International Journal of Business and Management Invention (IJBMI)

ISSN (Online): 2319 – 8028, ISSN (Print): 2319 – 801X

www.ijbmi.org || Volume 8 Issue 02 Series. I || February 2019 || PP 15-21

Quality of Work Life and Job Satisfaction: A Comparative Study

Parvathy R Nair*, Dr. T. Subash**
Research Scholar, P.G & Research Department of Commerce,Government Arts College, Thiruvananthapuram.
Principal,Government Arts and Science College for Women, Malappuram.
Corresponding Author: Parvathy R Nair

ABSTRACT: The success of any organization is highly dependent on how it attracts recruits, motivates, and
retains a high performing workforce. It is important to keep the employees happy and satisfied and also to
ensure the quality of work life at the work place. Job satisfaction and quality of work life needs to be addressed
positively to keep them motivated to contribute to the organizational effectiveness and growth. Quality of Work
life refers to the quality of relationship between employees and the total working environment. Whereas job
satisfaction refers to the amount of positive effect or feeling that individuals have towards their jobs. The
present study investigates the relation between QWL and JS by reviewing various studies conducted in this area.
The study is purely based on secondary data. After reviewing various research works, it is clear that QWL has a
significant and positive relation with job satisfaction. Hence the study concluded that while formulating
employee related plans all factors of QWL should be taken into consideration in order to improve job
satisfaction.
KEY WORDS: Quality of Work Life, Job Satisfaction, Work environment,organization effectiveness.
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Date of Submission: 24-01-2019 Date of acceptance: 08-02-2019
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I. INTRODUCTION
In current scenario every organization wants more output compared to their input, it can be possible
when employee find their working place comfortable as per the job requirement. So it is very important for an
organization to make a Quality relationship between its employees and working environment. There arises the
need of QWL. Quality of Work Life refers to favorable or unfavorable work environment with which people do
their work. It shows the relationship between the worker and work environment. Quality of Work Life is a
philosophy, a set of principles, which holds that people are the most important resource in the organization as
they are trustworthy, responsible and capable of making valuable contribution to their respective organization,
so they should be treated with greater dignity and full respect.
The terms job satisfaction refers to the attitude and feelings people have about their work. Positive and
favourable attitudes towards the job indicate job satisfaction. Negative and unfavourable attitudes towards the
job indicate job dissatisfaction .Job satisfaction is a worker‟s sense of achievement and success on the job. It
implies doing a job one enjoys, doing it well and being rewarded for one‟s efforts. Job satisfaction represents a
combination of positive or negative feelings that workers have towards their work.

Statement of the Problem

One of the most important pillars of the constancy of each organization is the satisfaction of its
employees. Quality of work life is beyond job satisfaction; it involves the effect of the workplace on satisfaction
with the job, satisfaction in non-work life domains and subjective well-being. Job satisfaction and quality of
work life needs to be addressed keeping in view which factor contribute to the organizational effectiveness and
growth. It is an established fact that high job satisfaction contributes to organizational commitment, job
involvement, better physical and mental health and quality life to the employees. On the other hand, job
dissatisfaction leads to absenteeism, labour turnover, labour problems and a negative organizational climate. It is
in this background an attempt is made to find out whether quality of work life has any significant impact on job
satisfaction or not.

Objectives of the Study

The study is undertaken with the following objectives:
1. To understand the concepts of quality of work life and job satisfaction.
2. To review important earlier studies relating to quality of work life and job satisfaction.
3. To find whether there is any relation between quality of work life and job satisfaction.

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 Quality Of Work Life And Job Satisfaction: A Comparative Study

Scope of the Study

The present study make use of various earlier studies undertaken by different individuals and
institutions showing the relation between QWL and job satisfaction and try to find out inference.

Significance of the Study

The success of any organization is highly dependent on how it attracts recruits, motivates, and retains a
high performing workforce. It is important to keep the employees happy and satisfied and also to ensure the
quality of work life at the work place. Job satisfaction and quality of work life needs to be addressed positively
to keep them motivated to contribute to the organizational effectiveness and growth. With this background in
mind, present study aims to understand the relationship between job satisfaction and quality of work life.

II. RESEARCH METHODOLOGY

The study is purely based on secondary data. Data required for the study is collected from various sources like
books, journals, web sites etc.

Quality of Work Life

Quality of Work life refers to the quality of relationship between employees and the total working
environment which includes, adequate and fair compensation, safe and healthy working conditions, opportunity
to use and develop human capacities, opportunity for career growth, social integration in the work force, work-
life balance, participative management style, reward and recognition. Quality of work Life is a person‟s life. It
covers a person‟s feelings about every dimension of work including economic rewards and benefits, security,
working condition, Organizational and interpersonal relations and its intrinsic meaning in person‟s life.
The concept of work life quality can be defined in subjective and objective forms. From the subjective
viewpoint, it can be referred to the perceptions and conceptions of the staff in the working area. From the
subjective view point quality of work life can be inferred as the desirability or undesirability of working area.
From the objective viewpoint, it can be referred to items such as, programs, activities pertaining to real working
conditions in an organization including, salary, benefits, welfare conditions, hygiene, safety, participation in
making decision, supervising, miscellanies and working circulation etc.

Definitions of quality of work life in chronological order

Year Author Definition of quality of work life
1972 International Labors Aims to share knowledge and initiates a coherent theory and practice on how to
Relation Conference create the conditions for a “humane working life.”
in
New York
1975 Hackman and Oldham Involves the satisfaction and motivation in the workplace.
1977 Boisvert A set of beneficial consequences of working life for the individual, the organization
and society.
1979 American Society of A process of work organization which enables its members at the levels to actively
Training and participate in shaping the organization‟s environment, methods and outcomes. This
Development value based process is aimed towards meeting the twin goals of enhanced
effectiveness of organizations and improved QWL of employees.

1981 Dessler The level to which employees are able to satisfy their personal needs not only in
terms of material matters but also of self-respect, contentment and an opportunity
to use their talents making contribution for personal growth.
1983 Carlson Two perspectives; it is as a goal and an organizational process for-
1. As a goal, QWL is the commitment of any organization to work improvement:
the creation of more involving, satisfying and effective jobs and work
environments for people at all the levels of the organization.
2. As a process, QWL calls for effort to realize this goal through the active
involvement of people throughout the organization.
1983 Nadler and Lawler A way of thinking about people, work and organizations. Its distinctive elements
are 1. A concern about the impact of work on people as well as on organizational
effectiveness, and 2. The idea of participation in organizational problem solving
and decision making.
1990 Kieman and Knutson It means something different to each and every individual, and is likely to vary
according to the individual‟s age, career stage and/or position in the industry.
1993 Bernadian and Russell The degree to which individuals are able to satisfy their important personal needs.

1997 Cummings and The way of thinking about others, work, and the organization which is concerned
Worley about workers' wellbeing and organizational effectiveness.

2001 Sirgy, Efraty, Siegel A variety of needs through resources, activities and outcomes stemming from
and Lee participation in the workplace.
2010 Lau The favourable working environment that supports and promotes satisfaction by

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 Quality Of Work Life And Job Satisfaction: A Comparative Study
providing employees with rewards, job security and career growth opportunities.
2011 Nazir et al. A combination of strategies, procedures and ambiance related to a workplace that
altogether, enhance and sustain the employee satisfaction by aiming at improving
work conditions for the employees of the organizations.
2014 Mazloumi et al. Attitudes of employees towards their job, especially their work outcomes including
job satisfaction, mental health, and safety which directly influence organizational
outcomes.
2014 Šverko and Galić Perceived extend to which employees can satisfy their important personal needs
through their activities in the work place and experiences in the organization.

Constituents of QWL
1) Adequate and Fair Compensation: There should be a just and equitable balance between effort and
reward. The compensation should help the employee in maintaining a socially desirable standard of living
and should be comparable to the pay for similar work elsewhere.
2) Safe and healthy working conditions: Quality of Work Life cannot be high unless the work environment
is free from all hazards detrimental to the health and safety of employees. Factors like reasonable hours of
work rest pauses, zero-risk physical conditions of work, age restrictions on both upper and lower side create
safe and healthy working conditions.
3) Opportunity to Use and Develop Human Capacities: The QWL will be better if the jobs allow sufficient
autonomy and control to its employees. The workers must be given an opportunity to use their skills,
abilities and initiative in planning and implementing the work.
4) Opportunity for Career Growth: The work should provide opportunity to develop new abilities and
expansion of existing skills on a continuous basis
5) Social Integration in Work Force: An employee develops a sense of belongingness to the organisation
where he works. Discrimination among the employees on the basis of age, gender, cast, creed, religion etc.
can act as a hindrance in the way of social integration.
6) Constitutionalization in the Work Organization: QWL provides constitutional protection to the
employees. Constitutional protection is provided to employees on such matters as free speech, equity and
due process. In short, there should be the „Rule of Law‟ as per the constitution of the enterprise.
7) Work and Personal Life: There should be proper balance between work life and personal life of the
employees, certain employees are required to work for late hours or are frequently transferred or have to do
a lot of travelling as a part of their duty. This definitely affects their QWL as they remain away from their
families for a long period of time.
8) Social relevance of Work: Those business enterprises which are engaged in discharging their social
responsibilities contribute to QWL. . An organization that has greater concern for social causes like
pollution, consumer protection, national integration, employment, etc. can improve the quality of work life.

Principles of QWL
Herrick and Maccoby identified four basic principles of QWL which result in humanization of work. Those are:
a. The principle of Security: The working conditions must be safe and fear of economic want should be
eliminated. Employees should be free from anxiety, fear, and the loss of future employment.
b. The Principle of Equity: The principle states that employess doing the same job and having equal
performance should be treated equally. This implies fair reward for effort made by the working people.
Profit sharing between the owner and workers and equity among workers are the examples of following the
principle of equity.
c. The Principle of Individualisation: Employees different in terms of their attitudes, skill, potential, etc.
Therefore, every individual should be provided the opportunity for development of his personality and
potential.
d. The Principle of Democracy: The principle of democracy implies right to personal privacy, freedom of
speech, and equitable treatment. Meaningful participation in the decision-making process improves the
quality of work life.

Job Satisfaction
Job satisfaction is a set of favorable or unfavorable feelings and emotions with which employees view
their work. Job satisfaction is an affective attitude a feeling of relative like or dislike toward something. Job
satisfaction represents a combination of positive or negative feelings that workers have towards their work. Job
satisfaction represents the extent to which expectations are and match the real awards. Locke defines job
satisfaction as a “pleasurable or positive emotional state resulting from the appraisal of one‟s job or job
experiences”.

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 Quality Of Work Life And Job Satisfaction: A Comparative Study

Definitions of job satisfaction in chronological order

Year Author Definition of job satisfaction
1935 Hoppock It is as any combination of psychological, physiological and environmental
circumstances that causes a person truthfully to say I am satisfied with my job.
1964 Vroom Focuses on the role of the employee in the work place and he explained job satisfaction
as effective orientation on the part of individuals toward work roles which they are
presently occupying.
1976 Lock The pleasurable emotional state resulting from the appraisal of one‟s job as achieving
or facilitating the achievement of one‟s job values.
1992 Luthans The extent to which work outcomes meet or exceed expectations may determine the
level of job satisfaction.
1997 Spector Extent to which people like (satisfaction) or dislike (dis-satisfaction) their jobs.

2005 Robbins A general attitude towards one‟s job; the difference between a number of rewards
workers receive and the amount they believe they should receive.
2006 Armstrong Attitude and feelings people have about their work. While positive and favourable
attitudes towards the job indicate job satisfaction, negative and un-favourable attitudes
towards the job indicate job dis-satisfaction
2009 Robbins and Judge Describes a positive feeling about a job, resulting from an evaluation of its
characteristics.
2015 Opatha Feeling about a job or job experiences and feelings derive from an evaluation of the
job. It is an attitude which is the degree to which an employee has favourable or
positive feelings about his or her job.

Determinants of Job Satisfaction

1. Nature of job: When people with right kind of abilities are posted at right job, there are high chances that
they are satisfied and happy.
2. Working Conditions: Employees spend most of their time at the office. Therefore, it is really necessary
that the the company must optimise the working conditions.
3. Balanced lifestyle: When workloads and stress start to consume a man‟s time for personal life, it leaves
them mentally exhausted and restless. So it is important to provide facility to balance professional and
personal life,
4. Space for growth and career development: Employees are more satisfied with their current job if they see
a path available to move up the ranks in the company and be given more responsibility and along with it
higher compensation
5. Pay: Employees often see pay as a reflection of how management views their contribution to the
organization. Fringe benefits are also significant, but they are not as influential. An employee who gets
right amount of payment according to their job is motivated to continue working.
6. Nature of work group: Relation with fellow workers and superiors have impact on Job Satisfaction If
there is a cordial relation with them, this will result in improved Job Satisfaction and vice versa,
7. Employee Morale: If the employee morale in the organisation is higher,satisfaction with the job is likely to
be higher and vice-versa. This will result in reduces absenteeism and labour turnover.

III. QUALITY OF WORK LIFE AND JOB SATISFACTION - A COMPARISON

Various studies were conducted on the topic of QWL and Job Satisfaction which describes the relation with
both. Some of the important studies are:
1. QWL has more impact on job satisfaction than other work outcomes (i.e., work performance, job
satisfaction and organizational commitment)
Usha.S, Rohini.V (2018) conducted a study entitled “Impact of quality of work life on work outcome
of employees in automobile companies in Chennai” which analyzed the impact of quality of work life on work
outcomes such as work performance, job satisfaction and organizational commitment of employees working in
automobile companies in Chennai. Descriptive as well as inferential statistical tools were used for analysis. The
study revealed that safe and healthy work condition, job characteristics, pay and benefits, opportunity for
development and motivation influence the quality of work life and QWL has impact on work performance, job
satisfaction and organizational commitment. Out of three work outcomes, QWL has more impact on job
satisfaction than others. The study suggested that the automobile companies must treat QWL one the key factors
to improve job satisfaction and work outcomes.
2. Overall quality of work life is positively influenced by job satisfaction
Thirumalvalavan. K, Ananth. A.A (2017) conducted a study “Quality of work life and job satisfaction of
employees in steel authority of India ltd, Salem” with the aim of analyzing the quality of work life and job
satisfaction of employees among steel industry in Salem, The responses of the steel plant employees about their
quality of work life and job satisfaction are grouped based on three levels such as high moderate and low using
cluster analysis. In order to find out the correlation between the overall quality of work life and overall job
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 Quality Of Work Life And Job Satisfaction: A Comparative Study

satisfaction Pearson‟s correlation test were used. The study concluded that the overall quality of work life is
positively influenced job satisfaction of the employees. Both quality of work life and job satisfaction is highly
important for all kind of employees to achieve high productivity. Hence, the management should take necessary
steps to improve both quality of work life and job satisfaction of the employees.

3. There was a significant relationship between job satisfaction and all components of QWL
Effat Jahanbani, Mostafa Mohammadi, Najmeh Noori Noruzi, and Fatemeh Bahrami (2015) conducted a
study “Quality of work life and job satisfaction among employees of health centers in Ahvaz, Iran”, aimed at
investigating the QWL and Job Satisfaction in the employees of health centers in Ahvaz, Iran. Data were
analyzed through descriptive statistics, the Pearson correlation coefficient and multiple linear regression with
SPSS. Walton questionnaire was used to measure QWL and JDI questionnaire was applied to measure JS. To
evaluate the importance of QWL to predict JS, the linear regression analysis was performed. Multiple regression
analysis, using enter method, revealed that growth and security, rule of law, and social cohesion as aspects of
QWL can significantly predict JS variance. So the study stated that there was a significant relationship between
QWL and JS and moreover, there was a significant relationship between JS and all components of QWL. The
highest correlation was related to social cohesion, rule of law, and growth, and security.

4. Good level of QWL will lead to higher degree of job satisfaction and vice versa
Tanushree Bhatnagar, Harvinder Soni (2015) conducted a study “Impact of quality of work life on job
satisfaction of school teachers in Udaipur city” with the purpose to determine the impact of quality of work life
on job satisfaction of school teachers in Udaipur city. In this study, the impact of quality of work life on job
satisfaction has been studied based on the demographic variables of gender, age and work experience of
teachers. The relationship between Job satisfaction and Quality of work life is tested using Pearson„s coefficient
of correlation. The value of coefficient of correlation is 0.502 which is highly significant at 1% level of
significance. The study proved that there is a positive co-relation between quality of work life and job
satisfaction. In other words we can say that a good level of QWL will lead to higher degree of job satisfaction
and vice versa

5. Better working conditions increases the quality of work life of working women teachers
Bhavani. M, Jegadeeshwaran. M (2014) conducted a study on “job satisfaction and quality of work life – a
case study of women teachers in higher education” to know the relationship between job satisfaction and quality
of work life among women teachers in colleges. Correlation analysis revealed that there is a positive significant
relationship between two factors of job satisfaction such as working environment and pay and job security. Path
analysis was used to find out the impact of pay and security and working environment on quality of work life.
Through the analysis it is clear that working environment has more influence on the teachers than monetary
benefit and security of the job. Working environment has positive impact on the quality of work life. The study
find out that, working environment, family life, career growth, working condition and compensatory policy and
benefits have positive and significant influence on the quality of work life and it is concluded that, there is
positive significant relationship between job satisfaction and quality of work life of women teacher. So the
researcher suggested the educational institutions to provide better working conditions their teachers to increase
the quality of work life of working women teachers.

6. There is a significant relation between QWL and job satisfaction in chain and non chain hotels
Harvinder Soni, Yashwant Singh (2014) in their research paper entitled “Impact of quality of work life on
employee satisfaction in hotel industry” tried to understand quality of work life of hotel employees and its
impact on their satisfaction level. The study also made a comparison between satisfaction level of employees
working in chain and non-chain hotels in Udaipur. . Mean, Percentage, Standard Deviation, Chi-square test, “Z”
Test were used for the study. The study found out that employees of chain and non- chain hotels sometimes find
difficulty to create a healthy work and life balance and there is no significant difference in the satisfaction level
of employees with respect to QWL in chain and non chain Hotels. Hence we can say that there is a significant
relation between QWL and job satisfaction both in chain and non chain hotels. The study suggested that the
hotels will always make the professional work environment comfortable and flexible for that they must always
try to make the work place responsive to employees needs and by offering personal enrichment classes and the
like.

7. QWL and Job Satisfaction are positively correlated

Jenitta, J.N, Elangkumaran. P (2014) conducted a research work “ Quality of work life and its impact on job
satisfaction: a special reference of National Water Supply and Drainage Board (NWS & DB) in Trincomalee
District”, to find the relationship between QWL factors and Job satisfaction of NWS & DB in Trincomalee

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 Quality Of Work Life And Job Satisfaction: A Comparative Study

District and to understand the impact of QWL on Job Satisfaction. Pearson correlation coefficient and multiple
linear regressions are used to derive the conclusion of the present study. There is a significant positive
relationship between the independent variables like adequate Income and fair compensation, safe and healthy
working conditions, opportunities to use and develop human capacity, opportunity for career growth, social
integration, constitutionalism in work organization, eminence of work life, social relevance of work and Job
Satisfaction. Among the independent variables, opportunities to use and develop human capacity,
constitutionalism in work organization and eminence of work life are having significant impact on job
satisfaction. Hence we can say that QWL and Job Satisfaction are positively correlated.

8. Job satisfaction could be improved in a better way by improving and promoting quality of work life
Mohammad Hossein Nekouei, Mumtazah BT Othman, Jariah Bt Masud and Aminah Bt Ahmad (2014)
in their research work ”Quality of work life and job satisfaction among employee in government organizations
in Iran” studied the effects of quality of work life, on job satisfaction among employees in government
organizations in Iran, and the factors that contribute towards satisfaction in their job. The structural equation
modelling (SEM) was conducted to determine relationship between three structural dimensions of QWL like
(structural, managerial and social dimensions and Job Satisfaction. The study showed that, there was a
significant and positive relation between structural dimensions of quality of work life and job satisfaction.
Therefore, it is suggested that job satisfaction could be improved in a better way by improving and promoting
quality of work life.

9. Higher working life quality is associated with higher job satisfaction

Zohreh Anbari, Marzieh Abbasinia, Monireh Khadem, Abdolrasoul Rahmani, Mehdi Asghari, Iman
Ahmad Nezhad, Somayeh Farhang Dehghan (2014) carried out a study “Effects of the quality of working
life on job satisfaction in an auto parts manufacturing factory” to study the relation between working life quality
and job satisfaction of staffs in automotive parts manufacturing factory. Pearson‟s correlation coefficient, one
way ANOVA and Mann-Whitney tests were used for analysis. The survey of association between various fields
of quality of working life and job satisfaction showed high correlation. As the results showed, there was a
positive and significant association between the QWL and JS so that the higher the working life quality
associated with the higher the job satisfaction.

10. In order to boost employee team spirit, firms should try to enhance higher-order QWL
Hassan, Golkar (2013) in their research work “The relationship between QWL and job satisfaction: a survey of
human resource managers in Iran” conducted among human resource managers in Iran investigated the
relationship between quality of work life (QWL), institutionalization of ethics, and Job satisfaction. Two-
variable linear regression was used to determine the relationship between two variables quality of work life and
Job satisfaction. Results indicate that manager's job satisfaction and organizational commitment are significantly
related to lower-order QW (i.e., meeting health/safety needs; providing good pay and job security), while
manager's team spirit is significantly related to higher-order QWL (i.e., collegiality at work,
recognition/appreciation of work, realization of one's potential). Therefore, in order to increase employee job
satisfaction and organizational commitment, firms should try to enhance the lower order QWL. In contrast, in
order to boost employee team spirit, firms should try to enhance higher-order QWL.

11. All factors of QWL were found to have positive impact on job satisfaction
Balasundaram Nimalathasan , Syed Mohammad Ather (2010) conducted a study entitled “Quality of work
life (QWL) and job satisfaction (JS): a study of academic professionals of private universities in Bangladesh”,
designed to associate between QWL and JS of academic professionals (Lecturer, Assistant Professor, Associate
Professor and Professor) in eight private universities located at Chittagong, Bangladesh. Descriptive statistics
mean and standard deviation and different inferential statistics like factor analysis, correlation and multiple
regression were used as statistical tools for analysis. Correlation analysis was performed to test the strength and
direction of the liner relationship between the independent (i.e.,QWL) and dependent variables (JS). It was
found that there is a significant relation between QWL and JS. Multiple regression analyses were performed to
test the impact of independent and dependent variables and it also proved that creativity of the work, job
benefits for family and job‟s safety were having a positive impact on job satisfaction factors such as suggestions
and promotion in career, that means all factors of QWL were found to have positive impact on job satisfaction.
The study suggested that by concentrating on the factors like creativity of the work, job benefits for family, job
safety as well as suggestions and promotions in career will significantly improve the QWL and JS in private
universities in Bangladesh.

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 Quality Of Work Life And Job Satisfaction: A Comparative Study

12. Job satisfaction can be enhanced by providing, improving and promoting quality of work life
Jothi. R, Johnmanohar. S (2010) in their research paper “Relationship between quality of work life and job
satisfaction of workers in textile industry” tried to investigate the overall Quality of work life (QWL) and Job
satisfaction of textile workers in Tamilnadu. The study analyzed and compared the job satisfaction of textile
workers with different level of QWL. It is inferred from the analysis that there was a positive correlation
between job variables and level of quality of work life of workers in textile mills. The study suggested that the
steps should be taken to improve the quality of textile workers in order to bring about significant improvement
in the satisfaction of their employees.

IV. CONCLUSION
Quality of life encompasses the sum total of healthy experiences that individuals experience in various
facets of life. The phrase “Quality of Work Life” is in use to evoke a broad range of working conditions and the
related aspirations and expectations of the employees. Whereas Job satisfaction refers to a person's feeling of
satisfaction on the job, which acts as a motivation to work. High job satisfaction contributes to organizational
commitment, job involvement, better physical and mental health and quality life to the employees. On the other
hand, job dissatisfaction leads to absenteeism, labour turnover, labour problems and a negative organizational
climate. While going through various studies on relation between QWL and Job Satisfaction it can be conclude
that there is positive relation between QWL and Job Satisfaction components. In other words we can say that
QWL have a positive impact on Job Satisfaction. The study indicates that there is a relationship between quality
of work life and job satisfaction. Hence it is suggested that job satisfaction can be enhanced by providing,
improving and promoting quality of work life. So all the constituents of QWL like safe and healthy working
environment, fair compensation, opportunity for career growth, proper work life balance etc must be taken into
consideration while formulating employee related plans. Employee with high quality of work life will be
satisfied in their work and satisfied employees will contribute to the betterment of the organisation.

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Parvathy R Nair" Quality of Work Life and Job Satisfaction: A Comparative Study"
International Journal of Business and Management Invention (IJBMI), vol. 08, no. 02, 2019, pp
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