Measuring the Impacts of Quality of Work Life Indicators on the Marketing Representatives of Pharmaceutical Industries

Abstract

In modern Human Resource Management (HRM) practice, the concept of 'Quality of Work Life' (QWL) is relatively a new strategy for employee retention. The idea of QWL is developed upon the increasing importance of reducing employee turnover rate in a highly competitive market. Better QWL practice in sales and marketing oriented companies is inevitable to ensure employee productivity and therefore needs to be studied in detail. The core objective of the study was to measure the impact of QWL variables on the lives of Marketing Representatives (MR) of pharmaceutical companies. First, the variables influencing QWL are elaborated with the help of extensive literature review. Then this study tried to identify the current scenario of QWL Practices in ten renowned pharmaceutical companies through a survey of 112 MRs. This was supplemented with in-depth interviews of HR executives of three different companies. The study discovered job stress as a high priority indicator of QWL. The research also revealed organizational atmosphere based on fairness, experience sharing culture, employee suggestion scheme, opportunity to use skill and satisfactory reward system as influential determinants of QWL. This paper recommends the installation of QWL practices in other pharmaceutical companies with few short and long-term suggestions. There is room for conceptualizing and actualizing standard QWL practice in the Bangladeshi pharmaceutical companies. An initiative like this one will encourage discussion and debates in applying much needed QWL practices in other sectors.

Relation of Job Related Factors with Different Dimensions of Quality of Work Life

“…Organizational atmosphere based on fairness, experience sharing culture, employee suggestion scheme, opportunity to use skill and satisfactory reward system as influential determinants of QWL. [16] Marital status had significant influence on welfare measures and participation in decision making whereas marital status had no significance on working environment, supervision and communication dimension of work life. This was also supported by other studies.…”

Quality of work life of employees working in the Indian garment industry

“…Job satisfaction, growth and career opportunities, workload salary, safe working conditions and integrity in social life are the components of QWL of employees (Ashwini, 2017). Career path opportunities, favourable working environment, decision-making, training (Perangin-Angin et al, 2020;Wibowo, 2017), employee development, fairness, motivational and occupational stress factors (Huda, 2017), recreation and transportation facilities, health conditions, reward and recognition from supervisors, decision-making, working time, training outcome, considering comments and suggestions from employees (Abdellah Mejbel, 2013) are the components of QWL of employees.…”

تحليل جودة العمل والحياة للمواطنين الكويتيين أثناء تفشي Covid-19

“…Kelbiso, Belay & Woldie (2017) conducted a cross-sectional study on 253 nurses randomly chosen from of two hospitals and nine health centers in Ethiopia and found that qualification, salary, working unit, and work environment were key determinants of the QWL. Huda (2017) interviewed 112 market representatives from different pharmaceutical companies based on random sampling and found that the development factors, motivational factors, fairness factors and occupational stress were the key determinants of the QWL. Nasirizade et al, (2017) used a sample size of 225 nurses in teaching hospitals in Iran using random sampling and established statistically significant empirical relationship between QWL and organizational effectiveness.…”