QWL is a multidimensional construct related to an individual’s personal and work life, with dimensions varying across organizations based on relevance. In general, QWL can be conceptualized as a measure of job satisfaction and organizational commitment. Its definition can also extend beyond this, to an individual’s work and life experiences [12–15]. Morita (1993) noted the importance of the balance between personal and work life as an important variable in QWL [16]. However, there is no consistent definition for QWL because it varies according to the theoretical perspective of each author [17].
Lee [18] developed a QWL scale for nursing home staff in Japan. In this study, the QWL scale was developed based on Alderfer's ERG theory, which is a threefold conceptualization of human needs: existence, relatedness, and growth. These QWL components were “Satisfaction with treatment,” “Satisfaction with relationship with boss,” “Satisfaction with relationships with colleagues,” and “Growth satisfaction.” Nanjundeswaraswamy [19] developed a scale to measure nurses’ QWL. The nine components of this scale are: “work environment,” “working condition,” “work–life balance,” “compensation,” “relationship and cooperation,” “stress at work,” “job satisfaction,” “career development,” and “organizational culture.” Zaman and Ansari [20] developed a QWL scale for medical residents using exploratory factor analysis. It comprises five dimensions: “pay and benefits,” “supervision,” “intra-group relations,” “working conditions,” and “training.”
Studies have assessed QWL among pharmacists. One study was conducted by McHugh [21] along with American Pharmaceutical Association (APhA) members. McHugh assessed “job satisfaction,” “career satisfaction,” “organizational commitment,” “turnover intention,” “likelihood of voting for a union,” and “patient care issues” as the dimensions of QWL [21]. The Midwest Pharmacy Workforce Research Consortium conducted the 2014 National Pharmacist Workforce Survey to collect reliable information on the pharmacist workforce in the United States. It was the fourth consortium of its kind and continued the analyses and trends of the previous surveys conducted in 2000, 2004, and 2009. The assessed QWL dimensions included: “stress control,” “job satisfaction,” “professional commitment,” “work-home conflict,” and “organizational commitment” [22]. In addition, Schommer identified pharmacists’ QWL components, such as “time stress,” “responsibility stress,” “level of control,” “work in harmony with home life,” “home life in harmony with work,” “job satisfaction,” “professional commitment,” and “organizational commitment” [23].
In terms of review study, Ono [24] reviewed QWL research in the United States and identified 21 components of QWL: “bosses’ trust in subordinates,” “abilities of and respect for subordinates,” “diversity of work,” “work content that can be utilized in the future,” “self-respect,” “impact of non-work life on work life,” “degree to which work contributes to society,” “fair and adequate wages, and remuneration and its stability,” “institutional aspects of labor,” “legal equality at work,” “feedback of meaningful information and results,” “autonomy,” “participation and decision making,” “working conditions including physical conditions,” “social integration within the workplace,” “opportunities for growth and learning,” “meaningfulness of work,” “use of ability,” “job satisfaction with mental and physical health,” “employment stability and health,” and “responsibility” [24]. Most QWL components identified by Ono [24], have been included in several other QWL studies.
The literature review revealed that many researchers have used different instruments to measure the QWL for each occupation and country.