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And Others TITLE the Quality of Working Life: an Annotated Bibliography, 1957-1972

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And Others TITLE the Quality of Working Life: an Annotated Bibliography, 1957-1972 DOCUMENT RESUME ED 078 158 VT 020 322 AUTHOR Taylor, James C.; And Others TITLE The Quality of Working Life: An Annotated Bibliography, 1957-1972. INSTITUTION California Univ., Los Angeles. Center for Organizational Studies. SPONS AGENCY Manpower Administration (DCL), Washington, D.C; PUB DATE [72] NOTE 579p. EDRS PRICE MF-$0.65 HC-$19.74 DESCRIPTORS *Abstracts; *Annotated Bibliographies; *Empldyee Attitudes; Indexes (Locaters); *Job Satisfaction; Policy Formation; Research Methodology; Self Actualization; Self CJncept; Tables (Data); *Work Environment ABSTRACT Designed to provide a basis for evaluation, planning, research, change strategy development, and policy formation, with respect to creating conditions for humane working life, this annotated bibliography contains published and unpublished empirical research dealing with the quality of working life (QWL). The articles, books, and case studies were selected on the basis of whether they involved an association betweena behavioral measure of at least one of the'11 criteria selected to represent QWL and whatever individual, work, or organizational factor was measured. Entries are arranged alphabetically by title inone of three sections (published articles, books, and unpublished materials), and each entry includes the title, publication information, andan abstract containing a summary of the major methodological dimensions, followed by a condensed report of the empirical associations found betweenone or more of the QWL parameters and some other work, organization, or individual factor. Several tables displaying the frequency cf association between QWL parameters and work, organization,or individual factors and an index are appended. (SB) 8SI8L'O'03 CO Ln r-4 U S OEPARTmENT OF HEALTH CC) EDUCATION /WEI FARE NATIONAL INSTITUTE OF N". EDUCATION THIS DOCUMENT HAS BEEN REPRO CD DUCED EXACTLY AS RECEIVED FROM THE PERSON OR ORGANIZATION ORIGIN A TiNG IT POINTS OF VIEW OR OPINIONS C:3 STATED DO NOT NECESSARILY REPRE SENT OFFICIAL NATIONAL INSTITUTE EDUCATION POSITION Ok POLICY THE QUALITY OF WORKING LIFE: AN ANNOTATED BIBLIOGRAPHY James C. Taylor with Judith Landy Mark Levine Divakar R. Kamath Center for Organizational Studies, Graduate School of Management University of California, Los Angeles . This project was prepared under a Contract with the Manpower Administration, U. S. Department of Labor, under the authority of the Manpower Development and Training Act of 1962, as amended. Researchers are encouraged to express their own judgment freely. Interpretations or viewpoints stated in this docu- ment do not necessarily represent the official posi- tion or policy of the Department of Labor. Contract No.81-06-72-09 CONTENTS INTRODUCTION INSTRUCTIONS FOR USE SECTION A: PUBLISHED ARTICLES SECTION B: PUBLISHED BOOKS AND MONOGRAPHS SECTION C: UNPUBLISHED BOOKS, ARTICLES,AND CASE STUDIES APPENDICES: List of Tables Table 1: Contextual Matrix of Parameters in the Quality of Working Life: Frequency of Associations between 'Causal' and 'Outcome' Variables Table 2: Independent Variables and Organizational Characteristics: Size of Site Table 3: Independent Variables and Organizational Characteristics: Size of Company Table 4: Independent Variables and Organizational Characteristics: Location (United States, United Kingdom, Europe, and Other) Table 5: Independent Variables and Organizational Characteristics: Location (Urban and Rural) and Age Table 6: Independent Variables and Organizational Characteristics: Ownership Table 7: Independent Variables and Organizational Characteristics: Process and Structure Table 8. Independent Variables and Organizational Characteristics: Social innovations Table 9: Independent Variables and Work Characteristics: Blue Collar Contents (continued) Table 10: Independent Variables and Work Characteristics: White Collar Table 11: Independent Variables and Work Characteristics: Design Table 12: Independent Variables and Technical Characteristics: Process Table 13: Independent Variables and Technical Characteristics: Type Table 14: Independent Variables and Employee Characteristics: Age Table 15: Independent Variables and Employee Characteristics: Tenure Table 16: Independent Variables and Employee Characteristics: Education Table 17: Independent Variables and Employee Characteristics: Sex Table 18: Independent Variables and Employee Characteristics: Race Table 19: Quality of Working Life Criteria and Organizational Characteristics: Size of Site Table 20: Quality cf Working Life Criteria and Organizational Characteristics: Size of Company Table 21: Quality of working Life Criteria and Organizational Characteristics: Location (United States, United Kingdom, Europe, and Other) Table 22: Quality of Working Life Criteria and Organizational Characteristics: Location (Urban and Rural) and Age Table 23: Quality of Working Life Criteria and Organizational Characteristics: Ownership Table 24: Quality of Working Life Criteria and Organizational Characteristics: Process and Structure Table 25: Quality of Working Life Criteria and Organizational Characteristics: Social Innovation Table 26: Quality of Working Life Criteria and Work Characteristics: Blue Collar Contents (continued) Table 27: Quality of Working Life Criteria and Work Characteristics: White Collar Table 28: Quality of Working Life Criteria and Work Characteristics: Design Table 29: Quality of Working Life Criteria and Technical Characteristics: Process Table 30: Quality of Working Life Criteria and Technical Characteristics: Type Table 31: Quality of Working Life Criteria and Employee Characteristics: Age Table 32: Quality of Working Life Criteria and EMployee Characteristics: Tenure Table 33: Quality of Working Life Criteria and Employee Characteristics: Education Table 34: Quality of Working Life Criteria and Employee Characteristics: Sex Table 35: Quality of Working Life Criteria and Employee Characteristics: Race Index INTRODUCTION This annotated bibliography represents a unique and original attempt to systematically review and abstract what has been learned and reported on the quality of working life in the past decade and a half. Specifically, it is the initial step in revealing and classifying e'lirical researe. dealing with the quality of working life as the phenomenologicalexperience of people at work. he past several years have seen an increasingly widespread and intense interest in the idea of quality of working life as evidenced by significant recent demonstration of growing governmental and public awareness,such as the following: Senate hearings that led to the first bill in recent years (S. 3916) to fund the study of worker alienation and pursue further research on ways to reduce it; the Ford Foundation's spansorship of an international social scientists' conference on quality of working life; the mass media's recognition of and publicity about quality of uorking life and effects of ongoing research and action projects; and efforts by business, government, and social science tocome to grips with the issues. Clearly the time is right to review what social science has to offer in accumulated knowledge as a basis for further steps to improve the quality of working life. The bibliography and its abstracts have been prepared withan eye to two ultimate uses. First, the bibliography is designed to provide a basis for evaluation, planning, research, and change strategy develop- ment, from which researchers and professionals can proceed to formulate a coherent body of theory and practice for creating conditions for humane working life. In short, the bibliography is a display of "the state of the art." Second, the bibliography_is,intended to accumulate experience to date and make it available to managers, union leaders, and government officers preparing to review or evaluate the literature in thisarea as a prelude to formulating policy and action. Historically, the idea of quality of working life has included only the issues of wages, hours, and working conditions. These elements have been the prime concern of organized labor and have been well served by them. Wages, hours, and working conditions are still included in any definition of quality of working life, but the concept has expanded to include much more. Industrial organizations are experiencing a phenomenon of worker alienation that results in high absence and turnover despite the tight job market. Business also claims that even when employees are on the job and working, they are reluctant to work with the intensity or dedication that American management once believed it could expect from its workers. Societal interest in the broader implications of the quality of life has had manifest influence on government concern for all'aspects of its citizens' experiences--including work experiences. This is an indication that corporate responsibilitymust no longer be relied on exclusively to provide quality inthe market place, in the environment, or at work. At the individual level,a current social trend toward personal freedom on the jobas well as off has resulted in employees who increasingly demandmore relevance and involvement in their work. It seems natural to assume thatsome scientific investigation preceded the contemporary developments describedabove. Social scientists have for some years been concerned about work motivation,but in societal and individual areas of concern, theircoverage has been less systematic. At no time in the past two decades hasthe issue of quality of working life been the object of study for itsown sake, apart from the topics of
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