QWL on OCB

1. INTRODUCTION:

In this era of globalization, maintaining the quality of human inputs rises from maintaining the quality of work life perfectly. Rise in the quality of work life would help employees’ well being there by the well being of the whole organization. Quality of Work Life (QWL) has been defined as “The quality of relationship between the employees and the total working environment”. QWL is concerned with the overall climate of work and the impact on work and people as well as on organization effectiveness. The performance evaluation of the human assets in a non-traditional way demands that the employees show a voluntary behaviour, which is popularly referred to in the literature as extra role behavior and more specifically as organizational citizenship behaviour (Organ & Konovsky, 1989; Schnake, 1991; Smith, Organ, & Near, 1983), Prosocial behaviour ( Brief & Motowidlo, 1986). An attempt is made to discuss the perception of QWL and its effect on OCB among college teachers.

2. EXPRESSION OF THE PROBLEM:

The quality of Work Life as a Predictor of Organisational Citizenship Behaviour is very significant in the present world, as much studies are undertaken to explore the relationship between QWL and OCB. Employees enjoy both financial and non-financial rewards and in return an individual and voluntary behaviour in the form of employee commitment and loyalty is expected by the organisation. The present study focuses on the QWL as a predictor of OCB.

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