The conceptualisation of quality of working life

Abstract

'n Poging word aangewend om die begrip kwaliteit van werkslewe te omlyn. ‘n Aantal situasie-gebonde kriteria word voorgestel waarvolgens die kwaliteit van werkslewe in 'n organisasie bepaal kan word. Die kriteria word onder die volgende indelings bespreek: toereikende vergoeding, werktoestande, menseverhoudings, werk en ontspanning, effektiewe prestasie en sosiale verantwoordelikheid. 'n Aantal persoonlike kriteria word ook voorgestel waarvolgens persoonlike welsyn beoordeel kan word. Dit sluit in: kennis, kreatiwiteit, individualisering, harmonie, realiteit en selfverwesenliking. Deurgaans word aandag gevestig op wat die organisasie kan doen om aan bogenoemde kriteria, wat gesamentlik die gehalte van werkslewe omskryf, te voldoen.

Opsomming
In this paper an attempt is made to clarify precisely what industrial psychologists understand by the widely-used term, quality of working life. A number of 'situational' criteria are proposed in terms of which to gauge the quality of working life in a given organisation. These criteria are discussed under the following headings: adequate compensation, working conditions, human relations, work and leisure, effective performance, and social responsibility. For optimum quality of working life, the provision of a work situation that meets these criteria should 'result' in employees characterized by a state of psychological well-being as regards their work. A number of 'personal' criteria are proposed to judge well-being. These are discussed under the following headings: knowledge, integration, creativity, individualisation, harmony, reality and self-actualisation. Throughout the paper attention is directed at what work organisations should do in order to satisfy those situational and personal criteria that collectively define quality of working life.