Those who are happy with their job, are said to have a high quality of working life, while those who are not happy or whose needs not fulfilled are said to possess a lower quality of work life. Or the satisfaction level and happiness of an organization's workers with their job. The term the quality of work life is like a sky under which workers or employees feels utterly propitiate with organizational environment and extends their full co operation, support and put their inner strength at the top for the development of their organization and to improve the productivity. Rose et al., (2006) opines that the quality of work life is a philosophy or a set of principles, which holds that people are faithful, responsible and capable of making a valuable contribution to the concerned organization. It is stated that ‘Treating people with respect’ is the cornerstone of this philosophy.
The quality of Work is a level of satisfaction and comfort which a person can gain while working for a company. Good firms always try to provide security, comfort, pride and ownership to their workers because it enhances the quality of work. It is a self-satisfaction which a worker gains due to supportive behavior, open communication and sense of ownership from his employer. We can define Quality of Work Life as a life of workers, their personal life. How they think about different things and how they feel about others.
It clearly shows that a good condition of work-life balance will significantly impact employees’ quality of life and career accomplishments. With work-life balance, employees will have more satisfaction on life. Employees will always appreciate what they have and be more responsible on the duty given by employers. Besides, work- life balance will enable to spend more quality time with their family and not just concentrating on their work. This can earn them their family’s support in their career.
Cascio (1998), Ellinger and Nissen (1987) and Singhapakdi and Vitell (2007) define Quality of Work Life as the perceptions to which an environment based on mutual respect, supports and encourages individual participation and open communication in matters which affect employee 's jobs, business, futures, and their feelings of self-worth. A working career takes up more than half of daily life, and it is therefore necessary to find new ways to improve, not only the quality of it, but also the factors relating to an employee 's perceived Quality of Work Life. According to Lewis et al. (2001) A meta-analysis has been done, suggests QWL factors include reduced work stress; organisational commitment and belonging ; positive communication; autonomy; recognition; predictability of work activities; fairness; clear locus of control and organisational decisions. Wyatt and Wah (2001) examined four dimensions, which according to them constitute the QWL of employees.
Work is an important aspect of most people’s lives. They perform work in exchange for monetary rewards, for example a salary, and non monetary rewards, for example psychological fulfillment. The nature of work itself is described as “the actual content of the job or work characteristics” (Benrazavi & Silong, 2013, P. 129). As the work environment changes, with the internationalization of business, new technologies, and new organizational practices, so does the nature of work. Today, there is no doubt that happiness at the workplace is important to the employees but to the employers as well (Fisher, 2010).
Abstract The insight one can gain through the value of mutual support among colleagues and foster work-life balance was very influential on the importance of making time for both family and work. For example, as a graduate student, one must develop a balance in dealing with schoolwork assignment deadlines, dealing with family life demands, and managing your work/job duties. According to Evans (2003), work-life balance comes when a person decides to engage and satisfy both work and personal life equally. An individual may only obtain balance with proper time management and involvement (p. 439). The commitment to achieving work-life balance deals with the need for balance in life (Tajlili, 2014, p. 257).
Abstract The interrelation of work and commitments in life and their impact on the other is Work Life Balance. While trying their level best to maximise the efforts to achieve the set goals, academicians and others struggle to strike a balance between their work and other family and societal responsibilities. An ideal work life balance is a myth. Everyone being different, having different circumstances to deal with setting or establishing perfect way to have a work life balance is not the objective of this paper. Previous research on this topic has proven that men and women both prefer to work in organizations that support a healthy work life balance.
Beyond, the quality of working life should be measured in terms of individual development that it is capable of generating, since the reconciliation of lifetimes, passing through the growth of skills, the relational competences, originality or self-awareness. The quality of life at work is the result of a sequence of actions, instructions, built applies over time complete conflict, discussion, cooperation, combining in varying sizes the concern for development of working situations and that the effectiveness. The result varies finally on the place that gives to work and human, all shareholders, but specifically those who undertake power in the company: the work is there, yes or not, in reality, measured a planned factor? d- The determining factors for the quality of work life Even if the meaning of this notion varies according to individuals, their status, their age, their gender, their jobs, it is possible to identify a number of variables or key factors that appear relevant to the quality of life at
Job Satisfaction: Job Satisfaction can be defined as the level of fulfilment , a person feels regarding his/her job and the feeling is based on individual perception of satisfaction .Job satisfaction is the extent to which people are satisfied with their work (Warr,2002).It means that it is not the self-satisfaction content, or self-contentment but the satisfaction on the job . (Feinstein,2000,as cited by Ahmed et al 2010). Job satisfaction has a significant relationship with role performance and creative job performance. (Dizgahl,Chegani2,&Bisokhan,2012) Work Overload: Work Overload is the degree to which the demand of the job is excessive (Agho, Mueller, Price ,1993).The situation in which employees feel that there are too many responsibilities
Job satisfaction is determined by individuals’ quality of work life (QWL) in an organization. The level of job satisfaction is attributed to the work environment considered as extrinsic to the job performed and the psychological feelings of satisfaction which is intrinsic and related to the job itself (Hezberg, 1959). The strength of these two factors have on QWL depends on its complexity and importance. For instance, individuals having high emotional work demand, and low job control and organizational support would most likely experience lower QWL and therefore job dissatisfaction. In JD-R model, work demand is considered a health impairment process that refers to the physical, psychological, social and organizational aspects of the job