Hackman and Oldham (1976)[1] drew attention to what they described as psychological growth needs as relevant to the consideration of quality of working life.
Needs as defined by the psychologist, Abraham Maslow, were seen as relevant in underpinning this model, covering health & safety, economic and family, social, esteem, actualization, knowledge and aesthetics, although the relevance of non-work aspects is played down as attention is focussed on quality of work life rather than the broader concept of quality of life.
The proposed measure by Sirgy et al. (2001)[7] suggests that quality of working life involves lower-order (social needs; esteem needs; actualization needs; knowledge needs; and, aesthetic needs) and higher-order needs (health and safety needs; and, economic and family needs).
[7][3] It has generally been agreed however that quality of working life is conceptually similar to well-being of employees but differs from job satisfaction which solely represents the workplace domain.
[17] Statistical analysis of the Work-Related Quality of Life scale (WRQoL),[18] provides support for the psychometric structure of this instrument.
It has been proposed that this Positive Job Satisfaction factor is influenced by various issues including clarity of goals and role ambiguity, appraisal, recognition and reward, personal development career benefits and enhancement and training needs.
Mental health problems, predominantly depression and anxiety disorders, are common, and may have a major impact on the general well-being of the population.
Perceived control at work as measured by the Work-Related Quality of Life scale (WRQoL)[18] is recognized as a central concept in the understanding of relationships between stressful experiences, behaviour and health.
The WRQoL Home-Work Interface scale (HWI) measures the extent to which an employer is perceived to support the family and home life of employees.
Regular assessment of quality of working life can potentially provide organisations with important information about the welfare of their employees, such as job satisfaction, general well-being, work-related stress and the home-work interface.
Studies in the UK University sector have shown a valid measure of quality of working life exists[20] and can be used as a basis for effective interventions.
A publication of the National Institute for Clinical Excellence (NICE)[22] emphasises the core role of assessment and understanding of the way working environments pose risks for psychological wellbeing through lack of control and excessive demand.