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1. Background of study

The evolution of Quality of Work Life (QWL) began in late 1960s emphasizing the
human dimensions of work that was focused on the quality of the relationship
between the worker and the working environment (Rose et al., 2006). It is a broad
expression covering a vast variety of programs, techniques, theories, and management
styles through which organizations and jobs are designed so as to grant workers more
autonomy, responsibility, and authority than is usually done. Its philosophy is driven
by 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 and they should be treated with dignity and respect (Straw and
Heckscher, 1984). The subject also encompasses mode of wages payment, working
conditions, working time, health hazards issue, financial and non-financial benefits
and management behavior towards employees (Islam and Siengthai, 2009). Quality of
work life provides healthier, satisfied and productive employees, which in turn
provides efficient and profitable organization (Sadique, 2003). The reason behind
choosing banking sector for this study is that banks have grown so extensively that it
now plays a significant role in our economy.

In the context of Nepal, it is very difficult to trace the correct chorological history of
the Banking systems in Nepal because there are no sufficient historical records and
data about Banking in Nepal. Nepal bank Limited is the first modern bank of Nepal. It
is taken as the milestone of modern banking of the country. Nepal Bank marks the
beginning of a new era in the history of the modern banking in Nepal. Nepal Bank
limited was established in 1994 B.S as a semi government bank with the authorized
capital of Rs.10 million and the paid -up capital of Rs. 892 thousand. For the
development of banking system in Nepal, Nepal Rastra Bank (NRB) introduced
changes in financial sector policies, regulations and institutional developments in
1980 A.D. Government emphasized the role of the private sector for the investment in
the financial sector. These policies opened the doors for foreigners to enter into
banking sector in Nepal under joint venture. As of 2075 B.S, there are 27 commercial
banks, 24 development banks, 23 finance and 91 micro credit developments operating
in Nepal. These commercial banks and financial institutions have played significant
roles in creating banking habit among the people, widening area and business
communities and the government in various ways. Deregulation, technological change
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and the globalization of goods and financial markets have affected all aspects of the
operation of the banks and as a result of it; it has a direct impact on the profitability
and satisfaction of employees. (Google, www. imnepal.com)

Quality of work life has become one of the essential concerns among contemporary
corporate employees and employers. Employees are the stimulus energy that is behind
every successful organization. Mere use of technology and techniques cannot bring
success to the organization. Deficiency of services and benefits provided to the
employee of a concern can lead detrimental results in all aspects. It is the utmost duty
of the employer to provide quality of work life and quality of personal life to their
employees. Quality of work life refers to the level of pleasure or displeasure with
one's own career. Those who enjoy their careers are said to have a high quality of
work life, while those who are unhappy or whose needs are otherwise unfilled are said
to have a low quality of work life. Employees are human beings and income
generating asset like fixed assets and non-fixed assets, but application of provision
needs somewhat difference rather than physical assets. Physical assets can‟t raise
questions or grievances but human assets have thousands of questions and grievances,
in case the organization fails to meet their complaints and expectations. Employees
often expect various quality requirements from the work place, which can be
classified into personal anticipatory, motivational insights, job freedom, work place
needs, branch operations and working conditions (Subramaniam and Saravanan,
2012)

The quality of work life covers an enormous diversity of training, techniques, theories
and management elegances through which organizations and jobs are designed so as
grant employees more autonomy, responsibility and authority than existing work
atmosphere. It is a wide-ranging, branch specific program designated to improve job
satisfaction, reinforcement of workplace atmosphere and enriching employees. It is
suggested that personal needs have to be satisfied if employees are to experience high
quality of working life. Mirvis and Lawler (1984) suggested that Quality of working
life was associated with satisfaction with wages, hours and working conditions,
describing the basic elements of a good quality of work life as; safe work
environment, equitable wages, equal employment opportunities and opportunities for
advancement. A happy and healthy quality of work life among employees will give
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better turnover, make good decisions and positively contribute to the organizational
success.

The general assumption is that the banking sector has brought higher employment
opportunities, increase in income level and changes in consumption pattern and as a
result of it; it leads to a competitive environment. Therefore, this study attempts to
identify the QWL among the employees of commercial banks in Nepal and it also
focuses on QWL differences that exist among male and female employees.

2. Statement of the Problem

Banks play a significant role in the economic development of the country by

extending credit to the people. They have control over a large part of the supply of
money in circulation and for that matter they are often considered as the mainstay of
economic progress of a country. The economic development highly depends upon the
extent of mobilization of resources and investment and on the operational efficiency
of the various segments of the economy.

Attracting and retaining quality employees has long been recognized as a key issue
for the labor market in the Nepal. Empirical research has demonstrated that work life
balance is an important target for employee intervention measures that allow
employees to negotiate realistic and adequate expectations from their roles within and
outside of the workplace (Carlson, Grzwacz & Zivnuska, 2009). When this targeted
balance is combined with supportive workplace practices, the outcomes have been
shown to be emotionally beneficial to the employee, and resulted in financial gain for
the establishment (Carlson, Grzwacz & Zivnuska, 2009). Accordingly, the onus of
burden lies with owners and management to help employees balance their lives both
within and outside of the workplace.

Quality of work life is important to banking business organizational performance. It is

an important factor that affects motivation at work and paves the way for poor work
life quality. Quality of work life has two objectives: (a) to enhance the productivity
and (b) the satisfaction of employees (Gadon, 1984). Quality of work life is the
quality of the content of relationship between employees and their total working
environment with human dimensions added to the provision of services. Bank
employees expect several monetary and non-monetary benefits from the bank. Hence
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this study makes an attempt on the factors influencing on quality of work life of bank
employees in the light of current realities.

It has been further envisioned that employees in banking sector play the key role in
manipulating their services through implementing policy that has appeal to our
society. In such situation, QWL among the employees in the commercial banks of
Nepal becomes an important issue that has to be taken care of in order to achieve
ultimate goals of the banking sector of Nepal. Given that female participation is
increasing in banking sector and discrimination is apparent in many private industries,
this study aims to explore QWL among the male and female employees working in
different commercial banks.

QWL is associated with adequate and fair compensation, safe & healthy working
conditions, opportunities to develop human capacities, opportunities for continuous
growth and job security, more flexible work scheduling and job assignment, careful
attention to job design and workflow, better union-management cooperation, and less
structural supervision and development of effective work teams (Skinner and
Ivancevich, 2008).

It is difficult to best conceptualize the QWL elements (Seashore 1975). Walton (1975)
proposed eight major conceptual categories relating to QWL as (1) adequate and fair
compensation, (2) safe and healthy working conditions, (3) immediate opportunity to
use and develop human capacities, (4) opportunity for continued growth and security,
(5) social integration in the work organization, (6) constitutionalism in the work
organization, (7) work and total life space and (8) social relevance of work life.

A high QWL exists when democratic management practices are prevailing in an

organization and all the managers, employees, workers, union leaders share
organizational responsibility (Sadique, 2003). QWL is defined as the favorable
condition and environment of employees benefit, employees‟ welfare and
management attitudes towards operational workers as well as employees in general
(Islam and Siengthai, 2009).

3. Research Question

Based on the above statement of the problem, the researcher is identifying the
research gap and state its major objectives based on these research questions. Thus,
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research questions mentioned below are the basis for descriptive research design in
the present study. Though there are empirical evidences in the context of other
countries as mentioned above, however no such evidences exist in the context of
Nepal. This study therefore deals with the following issues:

1. What are the major factors influencing QWL of employees of commercial

banks of Nepal?

2. What is the QWL level of commercial banks of Nepal?

3. What significant difference is perceived in QWL between male and female

employees, if any, in commercial banks of Nepal?

4. What needs are there for enhancing QWL in commercial banks of Nepal?

4. Purpose of the study

The main objective of this study is to examine QWL among the employees working in
different commercial banks in Nepal. To this end, the specific objectives of the study
are as follows:

1. To identify the major factors influencing QWL of employees of commercial

banks of Nepal.

2. To analyze QWL level of employees of commercial banks in Nepal.

3. To examine the differences in perceived QWL between male and female

employees in commercial banks of Nepal.

4. To assess the need for enhancing QWL in commercial banks of Nepal.

5. Significance of the Study

This study is the first attempt to explore quality of work life in commercial banks of
Nepal. The study is hoped to furnish academician or students of research or any other
field where an individual is willing to do extensive study to get relevant information
about the quality of work life among the employees in commercial banks of Nepal.
The study may helpful for those policy makers and organizations who want to
improve their employees‟ performances by satisfying them. It will also contribute to
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develop sound working environment. This study will encourage conducting similar
study including other components of quality of work life.

6. Limitation of the Study

The study is based on the several assumptions as follows:

1. The relevant data collected from questionnaire, interview, and observation

may not represent the actual population so the calculation and conclusion of
the study are completely dependent on the accuracy of the data provided by
the limited respondents.

2. There can be some biasness by the respondent in answering the queries.

3. Time and resource constraints have limit the area covered by the study, hence
out of 27 commercial banks only three banks Nepal Bank Limited,
Himalayan Bank Limited and Citizen International Bank Limited are
included on the study.

4. Convenient sampling has been used in the study and it has its own
limitations.

5. The overall study is conducted with reference to few Nepalese commercial

banks and may not represent the entire banking industry.

7. Literature Review

Many researchers have found various evidences related to the quality of work life
among the employees in different countries. Islamand and Siengthai (2009) conducted
a study on quality of work life and organizational performance in the context of
Dhaka export processing zone. The study revealed that there is a positive and
significant relationship between QWL and employees‟ job satisfaction. This study
focused on to identify the factors those are associated with employees‟ job satisfaction
and their quality of work life. More specific the study was to identify the relationship
between QWL and employees‟ satisfaction as well as QWL and organizational
performance.

It received more attention after United Auto Workers and General Motors initiated a
QWL program for work reforms. It is a complex, multidimensional, generic concept
 7

(Hsu & Kernohan, 2006). Most literature on the QWL originates from the discipline
of Industrial Labor Relationships (Hsu & Kernohan, 2006). QWL has been defined by
researchers in different ways, which has brought about certain equivalents such as
work quality, function of job content, employee‟s well-being, the quality of the
relationship between employees, working environment, and the balance between job
demands and decision autonomy or the balance between control need and control
capacity (Schouteten, 2004; Van Laar & Easton, 2007). QWL is thus recognized as a
multi-dimensional construct and the categorization is neither universal nor eternal.
Different researchers have come up with different categories and factors to define and
measure quality of life.

While there seems to be no agreed upon definition of quality of work life, it has been
used as a construct which relates to the well-being of employees. Some say that Mills
(1978) may have first coined the term „quality of work life‟ and he suggested that
QWL had moved into the permanent vocabulary of both unions and
management. From a business perspective, quality of work life is important
since there is evidence demonstrating that the nature of the work environment is
related to satisfaction of employees and work-related behaviors (Greenhaus, Collins
& Shaw, 2003). QWL is also found to affect employees‟ work responses in terms of
organizational identification, job satisfaction, job involvement, job effort, job
performance, intention to quit, organizational turnover and personal alienation (Efraty
& Sirgy, 1990).

Some researchers (Danna & Griffin, 1999) see QWL as a hierarchy of concepts that
include non-work domains such as life satisfaction (at the top of the hierarchy), job
satisfaction (at the middle of the hierarchy) and more work-specific facets of job
satisfaction including such things as pay, co-workers, and supervisor (lower in
the hierarchy). Although QWL originated over three decades ago, the interest in the
construct has not waned entirely. During the 1990s, scholars and practitioners
regained an interest in the study of QWL and this concept has become of renewed
concern and increased importance to the organization and its human resources both in
terms of employee job satisfaction and in terms of the ultimate performance of the
organization. People began to know more about quality of work life when the United
Auto Workers and General Motors introduced a QWL program for work reform
(Beehr & Drexler, 1986).
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Gospel‟s (2003) review provides a useful starting point to any consideration of the
topic. He identifies three broad components – work organization, employment
conditions and working life – which may be either rated from the perspective of the
employee or assessed using objective measures to provide an understanding of QWL.
Gospel (2003) uses the following broad interrelated general categories within which
to group evidence on QWL.

QWL is defined as the favorable conditions and environments of a workplace that

support and promote employee satisfaction by providing them with rewards, job
security, and growth opportunities. The continuous effort to bring increased labor
management cooperation through joint problem solving to improve organizational
performance and employee satisfaction are key aspects of QWL. Shamir and Solomon
(1985) defined quality of work life (QWL) as a comprehensive construct that includes
wellbeing related to an individual‟s job and the degree to which work experiences
were rewarding, fulfilling, and reduce stress. Serey (2006) defined that QWL was
associated with meaningful and satisfying work. It includes an opportunity to utilize
one‟s skills and capacities, to confront challenges and situations that require self
initiative and self-direction; an activity should be practiced by the individuals in
organization.

Keith Davis in his book "Human behavior at Work" discussed the concept of QWL in
detail. As per him, QWL refers to the favorable or unfavorable of the job environment
for public. The people and environment have changed; increased attention needs to be
given to improving the QWL. Edwin B. Flippo in his book, "Personnel Management"
explained the significance of QWL. As per him, „A QWL program is a catch hall term
that includes any improvement in organizational culture that advances the dignity and
growth of employees. Cascio. F Wayne in his book, "Managing Human Resources"
stated that there are two ways of looking QWL. The first way equates QWL with a set
of objective organizational conditions and practices such as job enrichment,
democratic supervision, employee involvement and safe working conditions. While
the other way equates QWL with employees perceptions that they are safe, relatively
well satisfied and able to grow good and develop as human beings. Ranjit Sastry
(2004) writes that while the study supply of new recruits has helped the growth of the
industry but maintain a QWL is still a challenge as it is the one of the main reason for
high attrition. He keeps on adding that tight deadlines, repetitive nature of job and late
 9

night shifts the graveyard timings are seriously affecting the QWL. Dr. Kumuda in
her research paper says there is a need for more explicit, detailed and relevant
regulations, guidance specific to this industry. Health risk assessments both pre
employment and periodic for employees should be conducted. There is a need for
more detailed study to collect data from larger number of employees working in a
bigger range of sectors spread over a beyond a geographic area, so that the research
findings will be useful to provide initial advice to this industry. Sangeeta Jain in her
book, "Quality of Working Life" felt that QWL inherent in any organization will have
a strong determining impact on group behavior. Further, he felt that group
cohesiveness of any group may be a direct result of the extent of QWL present in the
working environment.

Sundar and Kumar (2012) conducted a study on women employees in banks in

Pondicherry union territory India. The objective of the study were, to study the factors
preventing women employees from aspiring for higher post, the factors hindering
career advancement, the impact of work life of women employees on their home life,
the impact of family responsibility on career decisions of women employees in
banking industry and to find out the organizational support for women employees to
achieve better work life balance.

Islam (2012) conducted a study on factors affecting quality of work life of private
limited companies in Bangladesh. The study attempted to find out the factors that
have an impact and significance influence on quality of work life of employees in
private limited companies of Bangladesh.

Subramaniam and Saravanan (2012) carried a study on empirical Study on Factors

Influencing on quality of work life of Commercial Bank Employees. The study
attempted to test the factors influencing on quality of work life of bank employees.

Kumari (2013) conducted a study entitled “Quality of work life among clerks working
in schools of district Ludhiana: an empirical study”. The study aimed to find out about
the school‟s clerks perception of their quality of work life.

The study found that there was a high level of satisfaction among the employees
regarding their quality of work life in schools and perception of employees regarding
their QWL is independent of gender. The factors determining the satisfaction with the
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quality of work life in the organization were “Adequate Income & Fair
Compensation, Job security, Time pressure, Career opportunities and Eminence of
Work Life.

8. Theoretical Framework

The conceptual framework for the research “Human Resource Practices and Quality
of Work Life among the Employees of Commercial Banks in Nepal” is shown below.

Independent Variables Dependent Variable

Fair and adequate compensation

Opportunity to develop human

capacity

Safe & healthy working Quality of Work

situation Life (QWL)

Work stress

Employee relations

9. Research Methodology

This research is design to explain the research methods used to meet the stated
objectives of the study. The methodologies will be undertaken in relation to the
research paradigm are sampling process, data collection and analysis techniques to
study the employees perception on various factor influencing quality of work life in
commercial bank of Nepal. This research also explains the collection procedure of
data and methodology used by researcher for analyzing the available data. It includes
preparation of the questionnaire to be answered by the people. A description of
method and procedure employed for collecting and analyzing the data would be
explained. The methodology that should be adopt in this research are:
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a) Descriptive research.
b) Primary survey : mainly the questionnaire
c) Statistical tests: correlation, regression, means, standard deviation etc.
d) Population Sample: Employee of commercial banks in Nepal.
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REFERENCES

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Level as Moderators of the Role Characteristics-Outcome Relationship.

Carlson, D. S., Grzywacz, J. G., & Zivnuska, S. (2009). Is Work-Family Balance

More than Conflict and Enrichment? Human Relations, 2(1), 32-50.

Danna, & Griffin, R. W. (1999). Health and Well-being in the Workplace: A Review
and Synthesis of the Literature. Journal of Management, 25 (2), 357-384.

Efraty, D., & Sirgy, M. J. (1990). The Effects of Quality of Working Life (QWL) on
Employee Behavioral Responses. Social Indicators Research, 22(1), 31-47.

Gospel, H. (2003). Quality of Working Life: A Review on Changes in Work

Organization, Conditions of Employment and Work‐ Life Arrangements.
International Labor Office, Geneva.

Greenhaus, J. H., Collins, K. M., & Shaw, J. D. (2003). The Relation between Work-
Life Balance and Quality of Work Life. Journal of Vocational Behavior, 63
(3), 510-531.

Havlovic, S.J. (1991). Quality of Work Life and Human Rsource outcomes, Industrial
Relations (2nd Edn.) Abir Publications: Dhaka

Hsu, M., & Kernohan, G. (2006). Dimensions of Hospital Nurses‟ Quality of Working
Life. Nursing and Healthcare Management and Policy, 120-131.

Islam, M. B. (2012). Factors Affecting Quality of Work Life: An Analysis on

Employees of Private Limited Companies in Bangladesh. Global Journal of
Managemnt and Business Research vol. 12, Issue 18, version 1.0 .

Kumari, L. (2013). Quality of Work Life among Clerks Working in School of District
Ludhiana: An empirical Study. International Monthly Refereed Journal of
Management and Technology vol. II, January, 1-9.

Mirvis, L.& Lawler B. (1984). Quality of work life and organizational commitment of
employees, Review of Industrial psychology, vol. 12, (2), pp. 42-55.
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Rose, R. et al., (2006). An analysis of Quality of Work life and Career- related
variables,American Journal of Applied Sciences, vol. 3 (12), pp. 2151-2159.

Sadique, Z (2003). Quality of Work Life among White Collar and Blue Collar
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Saravanan, B. S. (2012). Empirical Study on Factors Influencing on Quality of Work

Life of Commercial Bank Employess. European Journal of Social Sciences
vol. 27, No. 1 , 112-120.

Sastry, R. (2004). Dispositional Traits and Turnover Intentions: Examining the

Mediating Role of Job Satisfaction and Effective Commitment. International
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December .
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CONTENTS

1. Background of study 1
2. Statement of the problem 3
3. Research Question 4
4. Purpose of the study 5
5. Significance of the study 5
6. Limitation of the study 6
7. Literature review 6
8. Theoretical Framework 10
9. Research Methodology 10
References
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QUALITY OF WORK LIFE AMONG THE EMPLOYEES OF

COMMERCIAL BANKS IN SURKHET

A Thesis Proposal

By
Kabita Chand
M.U. Regd. No.:2018-67-3-1001-0030
Exam Roll No.:67040116
Faculty of Management
Mid-Western University

Submitted in
Partial fulfillment of the requirements for the degree of
Master of Business Studies (M.B.S)

Submitted to
Office of the Dean
Faculty of Management,Mid-Western University
Birendranagar, Surkhet, Nepal

January, 2020