Purpose The purpose of this study is to identify the level of quality of work life (QWL) of employees working in the Garment industries using a validated scale. Design/methodology/approach Survey methods were used for this study. A questionnaire was designed to collect the data and information, and it is validated through exploratory factor analysis, confirmatory factor analysis. Findings The majority of employees are not satisfied with the present status of QWL in garment units. Followings are the predominant components, which influence the QWL of employees compensation and rewards; job security; grievance handling; work environment; training and development; job nature; satisfaction in job; facilities and relation and cooperation. Originality/value The study was conducted in 133 garment industries where sample responses were obtained from 851 workers working in Indian Garment industries. In the competitive business environment, retaining a talented workforce is one of the big challenges to the organization. An unsatisfied employee is the first enemy of the organization, it is the prime task of the employers to keep the workforce at a satisfying level, otherwise, it will lead to employee turnover, performance and productivity. This paper helps to identify and quantify the components of the quality of work-life of employees if employers address these components job satisfaction level of employees will increase; therefore, our results will help the HR managers and policymakers to take appropriate decisions to enhance QWL.

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Purpose The purpose of this study is to determine the enablers of the quality of work life (QWL) of employees working in the Garment industries. Design/methodology/approach The study was carried out in a fivefold step. In the first step, the enablers of QWL were identified through an exhaustive literature survey, in the second step identified vital few components through Pareto analysis. Then the third step was followed by exploratory factor analysis (EFA) to further, to identify the precise components and validate the same using confirmatory factor analysis in fourth step. The final step included interpretive structural modeling and Cross-Impact Matrix Multiplication Applied to Classification analysis to model the validated components and determine the interrelationships and linkages. Findings Predominant QWL enablers of employees working in the garment industries are training and development, satisfaction in job, compensation and rewards, relation and co-operation, grievance handling, work environment, job nature, job security and facilities. Research limitations/implications In this study, the interpretive structural model is designed based on the opinion of the experts who are working in the garment industry considering the responses from employees in garment sectors. The framework can be extended further to the other sectors. Practical implications In future, the researchers in QWL may develop a model to quantify the level of employees’ QWL who are working in different sectors. Enablers of QWL are essential, and based on this further statistical analysis can be carried out. This study will provide limelight to the researchers in choosing the valid and reliable set of enablers for the empirical studies. Organizations can get benefit by implementing the outcome of this research for the enhancement of the QWL of employees. Originality/value The study was carried out in 133 garment industries where 851 workers constituted the final valid responses that were considered for analysis. The outcomes from the study help administrators, policy and decision-takers in taking decisions to enhance QWL.