Goodale Hall etal Conducted a survey in understanding how employee perceives the

Goodale Hall et.al. Conducted a survey in understanding how employee perceives the phrase ‘Quality of Life’. From the study they could conclude that the most frequently mentioned components defining Quality of Life were psychological wellbeing, the work environment, realizing or working towards one’s aim in life and the social environment provided to him. The authors viewed that it is safe to conclude that the work environment not only one of the most important domains in people’s lives, but also contains many of the components of Quality of Life. Therefore, this domain plays an important part in the individual’s general Quality of Life and sense of well-being. Hamid Zare et.al. measured the rate of quality of work life of faculty members in University of Tehran. The identified aspects are: factors related to job content, work economic factors, work social factors, balance between work and life. Results showed that balance between work and life has middle status, the status of work economic factors is undesirable and the factors related to job content and work social factors have desirable status. They Suggested that for improving the quality of work life, the managers should plan to establish the justice salary payment system, Reform the appraisal system, Prepare opportunity to leisure and happy time for them.Behzad et.al. assess the relationship between quality of work life and occupational stresses in personnel of social security organization in Hamadan province, IR Iran. Study concluded that QWL was significantly associated with personnel education level and work experience. A positive association was revealed between QWL score and stress scale of personnel. They suggested that Managers should pay particular attention to the quality of working life. Therefore, they were able to increase participation of the personnel in decisions affecting their jobs and work environment through execution of QWL programs such as establishing open and appropriate communication networks in their organizations. Thus, reducing occupational stress is expectable due to increase of job satisfaction.Kavoussi et.al. in their paper compared unauthorized absenteeism rates between two large textile factories in Isfahan, Iran. The study could make the finding that the working conditions in the sample factories were unsatisfactory. The study could also find that there is a significant relationship between absenteeism rates and age and length of employment. The study suggested that workers’ dissatisfaction toward unsatisfactory working conditions may be expressed in terms of unauthorized absenteeism. In view of the widespread consequences of such absenteeism, it is recommended that closer attention be paid to improve the Quality of Working Life. Haughey et.al. in their study on Quality of Working Life Rural Teachers Perception attempted to understand the opinion of the rural teachers on working condition, professional autonomy and interaction with students and administration were obtained. The result of the study indicated that the teachers were far from satisfied with their Quality of Working Life. Behnam Talebi et.al. in their research paper based on Walton’s QWL model in order to associate between the employees’ QWL and their effectiveness revealed that there is a significant relationship between the variables of salary and benefits, job security, healthy and secure work environment, autonomy at work, providing the basis for skills education, and determining the job development direction with the employees’ effectiveness.Cacioppie et.al. In their study of on Australian Public and Private sector employees could statistically established that the Quality of Work experience is not a unidimensional construct. Factor analysis was carried out for the subsets of public and private employees. The result revealed that for public employees five first order and one second order factor were identified as underlying their perception of Quality of Work experience, the first order being (1) Efficiency, (2) Management, (3) Development, (4) Affiliation and (5) Atmosphere. The second order factor was (1) Quality of Work Life especially the Managements role. Further the result of Private employees revealed that six first order factors and one second order factor were identified. The first order were: (1) Nature of work, (2) Management, (3) Social utility, (4) Meetings, (5) Efficiency, (6) atmosphere and the second order factor was Quality of Work Life. Levine et.al. studied the perceptions of White Collar employees, including supervisors and managers of an American company. These people participated in Delhi panel for defining Quality of Work Life. Results of the study revealed that Quality of Work Life is a unidimensional construct with as many as 7 items emerging from a total of 86 Quality of Work Life topics. These include: a) the degree to which superiors treat employee with respect and have confidence in their abilities, b) Variety of daily work routine, c) Challenge of work, d) Present work load to future opportunities, e) Self-esteem, f) Extent to which life outside of work that affect life at work and g) Extent to which work contributes to society. Further responses to 7 item scale from a sample of 450 employees revealed that Quality of Work Life measure was extremely reliable. Radja et.al. analyse the effect of quality of work life, organizational commitment towards work satisfaction in Makassar City. They also Analyses the direct and indirect effect of quality of work life and organizational commitment towards public service performance. The research results indicate that: 1) quality of work life has insignificant effect towards public service performance and work satisfaction, but it has important correlation with organizational commitment. 2) Organizational commitment has indirect effect on the performance of public service, but influence indirectly through work satisfaction. 3) Quality of work life and organizational commitment has insignificant effect towards public service performance but both can give direct contribution towards through work performance.Rice et.al. in their study could identify that there is a significant relationship between the work satisfaction and quality of people’s life. The study could reveal that in the work place, the work experience and outcome have a direct bearing on a person’s general Quality of Life while the family interaction, leisure activity and level of health and energy are said to have an indirect influence. Mandeell et.al. indicated in their study on “Does a better work life boost productivity”” that a clear definition of the various projects that composed Quality of Work Life is lacking. The study indicated that the basic conceptual criteria for Quality of Work Life include adequate and fair compensation

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