An Analysis Of Impact Of Quality Of Work Life And Work Culture On Employee Engagement And Performance In Private Banks

Abstract

The increasing competition has created one of the biggest challenges for companies to survive and retain the human capital for the achievement of goals. Various HR initiatives are now taking new shape to understand the expectations of employees and how they can be engaged willingly to work towards their common goals. Banking sector is one such where the cut throat competition has laid much load on the banks and thereby its employees. Amidst such an environment, employees need a conducive culture where they survive balancing their work life and personal life. This study investigates the influence of quality of work life (QWL) and work culture on employee performance within the private banking sector. The research aims to explore the intricate relationship between these factors and their impact on employees' productivity and overall performance. The surveys assess various dimensions of QWL and work culture, including Walton’s Model of QWL , Rewards & recognition, Creativity , Autonomy, Organization communication and employee engagement. The findings of this study contribute to the existing literature by highlighting the significance of QWL and work culture in enhancing employee engagement within the context of private banking sectors. The implications of this research are valuable for private banking institutions in formulating strategies to optimize QWL and cultivate a positive work culture that fosters employee engagement and performance. By prioritizing the enhancement of QWL and fostering a conducive work culture, organizations can not only improve employee satisfaction and retention but also drive overall business success in the competitive banking industry.