Paper Details

Name: Dhanya.S & Resmi R
Country: India

Year: 2025
Volume: Volume-12, Issue-2 (July-December)
Page Number: 189-195
DOI: https://doi.org/10.5281/zenodo.17414615

ABSTRACT:
The link between Quality of Work Life (QWL) and Organizational Citizenship Behavior
(OCB) plays an important role in shaping both employee satisfaction and a company’s
overall performance. QWL reflects how employees perceive their workplace experience —
including their job satisfaction, ability to maintain a healthy work-life balance, access to
career growth opportunities, and the nature of the organization's culture. A strong quality of
work life (QWL) often leads to more meaningful and enjoyable work experiences.
Employees feel more engaged in their roles, supported by leadership, and treated fairly within
the organization. This supportive atmosphere can inspire Organizational Citizenship Behavior
(OCB) — the voluntary actions employees take that aren’t part of their official job duties but
are vital to a healthy and productive workplace. These actions might include helping
teammates, showing initiative, volunteering for extra responsibilities, or contributing to a
positive work culture. This study examines how the quality of work life (QWL) influences
teachers' willingness to engage in Organizational Citizenship Behavior (OCB) at NBAaccredited business schools in Kerala. When educators feel supported, satisfied, and
respected in their professional environment, they’re more inclined to go beyond their basic
responsibilities—offering help to colleagues, showing initiative, and contributing to a
positive workplace culture. These behaviors not only strengthen teamwork and morale but
also enhance overall academic performance and institutional success. When employees
demonstrate positive behaviors, it boosts their own performance as well as that of the
organization, supporting long-term growth and development (Kharisma, R., Siamto, W., &
Astria, K,2022). The paper highlights some key challenges in enhancing Quality of Work
Life (QWL) and encouraging Organizational Citizenship Behavior (OCB), including limited
resources and the difficulty of assessing intangible aspects like job satisfaction. To address
these hurdles, it recommends steps such as investing in career development, implementing
flexible work policies, and fostering supportive leadership. These initiatives can help create a
more positive work atmosphere, leading to better performance, reduced employee turnover,
and a more motivated and engaged academic workforce.
Keywords: Quality of Work Life, Organizational Citizenship Behaviour, Business Schools,
NBA-Accredited