shakib (2014)
characterized QWL as ``a process by which an association reacts to worker needs by
creating components to enable them to share completely in settling on the choices
that outline their lives at work''. At the end of the day, it alludes to the connection
between a specialist and his condition that can be separated into various
measurements like the social specialized and financial, in which the work is
ordinarily seen and planned.
It is a mind boggling, multidimensional, bland idea (Chinomona and Mofokeng,
2015). Most writing on the QWL begins from the train of Industrial Labor
Relationships (Cohen, 2003). QWL has been characterized by analysts in various

5
ways, which has achieved certain counterparts, for example, work quality, capacity
of occupation content, representative's prosperity, the nature of the connection
between representatives, working condition, and the harmony between work requests
and choice self-governance or the harmony between control need and control limit
(Coleman and Cooper, 1997) QWL is consequently perceived as a multi-dimensional
build and the classification is neither all inclusive or interminable.
Diverse specialists have concocted distinctive classes and factors to characterize and
measure personal satisfaction. Dawis (1992) separated QWL primary segments into
four classes. As indicated by him, the influencing factors on QWL include: work
significance, work social and hierarchical harmony, work test and lavishness.
Deshpande, Yogesh and Bhakane (2015) have recognized eleven measurements of
QWL in the year. They are: pay, a word related anxiety, hierarchical well-being
programs, elective work routine, partake administration and control of work,
acknowledgment, predominant subordinate relations, grievance technique, the
sufficiency of assets, status and legitimacy in advancement and improvement and
work on changeless premise.
Dixit and Bhati (2012) saw QWL for attitudinal reaction among the workers which
incorporates part push, work attributes, and supervisory, basic and social qualities to
straightforwardly and fit as a fiddle academician' encounters, states of mind and
practices. Emhan (2012) dissected the security of business, work/part clearness,
understanding chiefs, work not distressing, access to pertinent data and social and
welfare offices to quantify the QWL in banks.
As per Epitropaki and Martin (2005), the sorts of QWL exercises can be recorded as
(i) associated critical thinking, (ii) Work rebuilding, (iii) groundbreaking prizes
frameworks and (iv) developing the workplace.
Freyermuth (2007) proposed markers like the absence of occupation stretch, the
absence of employee burnout, the absence of turnover goals and employment
fulfillment. They included measures like occupation fulfillment, gaining cash,
enrollment in fruitful groups, employer stability, and employment development.
Gelaidan and Ahmad (2013) revealed three elements – (i) Job content; (ii) Working
hours and work-life adjust; and (iii) Managerial/supervisory style and techniques.

6
They trust key ideas have a tendency to incorporate employee stability, compensate
frameworks, pay and an open door for development among different elements.
Measures of Quality of Work Life as per Georgellis (2015) are sufficient pay and
advantages, employer stability, safety and well-being working condition, significant
occupation, and self-governance in the employment.
Measures of Quality of Work Life incorporate - (i) expanded specialist association,
investment, and power, (ii) Increased accentuation on representative attitude
improvement, (iii) Increased self-rule for activity and basic leadership at laborer
level and (iv) Reduced status qualifications among levels in the chain of command.
Green, Anderson and Shivers (1996) having inspected the diverse perspectives and
watched that QWL is clarified by the accompanying variables: (i) Fair and
appropriate installment for good execution (ii) Safe and secure work circumstance,
(iii) The likelihood of learning and utilizing new abilities, (iv) Establishing social
reconciliation in the association, (v) Keeping singular rights, (vi) Equilibrium in
work divisions and joblessness and (vii) Creating work and authoritative
responsibility.
As per Grover and Crooker (1995), nature of work life involves both the mental and
target parts of work life. The target ones stress the conditions and systems
identifying with advancement strategies, participatory supervision, and safe working
conditions, though the subjective identity with supervision, correspondence,
initiative and so on. He recognized 8 factors that decide nature of work life as given
under. Correspondence, the worker association, want and inspiration to work,
professional stability, vocation advance, tackling issues, compensation, and pride of
an occupation.
Herscovitch and Meyer (2002) opined that the accompanying components must exist
in the association - reasonable and sufficient pay, well-being and security of working
conditions, making chances to learn, development in the polished methodology way,
proficient trustworthiness in the association, support of individual rights and pleased
with the employment.
Igella (2014) completed a spellbinding report with an accommodation test. They
chose 16 center gatherings, each containing 3-5 enlisted attendants with no less than

7
2 years of involvement in one restorative focus and five provincial doctor's facilities.
They recognized 56 QWL classes and fitted into 6 measurements to be specific,
financial pertinence, demography, hierarchical angles, work viewpoints, human
connection perspectives and self-completion. Significant issues underlined by center
gatherings are overseeing shift work inside the requests of family life; settlement;
bolster assets, and medical caretakers' clinical step framework and pay framework.
Islam (2012) arranged QWL into two noteworthy classes: lower and higher request
needs. The lower-arrange QWL involved well-being/security needs and
financial/family needs through the higher-arrange QWL is contained social needs,
regard needs, self-realization needs, learning needs, and stylish needs. For
estimation, they recommended survey as far as the accompanying seven classes of
requirements.
1. Wellbeing and security needs (insurance against malady and damage inside
and outside the working environment)
2. The necessities of family economy (compensation, professional stability and
so on)
3. The requirement for social (agreeable work amongst associates, and having
extra time in the working environments)
4. public desires (having the agreeable work amongst associates and extra time
at work put
5. The requirement for confidence (acknowledgment and valuation for the work
inside and outside the association)
6. The requirement for (preparing to enhance work abilities)
7. The tasteful needs (inventiveness working environment and individual
innovativeness and general feel
Islam and Siengthai (2009) researched QWL markers in six Canadian Public Health
Care Organizations (HCO's) by investigating documentation significant to QWL and
leading concentration gathering or group interviews. Gathering interviews were
taped and investigated with subjective information strategies. They discovered

8
representative prosperity and working conditions are critical markers of QWL. They
discovered dubiousness in characterizing QWL markers and they proposed expanded
HCO assets, joining of HCO administration frameworks will get to the pertinent
data.
Sarker and Afroze (2014) attempted an investigation on nature of work life to
recognize its measurements Library technique was utilized to assemble data on
hypothetical essentials, writing and to distinguish viewpoints and scales. Field
contemplate technique was utilized to assemble data through surveys circulated
among 30 specialists. The information so gathered was broke down utilizing
Analytical progression process (AHP); it is discovered that QWL can be clarified by
four factors as given under:
1. Balancing Job Life - Favorable and accurate job timings, job life environment,
scope to celebrate religious customs, agro-economy, no physically and
psychologically harms, Remoteness between residence and office.
2. Community aspects - The value of job in the community or in terms of social
contribution, consolidation in terms of social features, Social framework during
job, Mutual harmony with co-workers, Confidence and dignity in the company,
nice co-workers
3. Financial aspects - Remuneration, wellness utility, Insurance, Retiring from
work, work safety
4. Work component - Work in groups, freedom, useful job, dating and adventurous
job, sense of individual authority during working, the essential criteria of creative
input in the job, scope of improvement.
Two inferences can be drawn from above mentioned discussion and demonstration:
a) QWL has several facets in its discipline.
b) Because of its multifaceted idea, it carries amount of proportionate and
pertinent views and for this a single definition or evaluation cannot be
guaranteed.

9
With regards to differentiation, the accompanying order can be acquired - (i) the
psychological and goal parts of working sustainability (ii) smaller and greater
division requirements and (iii) work qualities and superiority, auxiliary and societal
attributes.
The variables that were expressed by various specialists are assembled and expressed
in the following Table. The key ideas were taken into consideration and talked about
it in the current writing structure incorporating employee stability, amazing
appreciation frameworks, greater pay scale, and open door for development and
anticipated gatherings amongst remaining.
Table 1.1: Dimension and factors of quality of life
QWL is characterized as the ideal conditions and situations of a working
environment that help and advance representative fulfillment by furnishing them
with appreciation, professional stability and development openings. Anyway, a few

10
scientists bring up that (QWL)-Quality of Work Life is not just identified with staff’s
prosperity and their states of mind and sentiments to their occupation yet
additionally go prior to employment fulfillment.
1.1.2 Factors affecting the nature of work life
The aspects that impact to the QWL are Environment, Stress Level, Attitude, Nature
of Job, People, Risk Involved, Growth and Development, Career Prospects,
Opportunities, Challenges and appreciation, lastly we can state that a glad and happy
worker will give better turnover, use astounding judgment skills and decidedly add
to the authoritative objectives.
Issues of actualizing nature of work life software engineer
 Managerial states of mind
 Unity impact
Table 1.2: Work life balance benefits to the organization
1.1.3 Job fulfillment
Employment fulfillment is a passionate reaction to a job condition. Occupational
fulfillment is regularly estimated by how nicely the results are met or expand the
desires. For example, if associations’ members sense that they are doing job
WORKLIFEBALANCEBENEFITSTO
THEORGANISATION
WORKLIFE BALANCE
BENEFITS TO THEINDIVIDUAL
Estimated improvement in personal
efficiency, responsibility and promises
Improved worth and equilibrium in
your regular lifestyle
Superior team efforts and interaction
Superior analysis of what your personal
working life equilibrium is
Enhanced moral values
Enhanced effectiveness and
diminished tension level
Minimum negative company strain
Enhanced connection for both off and
on the job

11
substantially more than others in the office, however, are getting fewer rewards they
will most likely have a negative thinking towards the occupation, the manager as
well as colleagues. At the same time, if they believe they are being dealt with
exceptionally well and are getting paid on an equal level, they are probably going to
have inspirational states of mind thoughts towards the employment. Occupation
contentment resembles a few associated thoughts which are assumed as most
imperative attributes of work about which individuals encompass productive
reaction. Occupation fulfillment can't be a discussion of where there is
nonappearance of inspiration. Employment fulfillment is so vital in that its
nonappearance usually prompts laziness and lessened authoritative responsibility.
The absence of employment fulfillment is an indicator of leaving a place of
employment.
Settoon, Bennet and Liden (1996) characterized worker fulfillment frequently
termed as employment fulfillment as a pleasing or positive passionate state of mind
coming about because of the enhancement of one's occupation or employment
encounters. Representative requirements and needs are fulfilled when they notice
that appreciation from the association, incorporating pay scale, advancement,
acknowledgment, improvement and important employment, fulfill or expand their
desire. To a great extent, it gives the idea that the primary results of a powerful QWL
program are enhanced operating circumstances for representatives and more
prominent hierarchical efficiency for managers. QWL emphatically encourages the
making of a more adaptable, trustworthy and propelled workforce and consequently
estimates the organization's competition.
1.2 Problem Statement
Occupation fulfillment is a view of representatives of their obligations and the
associations in which they are hired. Occupation fulfillment as a representative
response to his duty, on the premise of judgment between aspired prizes and genuine
prizes. Employment fulfillment can be characteristic of work practices, for example,
hierarchical chain and absentee practices, for example, truancy and turnover and one
basic finding is that occupation fulfillment corresponds with life contentment.
Furthermore, work fulfillment cannot fully intercede the connection of identity
factors and different work practices. On the opposite side, the nature of occupational

12
life implies fulfillment of a worker to address his/her requirements from exercises,
sources and the outcomes obtained from the contribution in the workplace. At
present, the most viable analysis that has developed about the personal satisfaction
acknowledgment generates another point of view certainly to the employment
fulfillment and related issues to occupation and professionalism. In any case, in a
few articles, the nature of working life and employment fulfillment are considered as
equivalent ideas, yet the most administrative learning specialists and well-known
therapists trust that nature of working life and occupation fulfillment have diverse
ideas. The distinction between the nature of working life and occupation fulfillment
is now that employment fulfillment is one of the consequences of the nature of
working life. Sirin and Sokmen (2015) said that disappointment with working life is
an issue, which influences all employees at the same time, or another, irrespective of
the position or status. The dissatisfaction, unstable state of mind and outrage normal
to representatives who are embittered with their working life can be impactful to
both individual and hierarchical premises. Along these things, QWL empowers the
representative employment fulfillment and is necessary for enhancing authoritative
and working efficiency. Different discoveries demonstrate the nature of working life
effortlessly affects work fulfillment.
Thus it is vital that, administrators associated with and working undertakings to
guarantee representative employment fulfillment to take care of any operational
issues and enhance profitability and augment quality. Keeping in mind the goal to
enhance representative profitability their differed capacities should be created. There
are different routes in which the abilities and capability of an association's HR can be
created and work fulfillment progressed. Among entire thing, this is the nature of
Working Life which includes different phases, for example, self-sufficient work
gatherings, work enhancement and greater contribution.
All in all, QWL is important in connection with work fulfillment and general
execution in the association. Be that as it may, nowadays workers are disappointed
with the few of the operations of occupation and managing societal connection in the
association resulting upon the motorization and robotization of the business.
Furthermore neglecting by others and less use of aptitudes resulted in tension and
partial contentment among the employees. They encounter distance, which may
come about because of the bad outline of socio-specialized frameworks. Low nature

13
of working life may prompt expanded truancy, strain and eventually work
disappointment. Accordingly, associations are needed to embrace a technique to
enhance the representatives (QWL) - the quality of work life to fulfill together the
authoritative goals and worker needs.
1.3 Aims and Objectives of the Study
The main goal of this exploration is to analyze the general nature of Working Life in
the company and its influence on workers work fulfillment in several well-known IT
Companies.
All the more particularly, the goals of this exploration are:
• To examine the effect of QWL on workers Job contentment
• To figure out the impactful aspects subjective to occupation contentment
among workers
• To acknowledge the standard of worker contentment
• To recognize the greater ranges of disappointment assuming any and give
significant proposals to enhancing in those regions.
1.4 Need for the Study
There is much about to come regarding nature in each perspective i.e. top notch
quality item, nature of the material and sources of info in that, nature of bundling,
nature of item advancement and nature of administration. Nature of working life and
personal satisfaction, which are fundamental points throughout everybody's life. This
additionally leads to worker fulfillment. To bring in the difficult functionality into
the association it is vital to have empowering nature. QWL is a standout amongst the
most critical variables that prompts such ideal environment. It delivers more
acculturated employments. It put efforts to give the greater request requirements of
representatives are HR that is to be enhanced as opposed to just utilized. QWL
prompts a way that supports enhancing their aptitudes. It likewise prompts to have
great interconnected relations and profoundly energetic representatives who take a
stab at their advancement. QWL will guarantee excitement at the workplace with
open doors for everybody to perform the best. Such employments will give work
fulfillment and delight to the organization.

14
1.5 Scope of the Study
The research according to the above-expressed goals was restricted to estimating
work fulfillment of the representatives towards the observations regarding the QWL.
The research concentrated on operating situations, pay scale, societal joining and
profession potential, development and representative’s supposition on
administration. The concern of the analysis was to figure out the QWL among
workers of chosen IT organizations in Hyderabad City or Telangana State.
Occupation is an essential segment of our regular day to day existence, be it our job
or profession or business. On a normal proportion, we invest around twelve hours
day by day in the work venue which is 33% of our whole life; it influences the
general nature of our life. It should give some work fulfillment; provide significant
serenity, a satisfaction of having done an activity, as it is normal, with no
imperfection and having invested the energy productively, helpfully and
intentionally. Regardless of the possibility that it is a little stride towards our lifetime
objective, by the day's end, it gives fulfillment and excitement to search forward for
the following day. An astonishing and a great representative will give better
turnover, use balanced judgment and emphatically add to the authoritative objective.
A guaranteed decent nature of working life won't just draw in youthful and new
ability yet, in addition, hold the current experienced ability.
Eight noteworthy theoretical classifications identifying with Quality of Work Life
as:
• Sufficient and reasonable pay
• Offering protective and friendly working environment
• On the spot chance to utilize and create human capability
• Chance for progression with development and safety
• Societal joining in the working association
• Grouping in the working association
• Occupation and entire life space
• Societal significance of working life

15
CHAPTER 2: LITERATURE REVIEW
2.1 Quality of Work Life
Quality of Work Life or commonly known as QWL is known to be a satisfactory
working atmosphere which assists and endorses the contentment by issuing their
staff of members with the various prizes, career elevation, job prospects, job security
and many other things. Vandenberg and Lance (1992) acknowledged that work
atmosphere which can live up to the personal requirements of employees should be
considered to give an optimistic communication effect which results in exceptional
Quality of Work Life. Vandenberghe and Bentein (2009) highlighted that personal
requirements are met when the prizes from organization like rewards, endorsement,
gratitude and growth satisfy the anticipations. Components applicable to a person’s
QWL comprise of the aim, physical work atmosphere, and social atmosphere inside
the organization, managerial system and connection between the life on and off the
work. Varma (2015) clarified that the QWL considers as a worry about the
individual’s awareness at the job, connection with remaining individuals, job setting
and influence on the work. European Foundation for Improvement of Living
Conditions 2002 defined Quality of Work Life as a multidimensional concept, built
of various organized aspects which require cautious attention to theorize and
measure. QWL is related with the work satisfaction, work involvement, enthusiasm,
efficiency, fitness, precautions, job security, capability growth and stability between
job and non-job life.
QWL is a procedure through which a company answers to the requirements of staff
of members for mounting the tools so they can participate entirely in decision-
making which projects their lives at the job. Verma and Doharey (2016) research
clarified that the QWL is an all-inclusive, department extensive project made to
enhance the personnel’s pleasure, solidifying the workplace knowledge and assisting
the workers to get a decent management, alteration and evolution by guiding a vivid
and logical research. The projects of QWL would help both faculty and the
administration by resolving the job issues jointly, establishing the teamwork,
enhancing work atmospheres, redesigning the goals with caution and unbiased
handling the HR results and payments as per the research.

16
Settoon, Bennet and Liden (1996) stated that work pleasure, work accomplishments
and work stability are not just the notable variables to accomplish decent QWL but
the QWL is a motivating procedure which is a primary method to have the work
enhancement. it has the stocks in the manager’s behavior which is more considerate
towards the reasonable salary and developing chances which leads to increased
QWL of social insurance personnel in Tehran.
As per Sirin and Sokmen (2015), Quality of Work Life is a multidimensional
concept, built of various organized aspects which require cautious attention to
theorize and measure. QWL is related with the work satisfaction, work involvement,
enthusiasm, efficiency, fitness, precautions, job security, capability growth and
stability between job and non-job life and he even stated that QWL is quite difficult
to both the people and the companies from the IT professionals’ viewpoint.
Although, it can be concluded that Quality of Work Life might be looked as a wide-
ranging thought which comprises of job pleasure, associated administration and
enhanced job atmosphere.
QWL is usually at the top in reviewing the organizational actions which is obvious
from the past studies that the researches on QWL began increasing once the first
study presentation was done by (Sirin and Sokmen, 2015) at Arden House, US and
after that, there was a huge weight on QWL researches as the various companies
continued to follow the viewpoint of making an individual satisfied at job for
improving the inspiration and determination to work. In the current situation of hi-
tech environment, it has become quite significant for administration and also the
personnel. QWL is a most substantial job linked social occurrence which has an
optimistic influence on manufacture, work culture and success of company.
However most of the work has already been done on QWL in numerous places but a
tiny chunk of attention has been given to the variables affection to present study
exertion.
2.2 Concept of QWL
Quality of Work Life enlarged the significance in last years of 1960s as a method of
worry regarding the influence of work on health and general well-being and methods
to optimistically effect the quality of individual’s job knowledge. Till the mid-1970s,

17
concern of personnel was regarding the job strategy and working conditions
enhancement. Though in 1980s, QWL comprised of the various extra features which
influence the work pleasure and efficiency of employees which are prize schemes,
physical job atmosphere, personnel participation, privileges and approval
requirements (Piri and Jenaabadi, 2015).
Although the essential alterations in business work such as IT, world business
ambitiousness, globalization and shortage of natural resources have had effect on the
viewpoint of employee regarding how a respectable organization is known.
Movement in the previous years was to comprise the monetary statistics in
describing “a respectable organization. Recent movements such as morals, QWL and
work pleasure and now known to be the significant estimators of continuity and
practicality of business organizations.
QWL is a too wide thought comprising of numerous various viewpoints regarding it
and hence it makes it uneasy to describe. A number of people state that Quality of
Work Life is something which is cleared by the employees of organization. Various
writers and administration advisors approve that it is not easy to provide a distinct
definition of Quality of Work Life except that it is related to the well-being of
personnel (Nanjundeswaraswamy and Swamy, 2012). In every writer settled with the
fact that QWL is not only work pleasure, but one of the many factors of Quality of
Work Life. Everybody agrees that various individuals will have various viewpoints
regarding what requires for high QWL. Influence of work life on the person is a
result of various cooperating aspects, of which the significance of each is dissimilar
from group to group and time to time. Though, we can conclude that QWL might be
looked as a broad thought, the table below has a list of a few elements of QWL
which are looked by professors in different kinds of companies.

19
Table 2.1: Components of Quality of Work Life
Allen and Meyer (1996) held a research regarding to organizational atmosphere and
stated that work pleasure is a sign of optimistic QWL. It was to show the qualities of
work life of the personnel. Work pleasure is a sign of optimistic QWL and therefore,
any research into the open on work pleasure would calculate the connection of a few
variables as the significant causes.
Murugan (2012) stated that the assistive companies are actually linked to the belief
and work pleasure of employees. Likewise, in a research by (Muindi, 2015) it was
seen that the atmosphere and pleasure are optimistically connected and nearly same

20
outcome was seen in research of (McFarlin and Sweeney, 1992) because they looked
organizational atmosphere and organizational preparation associated to work. Mayer
and Schoorman (1992) stated that companies with concerned with atmosphere of
accomplishments produce good outcomes.
Loui (1995) stated that most of the work officials were pleased with the precautions
and social requirements but they were not alike. Research by (Lee and Chen, 2013)
on managers compared the managers in government offices with managers in
business and industries. It was seen that the apparent shortage in need completion is
more likely to grow continuously at lower level which was nearly similar to the
conclusion of (Jaros et al, 1993). The research also stated that the amplified
displeasure was seen in the managers of government offices in comparison to
managers of business and industries.
Islam and Siengthai (2009) inspected the social significance of corporal, communal,
monetary, safety, accomplishment, duty, appreciation and development aspects of
industrial personnel. Outcomes signed about the monetary and corporal aspects that
they are of too much significance in comparison to the remaining aspects.
Individuals were above corporal and security needs and in between the communal
and self-esteem needs.
Herscovitch and Meyer (2002) recommended that the worth of work pleasure
processes in evaluating work features in enhancing QWL is rather difficult. The high
and equal levels of work pleasure is not able to clarify the hindrance and disaffection
in the company which results in the thought that the personnel involvement in
actions studies on QWL might lessen the hindrance and disaffection.
Green, Anderson and Shivers (1996) proposed that the work can be designed again
with the characteristics as per the needs of the individuals and company and also to
create atmosphere which the individuals and personnel require and such idea purses
to enhance the QWL. Cohen (2003) seen in his research that the companies with the
atmosphere of accomplishments produced better results.
Bhatti, Nawab and Akbar (2011) researched about the association of work pleasure
of the personnel with their insight regarding the present organizational atmosphere
and the outcome shown that the apparent organizational atmosphere had an influence

21
on the work pleasure of in a very remarkable way. Staff members observing the
organizational atmosphere as self-governing had elevation in work pleasure in the
comparison to workers who observed organizational atmosphere as dictatorial.
Becker et al (1996) studied about the association between QWL scopes, work
pleasure and performance measure on two groups of examples occupied in high
QWL and low QWL companies and the outcome shown that the QWL scopes are
associated with the work pleasure in both high QWL and low QWL. Evaluation was
done between the high Quality of Work Life and low Quality of Work Life
companies afterwards which had shown the methodical difference in the association
structure that is company with low QWL inclined to gain a good association between
QWL scopes and performance measures when compared to the companies with high
QWL.
During the course of studying the literature on QWL, Baumeister and Leary (1995)
established about the drop in work focused method and inclination of interest in
association between the work and non-work scope. The major viewpoint approved in
1960 and 1970 is briefed, stating the importance on organizational and socio-
technical researches of post Taylorish labour transition. Rise of the idea of individual
job awareness recognized the significance of time scopes and job elasticity as factors
of QWL. Alikhani, Fadavi and Mohseninia (2014) tried to enhance the QWL by
being familiar with the job and removing the separation aims and thus made his job
more pleasing and effective.
Becker et al (1996) highlighted the work quality of life where it is seen that the
QWL would be expressive if the staff members working in the company have a
pleasing life in the public. Singhal also pointed out that the Quality of Work life is a
relative and subjective based notion which needs amendments and alterations on the
daily basis as the psycho-socio and organizational matters alter every day.
Bhatti, Nawab and Akbar (2011) recommended that the role of the employee’s
involvement in decision-making seems to be more usual on labor-management
schedule as a scheme to enhanced personnel’s QWL. Motive for the management
interest comprises the requirement for
• Enhanced possibility of optimistic quality

22
• Enhancing QWL for new staff members who are literate and know their
job and comprise of the moral job ethics but are isolated and apathetic
under present management practices.
• Giving a competition to foreign organizations.
Bin et al (2011) tried to develop a definition and measure the QWL. In a particular
case, sixty-four staff members participated from the large insurance organizational
Delphi Panel establishing in describing QWL. 34 things QWL survey was advanced
from the definition. It was tested on 450 staff members of the organization and the
outcomes shown the 7 estimators of QWL which later increased outside the work
content. The 7 estimators were: (i) companies to which the administrators express
the admiration and are confident of their staff members’ capabilities. (ii) Diversity in
a day-to-day job schedule (iii) Job Obstacles (iv) Companies where the existing job
results in worthy chances in the time ahead (v) Confidence (vi) Degree to which the
life outside the job influences the job and (vii) Degree to which the job plays a role
in the society.
Chehrazi and Shakib (2014) computed that as the QWL is seem to be efficient, the
administrative and employment must have contributed the standards and without
such standards, employers are usually strict and they often refute the participation,
duty and independence of employees which leads to the less commitment by the
employees and less efficiency.
Dunham et al (1994) noted about the association between job pleasure and quality of
life. Job pleasure and the results can influence the overall quality of life of an
individual, both directly and indirectly, through the influences on the domestic
connection, relaxation doings and heights of fitness and energy. Alteration and
amendments in the place of work can have their respective consequence by altering
the surrounding or atmosphere or the class of employee and that can influence the
quality and domestic life of that person on a huge scale.
Emhan (2012) submitted a study at annual meeting of rural sociological society
where he proposed a few significant recommendations about the QWL projects and
the industrial righteousness. As per Braun, presently, QWL projects are there just to
enhance the corporal output and not to lessen it for the advantage of the increased
employee pleasure. To correctly evaluate the actual efficiency on the basis of

23
industrial righteousness, there must be a good social and employee opinion on how
the efficiency is described. Tiny profits to organization at huge price to employee’s
and to society should be ignored. The prices comprise of the increasing biasness,
shortage in job independence because of the enhanced setting of values, shortage of
suppleness in locating and applying the values, pseudo-careerism and describing the
presence of the inexpert employees who had assisted as a social barrier to give jobs
for everyone regardless of their awareness and knowledge. Industrial righteousness
needs their staff members to be permitted to yield a regular amount instead of extra-
ordinary energy and they actually have such right to request sympathy occasionally.
Freyermuth (2007) examined the assistance of employee and the refusal behavior
regarding the QWL projects on the sample of shop floor employees. The outcomes
show that the behavior regarding the QWL leads to the four generalizations which
are: (i) The employees are more likely to assist the QWL when they experience
enhanced manipulation. (ii) When the large amount of manipulation make way for
them to access the alterations in work process and working conditions, they are
probable to continue the involvement. (iii) If QWL enhances the association between
the employees, they would assist it but if; instead, it enhanced the competition, they
would refuse the projects (iv) The assistance of employees for a QWL project is
probable to be preserved only if the power of union in negotiating is not delated.
When QWL projectors have optimistic influences on the four sets of links,
employee’s capability to access the alterations in the workplace is enhanced and the
assistance for increased association relation with the administration is more probable
to be advanced and then preserved.
According to Gelaidan and Ahmad (2013), about the bank employees, they found
that the work environment and the life of the bank employees are not good enough
and they also provided varied reasons to claim their research. The exterior
environment that constitutes of the government and the union interference is
considered as ominous to take an efficient foot forward by the banks. According to
the research, the government generates the advanced policies and it completely
leaves it in the hands of the banks to get the targets by whichever possible means
they think is right, higher regionalization, self-determination and more power will
help the banks to hire the right people and provide them work according to the
requirements acknowledge the workers on the basis of their work performance and

24
also improve their quality of work life as well as provide high-rated services to the
people.
Owoyemi (2011) figured out in his studies that a lot of institutional conditions that
focus the confidential truths of the quality of work life. The research faculty is
supposed to work on the quality of work life in a new and varied archetype
according to the Indian psycho-philosophy study provided by a tough problem-
solving view point and may also have some relation to training the forecasting
managers.
Patil and prabhuswamy (2014) discovered that the new generation employees ask for
work that fulfills their requirements. According to the theory process of motivation,
it is considered that the best method of defining the quality of work life is actually to
calculate the amount of positive attitude that complements the job gratification. The
aspects of enhanced quality of work life in India are also supposed to take
psychological, sociological, as well as other related things into consideration.
Srivastava (2014) established the comparison between the work life of a male and a
female worker in the similar work environment and time, and he also focused on the
work effect put on women. The results were quite astonishing as it showed that there
were higher and more convincing scores for men as compared to women workers.
The men workers had better scores as a chance of learning their skills and talents,
tough challenges in the job as well as the optional components in works. Rao also
figured out that the income and the age also matter in perceived quality of work life
for women workers. Later, he did was not unable to find any correlation between the
quality of life concerning women and quality of work life for both. There were no
specific effects on education or the experience of the quality of work life obtained by
Rao in his findings.
Varma (2015) did a research study on the relative influences of work and
components other than work on the quality of work life in the various types of ethics
groups. Around 30 Hispanic, 127 white people, 121 Mexicans, and 33 American
bankers were all gathered as the subject to study the correlation and their relative
contribution. The results had no specific relationship between the people from one
group to other by their quality of work life. However, family network and life with

25
family and home surely acclaimed Keller for an improved difference in the quality of
work life that on other variables like job-tension, job status, etc.
Verma and Doharey (2016) made a research study on the tester of officials from the
central government who are the senior members and also the mid-aged officials that
served in four different states. The specified scores resulted that the higher the
nearness to the growth, the lower goes the quality of work life. According to Mehta,
the findings also discovered that the out most the officials are from the development
work; they are more satisfied and happy with their quality of work life.
Another interesting thing that came out in the findings by Mehta was that other than
the secretariat postings, the departmental postings are also related to the lessened or
reduced quality of work life. The work quality facilities that consist of better
education for children, housing, facilities of drinking water, etc. eventually get
reduced as an employee gets closer or move towards the development work.
A positive, beneficial relationship among the quality of work life and the
effectiveness of roles was established by (Rajendran and Raduan, 2005). Their
research helped in understanding that discovering the attitude of the supervisor is
one of the major dimensions of quality of work life. It provides about 21% of the
total divergence in the worker’s role effectiveness. The role of the supervisory
consists of usual contentment with the supervisor’s everyday actions and activities,
communication levels and paying attention to hearing, and also gratitude for efficient
work.
2.3 Models of QWL
Some researchers and authors have projected the models of quality of working life
that involves an extensive range of factors from which some of the top models are
reviewed below.
Lumley et al (2011) focused in the study research of the perceived quality of work
life (QWL) of the varied university workers, the type of jobs and their job
satisfaction, the factors of association between the job satisfaction and QWL. The
results indicated that the specified group of the university workers obtained varied

26
aspects of their quality of work life as both top management support and worker’s
control mainly.
Sinha (2012) conferred about the quality of work life in their specified article among
the sugar mill workers from the erode district. The results that came from their
research showed that the fundamental concept for enhancing the quality of work life
is the initial step to look for the worker’s essential requirements and to fulfill them.
The study pointed out the rise in quality of work would definitely increase the
productivity and some disappointment might occur due to needing of recognition,
unhealthy peer pressure, too much work, unhygienic and dirty workplace, low self-
confidence, home stress, heavy work load, fatigue, anxiety, insecurity regarding job,
job instability, monotony, deadline pressure, etc. Their study suggested that the
promotion policies can get enhanced by providing grades for designation related to
the work experience of the workers.
Sourchi and Liao (2015) on the quality of work life as well as the institutional
performance at the workplace of a specific non-governmental manufacturing
company, Nagpur, with a questionnaire that contained about 31 specific items that
were related to 6 signified variables. The names of these six variables include QWL,
union policy, organizational performance, job satisfaction, company policy, and
wage policy. Srivastava (2014) also formulated two specific models that include the
performance of the institution that depends on QWL, wage policy, company policy,
job satisfaction, and the other model is the quality of work life that relies only on
company policy and union participation. The data that was collected were analyzed
with the help of simple percentage, correlation analysis, and regression. The study by
Srivastava (2014) reveals that both the models stand true and the quality of work life
had an important relationship with the institutional presentation.
Valizadeh and Jafar (2012) debated in their specified article about the quality of
work life among the workers in the Neyveli lignite corporation limited situated in
Tamil Nadu. The research discovered that a high rate of the respondents are happy
and fulfilled with their job positions, their type of job, co-operation with their fellow
staff members, training and development, working freedom., social and cultural
programs, health, safety and awareness measures, rewards and recognitions, and

27
quality of work life. It also reported that the workers are fully satisfied and fulfilled
by their job standards and would like to pursue their career in the same respective
The study also found that the things that make a difference in the quality of work life
of the employees are professional membership, length of service, respective
departments, and the obtained levels of the entire quality of work life. There is an
important relationship that needs to be kept in mind about the quality of work life
total and the quality of life regarding teaching environment total. Results show that
the QWL of the university lecturers is in low level.
Murugan (2012) is about the QWL among the BPO workers in the NCR region.
According to the study, there is a lot of dissatisfaction caused by the workers about
the quality of work life in the BPO sector. It also explores the factors that determine
their dissatisfaction with the quality of work life in that association like lack of fair
compensation as well as income, safe and healthy conditions of the workplace, fair
chances to use and generate human capacity and also get a chance for enhanced
career development, etc.
According to the study conducted by Nguyen, Mai and Nguyen (2014), the
employee presentation and the career development opportunities are the major
factors in leading the quality of work life theory. They debated the model with the
help of some authors such as Walton, Hackman, and Oldham, Taylor, war and
colleges. They also concluded that the HR managers have a big time struggling with
the presentation of the staff morale along with job satisfaction. The high quality of
the work life is important for the institution to move forward to grab more
sustainable workers.
Nystrom (1990) on the various effects of the QWL in the in and around fields of
textile sectors in Coimbatore district. The major factors that needed to be considered
here are fair compensation, salary, opportunities, rotation of the jobs, authority,
curricular activities, career prospects, job security, training, and health. The study
also explores the employers are not happy with their salary packages and do not get
fair compensation. According to the Anova test, it explains that there is no such
important difference in the working of the men and women, job rotation, and there is
a high difference in the fields of job security and authority in completing the work.

28
In a study conducted by Miller (2003) focused on examining the quality of work life
of the workers in the textile sector. The findings explained the motivational insight
of promotion which includes things like insurance protection, training, awards,
recognition, etc that has put a higher impact on the quality of work life. The QWL
influences job security, better working conditions of the workplace, fair
compensation, and monetary rewards as well. The respondents have been providing
reliable response on the job satisfaction, healthy working conditions, safety and
health to generate human capacities and chances for improved development and
security of their institution.
According to a study conducted by Muindi (2015), they explain the empirical study
of the QWL of the IT professionals and also explain the bond between the QWL and
its essential factors. The factors that are implemented in measuring the quality of
work life in the study conducted are career and job fulfillment, better working
conditions, healthy well-being and a balanced work life, career prospects, and fair
compensation along with training and growth. The results that came out showed that
the worker’s bonding is completely related to all the aspects of quality of work life.
The relationships between the employee, management, and the colleagues have a
huge impact in the life of a working individual.
A study was conducted by Patil and prabhuswamy (2014) that describes the quality
of work life of the workers at Jeppiaar cement Pvt. ltd., Perambalur. Jerome studied
the numerous factors that lead to the quality of work life with compensation, safety,
and healthy working conditions for the employees along with changes and offers for
use and growth of skills and abilities, work environment, welfare measures, job
fulfillment, social and corporate relationships, as well as the overall quality and
persona of work life. The researcher explains in conclusion about the quality of work
life in such a way that it explains the contribution of the workers presentations along
with the majority of the respondents that were in a high level of job fulfillment.
According to the study conducted by Schwarz et al (1992), that explains the actual
meaning and derivation of quality of work life in their article, also mentioned the
analysis that constructs QWL based on the specific models and the past researches
from the IT experts in numerous countries and also in Malaysia. The factors of
quality of work life debated in their article include job satisfaction, health and well-

29
being, competency development, job security, work and non-work life balance. They
conclude their article of QWL from an IT professional’s perspective and think is
quite tough and challenging in every step for both the individual as well as
organizational standards.
Sourchi and Liao (2015) explain the quality of work life on the Indian workers from
the textile industry. The article results regarding the fair and adequate compensation
and income show that according to the opinion of the workers, the component is
lower than the considered average and their income is not fulfilled, and they are also
not satisfied with their job. This is the major cause of the dissatisfaction cased in
between the workers working in this respective company, as described by the
researcher.
2.4 Studies related to QWL in Ascending Order
A study was conducted by Subhashini and Gopal (2013) on the interior and exterior
determinants of the QWL. The main objective of this research was to examine
whether the intrinsic or the extrinsic test predicts the satisfaction with QWL
regarding healthcare sectors. The various extrinsic traits that needed to be followed
included: salary, and regarding extrinsic traits: levels, skills, standards, autonomy,
and challenge. Some of the prior traits included gender and traits of employment, co-
workers, support, treatment, supervisor, communication, etc. The results showed a
payment, supervisor style, commitment, discretion, all of these play an important
role in determining the QWL. Female workers were not so happy with the above-
mentioned traits than the male workers.
Vandenberghe and Bentein (2009) examined the quality of work life and the
institutional presentation in the processing zone of Dhaka. The main objective of this
research is the quality of work life is truly hypothesized to directly affect the
organizational presentation and find the relation between the qualities of work life
with organizational performance.
In this research, the variables which have been put to use are OP, JS, WP and UP.
The method of simple random sampling is employed here for the data collection and
the analysis method which was used is the chi-square test and regression. The
research has shown that QWL is not consistent with job satisfaction, OP, union or

30
wage. On the other hand, company policy is in tandem with OP for about 5%. If we
take the dependent variable to be job satisfaction, then the company policy and QWL
has a significant positive relationship with job satisfaction. QWL is linked to job
satisfaction. Variable Union policy is known to have a positive relationship with JS
but not significant consistency. Organizational performance when tested has no
significant relationship with QWL.
There were significant changes in QWL from 1998 to now and these were studied by
(Schwarz et al, 1992) in his/her thesis Quality of faculty work life: the University of
Hawaii. The main focus of this study was to dig in deeper into the causes of current
level of satisfaction. Also, the variables that were used are relations with the
department chair, campus service, community service, demographic factor, salary
and others. All the 3,490 members of the UH faculty were employed in this task and
this is also the first time the entire study was conducted online. Also, the test yielded
1,340 responses for a 38% return rate. Moreover, to analyse the results of the study,
T-test was used. Salary has been the main variable for getting work satisfaction from
the year 1998 to 2006. In the work life of the faculty, job satisfaction matters the
most.
Subhashini and Gopal (2013) takes the example of the workers in an apparel industry
in Sri Lanka and their satisfaction levels in the small and medium industries based
on the organizational commitment. In order to carry out the research, a simple
sampling technique was used. The number of samples that were supposed to be used
was restricted to 87 and the Pearson correlation technique was used for data analysis
and compiling the data. QWL was found to have a positive and significant relation
with commitment and HRDC effect.
The relation between QWL and organizational commitment was studied by (Patil
and prabhuswamy, 2014). They chose Malaysian firms as their sample. The main
focus of this research was to find out the relationship between QWL and
organizational commitment. Also, the extent of QWL on employees is supposed to
be found out. Around 500 samples of professionals at the supervisory and executive
levels were taken for the study from various firms in Malaysia and they were sent the
questionnaire. 72% response rate was reported as 360 responses from the entire
sample set were deemed useful and appropriate. The research was carried out on the

31
random sampling method and quantitate approach was used for data collection. The
variables which were put in use for the entire study were Dimensions of QWL:
growth and development, participation, physical environment, supervision, pay and
benefits social relevance and workplace integration, dimensions of OC: affective
commitment, normative commitment, continuance commitment (alternatives), and
continuance commitment (costs).
The questionnaire is divided into three parts: organizational Commitment, quality of
work life and demographic factors. Factor analysis was used for data collection
based on the factors of varimax rotation, mean, Standard deviation, regression
analysis as the statistical tool. Upon inspecting the research paper properly, it can be
concluded that participation of the employees has a proper relationship with
affective, continuance (alternative) and continuance (cost) commitment. Moreover,
supervision, pay and other benefits also have a positive and strong relationship with
affective, continuance (alternative) and continuance (cost) commitment.
Cohesiveness and good working relationships among employees is necessary to
improve work performance on job and will also improve commitment on everyone’s
part.
Swamy (2013) was electrical and electronic organizations of Thailand. They
considered quality of work life as an indicator for the corporate and social
responsibility of each organization. The aim of the research has been elucidated.
Now, the research was carried out as a documentary research where each participant,
be it a specialty or expert in the field was interviewed properly. Data was collected
based on an in-depth interview and analysis. The dimensions of QWL which were
employed are total life span, health environment, work and life balance, social
integration support and adequate and fair compensation among other things. The
four major dimensions of CSR which were employed were economic,
environmental, social and ethics. These were used as parameters. The final results
showed that having a good perception about QWL improving the QWL of the
employees of a company is necessary.
The perception of males and female on QWL is also important and may differ. This
point was taken up by (Swamy, 2013) that has done significant research on this topic
for the employees of commercial banks in Bangladesh. A sample of 192 participants

32
was taken up for the analysis and data collection and the methods used for doing the
same are Wilcoxon analysis, Mann –Whitney- U test and Bartlett test for analyzed
data. For this study, the dimensions of QWL which were employed are the
following: job design, employee relation, working environment, socialization efforts,
adequate and fair compensation, opportunities to develop human, growth and
development, flexible work schedule, job assignment, work and total life span and in
demographic factor age , gender and experience. The findings of the research
showed that the perceptions of both male and females differ. This means that the
male employees and their job design is more important to banks. The perceptions of
males are comparatively positive.
An empirical study was carried out by Vandenberg and Lance (1992) where the
manufacturing organizations were taken into consideration. The focus was again on
employee’s perception on job satisfaction and the quality of work life. Thus, the
focus was how the perception of employees would impact the job satisfaction levels.
The data sampling collection method employed received 261 samples out of 450
questionnaires that were sent out. The three main variables that were used in this
sampling method are meaningfulness, pessimism about organizational change and
self- determination and job satisfaction. In order to complete data analysis, the
different tests that were used are actor analysis. These findings showed that the three
variables are directly linked to the perception of the employees and they are in turn
related to job satisfaction levels. Factors which are linked to job satisfaction levels
are working environment, flexible work, healthcare benefits among others.
Factors which affect the quality of work are important and these were studied by
Sohail et al (2011): Empirical Evidence from Indian Organizations. The sample size
of this research was 100 employees and the various dimensions of the QWL were
Career growth & development, Organizational Culture, emotional supervisory
support, flexible work arrangement, employee motivation, Organizational
commitment, job satisfaction, rewards and benefits and compensation.
Data was analyzed with the help of the Kaiser Meyer Olkin test. The sufficiency of
the sample size was also calculated and the factor matrix was taken into
consideration with the help of Bartlett test of sphericity. The result of this research is

33
that no successful organization is built at the cost of the employees and their
benefits.
The study carried out by Sourchi and Liao (2015) focused on the textile industries of
Tripura. It laid emphasis on the measures which were introduced to improve the
QWL of the employees. The design of the research paper was descriptive in nature.
The sample size was limited to 60 workers out 600 workers which were actually
employed in the textile industry. Convenient sampling was used to scan out the
samples. Primary data collection happened based on the in-depth interviews. For
data analysis, chi-square analysis, weighted average score and simple %age was
used. The conclusion of the analysis is that there is no significant relationship
between work experience and overall job satisfaction or between educational
qualification and salary.
Balaji (2014) has taken the scope of her study as the quality of work life of the
private universities and their faculty members. The aim here is to find the overall
factors which will impact the QWL of these participants. The various dimensions
taken in this study are fair competition, growth security, work and life system,
development human capacities, social integrate, social relevance. Cluster sampling
was used for sampling data. Also, Spearmen’s rank correlation technique is applied
for testing the data and this data is non-parametric. The conclusions of the research
show that the various dimensions are significantly related to QWL. When it comes to
satisfaction levels, the females are more satisfied with the QWL compared to the
males. People who have less teaching experience are more positive about their
QWL.
Psychological capital and its impact on the organizational performance and QWL
were studied by (Bani, Yasoureini and Mesgarpour, 2014). The sample data was
collected from nurses of four hospitals, out of which only two were private and the
other two were public. The sample size, collected through random sampling here is
207. The factors which are exogenous are Self-efficacy, Optimism, Hope,
Resiliency, Survival Needs, Belonging Needs and Knowledge Needs whereas
Psychological Capital and QWL are the endogenous variables. Researchers have
used scale means, reliability, and inter-scale correlations for data analysis. The

34
research helped in showing that psychological capital is significant and related to
QWL.
The relationship between self-esteem, perceptions of QWL and the organizational
attachment was studied by (Bhatti, Nawab and Akbar, 2011) for Jahad-e-Keshavarzi
Organization of Isfahan. The focus of the study was to find the relation between
organizational attachment and QWL. The sample size is 195 and the method for
selecting this sample was random sampling. In order to analyse the data, Pearson
correlation coefficient and multiple regressions has been used. The dimensions of
QWL are Employee participation, career development, problem solving, job
security, employee communication, job pride, fair pay, industrial safety and
protection, and organizational identity while the dimensions of self-esteem which
become the required variables are: self-acceptance, living consciously, self-
responsibility, living purposely, personal integrity and self- assertiveness. The
dimensions of organizational attachment are also necessary and these are:
Organizational Commitment, Job Satisfaction, intend to leave the organization,
group coherence, organizational identity and organizational interest. The final
findings have revealed that the relation between organizational attachment and QWL
is positive. The same can be said for the dimensions of self-esteem. Also, the
dimensions like Self-responsibility, integrity, fair pay with living purposefully,
living consciously, self-acceptance, job security with purposefully are not related to
each other.
Chehrazi and Shakib (2014) has carried out the research between QWL,
organizational commitment and its various components. For gathering the data,
random sampling method was used. To analyses the data between the various
components, Pearson correlation coefficient was used. Statistical population
normality was calculated with the help of Kolmogorov-Smirnov test. The
conclusions have shown that there is a proper relation between fair and enough
payment and the organizational commitment as well. Also, there is a correlation
between health security and work conditions with organizational commitment and
balance in work and other aspects of life. Dependent and independent variables were
ranked and thus, there were various factors which came into light like the social
integration, cohesion and general space of life. These variables have the most

35
significant relation with job performance. The factors which are hardly related to job
performance are job security, enough and fair payment and growth opportunity.
Salary and allowance have the needed organizational commitment. Development is
the least important factor in connection to organizational commitment.
Working environment conditions were taken into consideration for the study
conducted by (Cohen, 2003). The focus area of the study was the attendants of petrol
stations in Kitane area in Kenya. In order to find out the effect of environment
conditions on QWL, coefficient of co-relation test was used to analyses the data. The
conclusion of the study has shown that there is a positive relation between mode of
QWL job enrichment, job rotation, autonomous, flexible working time, workgroups,
career growth and development, relation with supervisor and environment
conditions. Also, the research has pointed out that no significant relation has
emerged between career growth, experience and development. The type of relation
that exists between co-workers also has an impact on the QWL.
The next QWL model which was investigated was regarding the Pakistan teachers in
private universities of this country. The objective of this research was to find out
what affects the QWL of these teachers. The dimensions which affect QWL were
also to be found out through this study. Random sampling was used for collecting
data and factor analysis and binary logistic regression was used for analyzing this
data. 72% response rate was achieved after 500 questionnaires were circulated and
only 360 came back. The variables which were used here are QWL, value of work,
work climate, work life balance and satisfaction, attitude, perception. Also, the
dimensions of work life are which helped in defining the various variables of the
study are: work life climate, work life balance, satisfaction with relationship in life.
The conclusion of this study showed that it is necessary to have a work and life
balance in gaining satisfaction at work.
In order to study the role of career development and personal factor took the
example of the case study as Indonesian Public Service Organizations and the
quality of work life that exists here. 510 questionnaires were sent out to employees.
The response rate was 84.11% as around 429 questionnaires came back. Also, the
parameters which were used for this analysis are Age, sex, education, length of
service, marital status and career development. For analyzing the data, regression

36
analysis was used. The relation between career development and personal
development has an impact on the QWL. Employees who are positive will have a
better QWL. The interaction between the values, hopes and aspirations of the
workers are also recorded in this study.
In order to find the factor of measurement of the employees in relation to the quality
of work life, Jeppiaar cement private Ltd. From the 200 sample size that was
finalized, only 50% were selected for the final evaluation. The categories that were
selected include the workman category as selected by the researchers for this study.
Simple random sampling technique was used for data collection and the lottery
method was employed in this. Variables that were employed in this study are
compensation, work environment, social relation, job satisfaction, safety and healthy
environment, welfare and Opportunities for use and Development of Skills and
Ability. In order to analyses the data properly, the researcher used the Karl Pearson
coefficient. The final conclusion of the result has shown that there exists no
significant relation between education and quality of work life; income and quality
of work life. Also, when it comes to taking age as a factor for measuring quality of
work life, there is no significant relation between the two. The same is true for the
educational qualification of the respondents and QWL.
In a study on the behavior of organizational citizens used the following variables:
sufficient and fair compensation, the growth of human abilities, social importance,
social integration, growth and safety, constitutionalism, safe environment, hygiene,
and total lifespan. He also considered 2 dimensions of OCB (Organizational
Citizenship Behavior) that includes the variables like dedication to the job and
altruism. The study with these variables is descriptive in nature and applied
inventory to gather necessary data. Here the sampling method used is called
purposive sampling which the researcher selected instinctively along with T-test data
analysis process. The outcome of the study depicted that there exists a significant
difference in the effect of the QWL (Quality of Work Life) on the OCB between
men and women. It is found that women have higher job dedication
(conscientiousness) than men. On the other hand, on the basis of altruism, a
significant relationship is found between QWL and OCB. From the organizational
perspective, altruism is helping the co-workers staying within the own responsibility.

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