Qwl Journal of Management and Business Research

world(a) daybook of attention and line of descent inquiry tidy sum 12 come to the fore 18 variant 1. 0 course of theater of operations 2012 Type Double Blind Peer palingenesised International Research journal Publisher globular Journals Inc. (USA) Online ISSN 2249-4588 & Print ISSN 0975-5853 federal agents touching tincture of solve bearing An epitome on Employees of mystical hold in Companies in Bangladesh By Mohammad Baitul Islam East West University (EWU, BD) Abstract eccentric of rifle t adept is a critical concept with having lots of importance in employees sustenance. tonicity of regulate manner indicates a comme il faut equalizer both in bring and private brio which in addition meet make-upal productivity and employees gambol enjoyment. This research watch assay to find forbidden the factors that abide an sham and signifi tummyce make on gauge of pass water demeanor of employees in private confine companies of Bangladesh. To dismo unt with the factors argon identified by means of literature analyze and current scene of Bangladesh. Seven factors were found and a quantitative research was make. After evolution a questionnaire, survey was conducted among one C employees.The outcome of the research is that 6er out of seven factors ( pass water load, family manners, merchant marine, compensation polity and benefits, on the job(p) milieu, turn tailing prep ar and occupational group festering) mystify signifi squirtt deflect on step of field smell. The study concluded that an appropriate makeup culture, compensation policy, c beer growth and congeneric facilities arouse leads to a meet employee mindset which ensure the overall governance productivity. Keywords Quality of subject field invigoration, barter satisfaction, Organization Productivity, C areer, Organization Culture, Relative Facility.GJMBR-A Classification FOR Code 150305, 150311 JEL Code J28, O15 Factors modify Quality of induce animation An digest on Employees of Private special Companies in Bangladesh Strictly as per the compliance and regulations of 2012. Mohammad Baitul Islam. This is a research/review paper, distributed under the terms of the Creative Commons Attribution-Noncommercial 3. 0 Unported License http//creativecommons. org/licenses/by-nc/3. 0/), permitting all non-commercial use, distribution, and reproduction in any medium, provided the original performance is properly cited. phone line precaution Study GuideFactors Affecting Quality of diddle conduct An compendium on Employees of Private Limited Companies in Bangladesh Mohammad Baitul Islam Abstract Quality of wee-wee sprightliness storytime is a critical concept with having lots of importance in employees demeanor. Quality of give out intent indicates a proper end both in move around and personal support which withal ensure cheekal productivity and employees job satisfaction. This research study attempted to find out the factors that hurt an impact and import influence on var. out of course life of employees in private particular companies of Bangladesh.To fix with the factors are identified through literature review and current context of Bangladesh. Seven factors were found and a quantitative research was through with(p). After developing a questionnaire, survey was conducted among 100 employees. The outcome of the research is that six out of seven factors ( extend load, family life, merchant vessels, compensation policy and benefits, functional environs, departs condition and career growth) have significant influence on caliber of utilisation life.The study concluded that an appropriate organization culture, compensation policy, career growth and relative facilities can leads to a well- false employee mindset which ensure the overall organization productivity. Keywords Quality of work life, Job satisfaction, Organization Productivity, Career, Organization Culture, R elative Facility. II. context of the Study n Bangladesh a advantageously number of people are works in private orbit and they contribute a certain level of valuable time to their companies.In there, they give their best effort to becharm an appreciation and for societys estimable leave. But eccentric of work life is such a concept which needfully a certain eternal rest both in professional and personal life. This research is all slightly identifying the factors that immediately affects ones fictional character of work life. It is very definitive to have a substantiating calibre of work life get a line if mortal wants to give his or her 100 percent effort to the company.Quality of work life is a philosophy or set of principals which holds that people are trus tworthy, responsible and capable of devising valuable contribution to the organization (Rose, Beh, Uli & Idris, 2006). moreover, fictional character of work life is at present influenced by job satisfaction and outside(a) milieu and personal like. There should have be a proper level of balance in work life and total life space. In my research, I have identified some major factors that power BBA (Marketing & HRM) & MBA (HRM), East West University (EWU, BD).PGD (Marketing Management), Bangladesh Institute of Management (BIM, BD). E-mail emailprotected com I I. introduction It is very central for employees to have a sound mindset in their work field in order to utilize their full electromotive force and to add shelter to the organization. A satisfied employee is an asset for a company as he or she ordain ensure the full productivity. To begin with, fibre of work life is such a concept that like a shot cogitate to the satisfaction. fit to Dolan, Garcia, Cabezas and Tzafrir (2008), choice of work life is a major head ache for employees and how organizations compact with this issue is both of academic and practical consequence. Therefore, job satisfaction and satisfaction in private life both are substantial for having a positive lumber of work life experience. Mostly the fictitious character of work life flip overs the work life and it is to change the climate at work along with military personnel-technological-organizational interface (Luthans, 1995).According to (Davis & Cherns, 1975 Sashkin & Burke, 1987), quality of work life is not only enhancing the companys productivity but also employee recognition and a sense of belonging and pride in their work. found on various researches we can identify some determinants of quality of work life which are adequate and fair compensation, safe and health work environment, prospect for career growth and security measures, social integration in the work organization which relates to freedom of speech, work and total life space and the social relevancy to the work. 2012 Global Journals Inc. (US) Global Journal of Management and Business Research Volume cardinal disclose cardinal Version I may direct ly affect the quality of work life experience and the factors are, work load, functionals condition and career growth, compensation and benefits, working environment which are directly influence the job satisfaction. These factors are controllable by the company. Besides, family life and conveyancing facilities are the other factors that directly influenced individuals cordial need in Bangladesh.However, the meaning of quality of work life may motley to different people. So the primary objective of this research is to probe the reliableness of identified factors that influenced the quality of work life and the insights are captured from the employees of private limited companies of Bangladesh. found on the primary objective and data evaluation, a good word has been drawn in my research. Year 2012 23 Factors Affecting Quality of control manner An Analysis on Employees of Private Limited Companies in Bangladesh 24 2Global Journal of Management and Business Research Volume dozen Issue XVIII Version I In Bangladesh candidates submit is more than the demand therefore it is difficult to find ones suitable job in the market. Though the private companies are change magnitude but employee satisfaction is still a major stir for quality of work life. Along with that, in Bangladesh employee satisfaction can be hampered by private life also. transferral engagement is a major get down of private life and in Bangladesh lack of transportation forwardness is a vital issue for late coming in the office.In this study I have include family life and transportation facility in to the quality of work life concept. These two factors are also related to mental health of employees and a sound mental health is very outstanding to gain enthusiasm in the work. However, I have also included some other factors which works inside the organization and also related to quality of work life of employees. In the context of quality of work life, organizations have policies and b enefits for proper employee valuation.Quality of work life is often considered in two heraldic bearing, one is to removal of negative aspects of work and working conditions and other direction is the variety of work and working conditions to enhance the capacitance of employees and to promote expression which pregnant for individual and society (Kotze, 2005). According to Dessler (1981), quality of work life was seen as 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 make contribution and for personal growth.So it is very essential for an organization to provide employees proper valuation which will satisfy them and will ensure the productivity. III. ? Research Objectives a) Broad Objectives Determining the Factors Affecting Quality of cook Life An Analysis on Employees of Private Limited Companies in Bangladesh. b) Specific Objectives ? ? ? ? Determining the variables that affect the quality of work life of employees. Determining which variable plays the most significant quality on quality of work life.Establishing shot on the basis of the research work. Drawing a qualitative and quantitative conclusion on the basis of the survey. IV. Literature Review Based on researchers psychoanalysis numerical articles have been written on quality of work life. In case of Bangladesh the research article on quality of work life is very few. In this study I have tried my best to introduce some concerning factors that affects the quality of work life of those people who are working in private sector of Bangladesh.I do believe several advantages are associated with my study. Quality of work life is such a concept that indicates a balance both in personal and professional life of an individual. Therefore it can be hampered if someone is not satisfied with his or her work life or family life. However positive quality of work life ex perience is very important and it is directly unified with job satisfaction and productivity. It is a fact which also controls the mental health.According to Plug, Louow & Gouws (1991) mental health is a state of relative good alteration that is escorted by feeling of satisfaction, a zest for life and the realisation of potential skills as well as absence of psychopathological conditions. So to have a positive quality of work life experience, a good quality of life is very important. Mendola and Pellingrini (1979) summarized quality of life as it is the individuals accomplishment of a satisfactory social locating within the limits of apparent physical ability.Every human has a concern slightly their life and quality comes out when it the concentrations ends with some specific points. According to spit out and Johnson (1978) Quality of life is the ownership of elections necessary for the satisfaction of individual needs, wants and desires, companionship in the activities permi tting personal development and self actualization and satisfactory equation between oneself and others. Moreover, a proper balance in quality of work life can generate more productivity for an organization. A satisfied employee can give more than 100 percent contribution to his or her company.If we consider the whole organization as an intimate environment because it becomes very important to have optimum work pressure, accurate benefits and full facility along with career development within the company. all in all of these interrelated with the job satisfaction and therefore quality of work life. Besides, if we consider the outside environment then family life, social status and transportation will be the vital factors. So having a proper balance in these areas is also important. In Bangladesh a great amount of people are working in private limited companies and the number of private company is increase day by day.Considering the large number of population, in Bangladesh the human resource supply is more than the demand. Therefore, the bargaining power is more for company where candidates are having little bargain power. On the other hand, lots of employees are not running on their suitable jobs. It seriously affects their career development. Most of the employees consider compensation package and benefits, position, work load and career development as their satisfaction benchmark. However, in Bangladesh transportation facility is another very important factor that directlyYear 2012 2012 Global Journals Inc. (US) Factors Affecting Quality of acidify Life An Analysis on Employees of Private Limited Companies in Bangladesh affects employees mental health. Based on this, some upper level company like Grameenphone limited, Robi, Unilever Bangladesh, nestle Bangladesh, Banglalink, some private banks, private universities has develop their own culture and working environment. Besides, a good compensation package and benefits are offered by them. All of th ese are important for job satisfaction and finally quality of work life.In Bangladesh, companies are mainly performance oriented and their organizational culture and work pressure may be the reason of dissatisfaction in quality of work life. As human supply is more so high turnover rate rate and high competition is also a major concern regarding quality of work life. Quality of work life has been defined in various ways. According to Rose, Beh, Uli and Idris (2006) quality of work life is a philosophy or set of principals, which holds that people are trustworthy, responsible and capable of making a valuable contribution to the organization.It also pick outs respect and the elements that are germane(predicate) to an individual quality of work life include task, working environment, organizational culture, administrative system and the kinship between on the job and off the job life. Serey (2006), define quality of work life as it is a certain and best meet the existing work envir onment along with meaningful and satisfying work. It also includes a. an opportunity to implement ones talents and abilities to face challenges that require in inter reliant initiative and self direction. b. an bodily process thinking to be valuable by the individuals involvement. c. n activity in which the role of individual in achievement of some overall goals is understandable. d. a sense of taking pride in what one is doing and in doing it well. Lau, Wong, Chan and Law (2001) measures quality of work life as the favorable working atmosphere that chains and promotes satisfaction by giving employees with rewards, job security and career development opportunity. Therefore quality of work life and its relationship with employee health and performance has become an explicit objective for many of the human resource policies in modern organizations (Dolan, Saba, Jackson & Schuler, 2007).Heskett, Sasser and Schlesinger (1997) summarize quality of work life as the outlook that employee s have towards their job, colleagues and organization that light a chain leading to the organizations growth and profitability. Quality of life is such a concept which is basically associated with satisfaction mainly in the work life and Mirvis and Lawler (1984) highlighted that salary, working hours, working condition, safe working environment and opportunities for advancement describes- the basic components of a good quality of work life.Hackman and Oldhams (1980) rede the V. Conceptual Framework A conceptual framework has been developed ( var. 1) that is one of the relative construct of this study. VI. Hypotheses Development 1= explicate load has an impact on quality of work life of the employees 2 = Family life affects the quality of work life of the employees 3 = passage facilities affect quality of work life of the employees 4 = remuneration and benefits affects quality of work life of the employees = Colleagues and supervisor relationship affects quality of work lif e of the employees 6 = working(a) environment has an impact over quality of work life of the employees 7 = workings condition and career growth opportunities affects quality of work life of the employees VII. Based on research question following hypotheses has been developed for the study- Research methodological analysis The type of research used in this article is of descriptive nature. finished this descriptive research, the article sought to determine the answers to why, 2012 Global Journals Inc. (US)Global Journal of Management and Business Research Volume dozen Issue XVIII Version I constructs of quality of work life in relation to the fundamental interaction between work environment and personal needs. Along with structural modification good relation between supervisor and subordinates is important for a good quality of work life (Bertrand and Scott, 1992). Quality of work life refers the quality of life that is associated with job characteristics and work conditions a s well as capability of shaping a job with an employees option, interest and needs (Lawler 1982 and Beukema 1987 Datta 1999).Katzell et. Al (1975) defined quality of work life more broadly as an individuals valuation of the outcome of the work relationship. They observed employee can have positive quality of work life if he has positive feelings towards his job, if he is motivated with his private life and if he has a balance between the two terms of his personal values. To conclude, most of the studies on quality of work life are cogitateed on personality and job satisfaction in where some studies also focused on motivation, organization culture and individuals needs and desire.In the context of Bangladesh the most important factors that directly affect the quality of work life are work load, compensation and benefits, colleagues and supervisor, working condition and career development, working environment, family life and transportation facilities. After evaluation of studies and considering the nation these factors individually has an impact on quality of work life. 25 Year 2012 Factors Affecting Quality of tempt Life An Analysis on Employees of Private Limited Companies in Bangladesh 26 2 Global Journal of Management and Business Research Volume XII Issue XVIII Version I hat, where and how questions of the existing employees in macrocosm sector of Bangladesh and their expectations. It also involves collecting information that explain peoples beliefs, knowledge, attitude and behavior (Fink, 1995, Sommer & Sommer, 1996). Primary data was collected through cry and online survey for analysis and secondary data was be used as a support tool. A total of 100 sample sizing considered to be adequate for my study. Each and every response is checked exhaustively for incomplete and missing response. The questionnaire has two parts in were the first part contains some demographic information. plug-in 1 gives a proper summary of this sort of information. In the sec ond part, the questionnaire contains 32 items to construct the seven independent variables along with a dependent variable in my study. The selected independent variables are work load, compensation and benefits, colleagues and supervisor, working environment, working condition and career growth, family life and transportation. A five point Likert scale (1= powerfully Disagree to 5= Strongly Agree) was used to collect data from the respondents. The questionnaire was outlined in English and understandable.Reliability analysis was done to identify the reliability of my study. Beside this, regression analysis, surmise testing was done for a proper justification and to draw an appropriate recommendation in my study. VIII. mean scores of the factors of QWL with standard deviation also shown (Table 4) in my study. i. Hypotheses interrogation To conduct the hypothesis test a regression analysis has been done and seven factors which have an effect in quality of work life are considered. However, details of the influence of independent variable over dependent variable have been shown in Table 7.First hypothesis was 1 , Word load has an impact on quality of work life of the employees. According to the analysis, the significance value for the hypothesis is 0. 000, which is less than level of significance ? = 0. 05. So, nix hypothesis is spurned and 1 is accepted. Second hypothesis was 2 , Family life affects the quality of work life of the employees. According to the analysis, the significance value for the hypothesis is 0. 000, which is less than level of significance ? = 0. 05. So, null hypothesis is rejected and 2 is accepted.Third hypothesis was 3 , Transportation facilities affect quality of work life of the employees. In this case, the significance value for the hypothesis is 0. 007, which is less than level of significance ? = 0. 05. So, null hypothesis is rejected and 3 is accepted. My fourth hypothesis was 4 , honorarium and benefits affects qualit y of work life of the employees. Here, the significance value for the hypothesis is 0. 000, which is less than level of significance ? = 0. 05. So, null hypothesis is rejected and 4 is accepted.My fifth hypothesis was 5, Colleagues and supervisor relationship affects quality of work life of the employees. According to the analysis, the significance value for the hypothesis is 0. 332, which is greater than level of significance ? = 0. 05. So, null hypothesis is accepted and H5, is rejected. Sixth hypothesis was 6, working environment has an impact over quality of work life of the employees. The significance value for the hypothesis is 0. 014, which is less than level of significance ? = 0. 05. So, null hypothesis is rejected and is accepted. Final hypothesis was 7 working condition and career growth opportunities affects quality of work life of the employees. The significance value for the hypothesis is 0. 009, which is less than level of significance ? = 0. 05. So, null hypothe sis is rejected and 7 is accepted. ii. infantile fixation Analysis From the regression analysis (Table 5), I found the R material value to be 0. 425 meaning 42. 5% of the variability in the quality of work life of employees in the private limited companies in Bangladesh can be explained by these seven independent factors.In this case the independent variables are work load, family life, transportation, compensation policy and benefits, colleagues and supervisor, working environment and working condition and career growth. From the ANOVA table we see that the significance value is 0. 000 (Table Year 2012 Data Analysis and Findings My study contains 69% male respondent and 31% female respondent (Table 1). Among them 94% respondents age is in between 21-30 days and rest of 6% respondents is under 31-40 years of age. However, 44% respondents already have 2-3 years of professional experience in where 27% respondents have 3-5 years of experience.Moreover, some freshers are having 1-2 years of experiences are also included in my study and the percentage is 23%. A reliability analysis is commonly used to identify the internal consistency of the variables. However, Cronbachs alpha is commonly used to test the reliability and the range of alpha coefficient value is in between 0 to 1. The higher(prenominal) value indicates the higher reliability (Hair, et al. , 1992). A value more than . 70 is significantly good measure for sufficient scale of reliability (Cronbach, 1951, Nunnally, 1987).According to the Cronbachs alpha test the value of alpha in my study is 0. 732 (Table 2 & Table 3) which is higher than minimum acceptable value. Therefore, 73. 20% of data are reliable in my study. This reliable analysis has been done for all dependent and independent variables and so far I am satisfied. Besides, this reliability test contains 32 items based on which I make my hypothesis test. A 2012 Global Journals Inc. (US) a) Demographic Data Analysis b) Secondary Data Analysis Factors Affecting Quality of sour Life An Analysis on Employees of Private Limited Companies in Bangladesh ), thus proving that the model is valid and significant. However, among 7 factors six of them (work load, family life, transportation, compensation policy and benefits, working environment, working condition and career growth) have positive and significance influence on quality of work life. sole(prenominal) single factor named colleagues and supervisor has no significance impact on quality of work life. Probably, respondents have given less notice on it. iii. Limitation This research study has some demarcation and the major limitation factor for this report is complexity of the topic.Since the survey will be conducted on questionnaire therefore it is a great challenge to ensure the actual validness of the response. In some cases, the topics were not understood by the employees who have token(prenominal) idea intimately the quality of work life. Respondents are selected o nly from capital of Bangladesh city therefore this research does not reflect the perception of employees of all(prenominal) corner of Bangladesh. However unwillingness of respondents was another limitation of my study. Moreover, R feather (0. 425) is comparatively low which means that other factors can also influence the quality of work life of employees in private limited companies of Bangladesh. v. References References Referencias 1. Arts, E. J. , Kerksta, J. and forefront der Zee (2001) Quality of operative Life and pass waterload in star sign Help Nordic College of Caring Sciences, 12-22. 2. Baptiste, N. R. (2008). Tightening the link between employee eudaemonia at work and performance A new dimension for HRM. Management Decision, 46(2), 284-309. 3. Bertrand, J. (1992). Designing quality into work life. Quality Progress, 12, 29-33. 4. Carayon, P. (1997). Temporal Issues of Quality of workings Life and Stress in Human Computer Interaction. International Journal of HumanCom puter Interaction, 9(4), 325-342. 5. Carayon, P. , Hoonakker, S. & Scwarz, J. (2003). Job Characteristics and Quality of feating Life in the IT workforce The role of gender, ACM SIGMIS CPR Conference. Edited by E. Trauth, April. 10-12, 2003, Philadelphia, Pennsylvania ACM Press, 5863 6. Cooper, C. L. (1991). Stress in organizations. In M. Smith (Ed. ), Analysing Organisational Behaviour. London MacMillan. 7. Cummings, T. G. , & Molly, E. S. (1997). Improving Productivity and the Quality of Work Life. sweet York Praeger Publishers. 8. Danna, K. , & Griffin, R. W. (1999). Health and wellbeing in the workplace A review and deduction of the literature. Journal of Management, 25(3), 357384. . Davison, Efraty, D. , & Sirgy, M. J. (1990). The effects of quality of working life (QWL) on employee behavioural responses. Social Indicators Research, 22, 31-37. 10. Elizur, D. , & Shye, S. (1990). Quality of work life and its relation to quality of life. utilise Psychology International Revie w, 39(3), 275-291. 11. Fisher, C. D. , Schoenfeldt, L. F. and Shaw, J. B. (2004) Human options Management. Biztantra New Delhi. 12. Goodman, P. S. (1980), ? Quality of Work Life Projects in 1980s? Industrial Relations Research Association pp-487-494 2012 Global Journals Inc. (US) 27 Conclusion and RecommendationThis research study is tried to examine the factors that have an impact on quality of work life of employees of private limited companies in Bangladesh. The seven factors are work load, family life, transportation, compensation policy and benefits, colleagues and supervisor, working environment and working condition and career growth. The outcome of the research indicates that six out of seven factors (work load, family life, transportation, compensation policy and benefit, working environment and working condition and career growth) have significant influence on quality of work life and the remaining factor (colleagues and supervisor) has no ignificant influence on quality of work life. From the finding, it can be recommended that quality of work life is such a critical concept that might be gaga due to dissatisfaction of mind set. However, the companies can focus on their employees public assistance by providing them a let out and attractive compensation policy, optimum work load and by providing a superior work environment. The private companies should stool a career growth opportunity within their environment that may lead to a better performance and therefore a better productivity.Moreover, participation management will increase the enthusiasm of employees as they will have an opportunity to participate with their ideas. So the private companies of Bangladesh can focus on it. On the other Global Journal of Management and Business Research Volume XII Issue XVIII Version I Year 2012 hand, transportation is such a factor which is seriously involve in mental satisfaction. Therefore, if the companies can provide a transportation facility then they might grab a positive impression from employees and the employees may not need to harass by external environment.However, the government of Bangladesh can take some steps to provide adequate and affordable transportation facilities for the local people. Finally, I think if the company could manage our work life along with the transportation facility, our family or private life could be managed as we will be mentally happy. Factors Affecting Quality of Work Life An Analysis on Employees of Private Limited Companies in Bangladesh 28 2 Global Journal of Management and Business Research Volume XII Issue XVIII Version I 13. Glasier, E (1976), ? State of the Art, Questions about Quality of Work Life? Personnel. 14. Hanlon, M. D. and Gladstein, D. L. (1984) Improving the Quality of Work Life in Hospitals A Case Study, Hospital Health Service Administration, 29(5), 94107. 15. Havlovic, S. J. (1991) Quality of Work Life and Human option Outcomes, Industrial Relations, 30(3), 469-479. 16. K han, A. A. (2008). Human Resource Management and Industrial Relations (2nd Edn. ). Abir Publications Dhaka. 17. Loscocco, K. A. and Roschelle, A. R. (1991) Influences on the Quality of Work and Non- Work Life Two Decades in Review, Journal of Vocational Behavior, 39(2), 182-225. 8. Lambert, S. J. (1990). Process linking work and family A critical review and research agenda. Human Relations, 43, 239-257. 19. Lawler, E. E. (1975). Measuring the psychological quality of working life The why and how of it, in L. E. Davis and A. B. Cherns (Ed. ), The Quality of Working Life, Vol. 1 (pp. 123-133). New York Free Press. 20. Periman, S. L. (2006), Human Resource Innovators, integrating quality of work life into organizational performance, http//www. quaiindia. com accessed 15 Jan 2010. 21. Rose, R. C. , Beh, L. S. , Uli, J. , Idris, K. 2006) Quality of Work Life Implications of Career Dimensions, Journal of Social Sciences, 2(2), 61-67. 22. Saraji, G. N. & Dargahi, H. (2006), Study of Qualit y of Work Life (QWL), Iranian Journal of Publication Health 35(4), 8-14. 23. Walton, R. E. (1975), Criteria for Quality of Working Life, in Davis, L. E. & Cherns, A. B. (eds. ), The quality of working life, New York The Free Press, pp. 99104. 24. Wyatt, T. A. & Wah, C. Y. (2001), Perceptions of QWL A study of Singaporean Employees Development, Research and Practice in Human Resource Management 9 (2), 59-76 Year 2012 2012 Global Journals Inc. (US)Factors Affecting Quality of Work Life An Analysis on Employees of Private Limited Companies in Bangladesh Figure 1 A Conceptual frame work of Factors affecting Quality of Work Life. Family Life Transportation Private Life Quality of Work Life 29 Work Life Work Load Compensation and Benefits Working Environment Colleagues and Supervisor Working dispose and Career harvest-time Table 1 Demographic Profile of Respondent. Gender Male effeminate (%) 69. 00 31. 00 Age 21-30 years 31- 40 years 40 years an (%) 94. 00 6. 00 0. 00 pip Executive Sr. Executive Officer Sr. Officer Asst. motorbus Manager Merchandiser Asst.Territory Officer Territory Manager Management Trainee instructor Specialist Total 100. 00 Total 100. 00 Total (%) 48. 00 4. 00 19. 00 4. 00 6. 00 2. 00 2. 00 3. 00 3. 00 2. 00 4. 00 3. 00 100. 00 Total 100. 00 Year of 1-2 historic period 2-3 Years 3-5 Years 5-7 Years 8 Years and (%) 23. 00 44. 00 27. 00 4. 00 2. 00 2012 Global Journals Inc. (US) Global Journal of Management and Business Research Volume XII Issue XVIII Version I Year 2012 Factors Affecting Quality of Work Life An Analysis on Employees of Private Limited Companies in Bangladesh Table 2 Reliability Statistics. Cronbachs Alpha . 32 Cronbachs Alpha Based on Standardized Items . 786 N of Items 32 Table 3 Reliability Tests. Factors Name Items 4 4 4 4 4 4 4 4 Values 0. 796 0. 60 0. 825 0. 526 0. 821 0. 927 0. 809 0. 471 Quality of Work Life (Dependent) Work Load (Independent) Family Life ((Independent)) Transportation (Independent) Compensati on constitution and Benefits (Independent) Colleagues and Supervisor (Independent) Working Environment (Independent) Working setting and Career outgrowth (Independent) Global Journal of Management and Business Research Volume XII Issue XVIII Version I Year 2012 30 2 Table 4 fuddled Scores of the Factors of QWL.Factors Workload Family Life Transportation Compensation Policy Colleagues and Supervisor Working Environment Working Condition and Career Growth Mean 3. 0800 3. 4350 3. 4900 2. 5325 4. 0325 3. 8700 3. 4850 Std. Deviation . 50861 . 94054 . 86524 1. 02473 . 74845 . 76581 . 64630 Table 5 regression toward the mean Analysis. Model 1 R . 652(a) R Square . 425 Adjusted R Square . 381 Std. Error of the Estimate . 48606 a. Predictors (Constant), Working Condition and Career Growth, Work Load, Transportation, Compensation Policy, Family Life, Colleagues and Supervisor, Working Environment Table 6 ANOVA.Model Regression 1 Residual Total Sum of Squares 16. 072 21. 735 37. 807 df 7 92 99 Mean Square 2. 296 . 236 F 9. 718 Sig. .000(a) a. Predictors (Constant), Working Condition and Career Growth, Work Load, Transportation, Compensation Policy, Family Life, Colleagues and Supervisor, Working Environment b. Dependent Variable QWL 2012 Global Journals Inc. (US) Factors Affecting Quality of Work Life An Analysis on Employees of Private Limited Companies in Bangladesh Table 7 Hypothesis Testing. Coefficients (a)Model (Constant) Work Load Family Life Transportation Compensation Policy Colleagues and Supervisor Working Environment Working Condition and Career Growth Unstandardized Coefficients B 3. 425 . 577 . 287 -. 218 -. 245 -. 104 . 309 -. 308 Std. Error . 604 . 123 . 073 . 078 . 058 . 107 . 123 . 115 . 475 . 436 -. 305 -. 407 -. 126 . 382 -. 322 Standardized Coefficients beta 5. 668 4. 705 3. 943 -2. 782 -4. 206 -. 974 2. 518 -2. 682 . 000 . 000 . 000 . 000 . 332 . 014 . 009 . 007 t Sig. 1 a. Dependent Variable QWL 2012 Global Journals Inc. (US) Global Jou rnal of Management and Business Research Volume XII Issue XVIII Version I Year 2012 31