Work-related Quality of Life Scale (WRQoL)

This subscale measures the extent to which an employee feels they can exercise an appropriate level of control within their work environment. The perception of control can be linked to a person's opportunity to contribute to decision-making processes that affect them. A greater sense of control is strongly linked to employees' health and well-being. The scale is a psychometrically strong measure used to assess employee contentment and provides key information for planning interventions and monitoring workforce experience. A higher score on the scale indicates a better quality of working life.

Employee engagement is a human resources concept that describes the level of enthusiasm and dedication a worker feels toward their job and the company. Engaged employees are committed to the organization's goals and values and are motivated to contribute to its succes. They are emotionally invested in their work and workplace, and they feel that their efforts make a difference.

This factor assesses an individual's general feelings of happiness and life satisfaction. It includes questions about psychological well-being and general physical health. An individual's sense of GWB is influenced by both home and work life.

This subscale addresses issues related to work-life balance and the degree to which an employer is seen as supporting a person's home life. It assesses the degree to which employees feel they have control over when, where, and how they work, reflecting a fulfilled life both inside and outside of paid work

This factor measures the degree to which an employee feels their workplace offers a sense of achievement, high self-esteem, and the fulfillment of their potential. It includes questions about being satisfied with job and career opportunities. The JCS is a crucial subscale for overall quality of working life

This subscale assesses the extent to which an individual perceives they have excessive pressures and/or feel undue levels of stress at work. It is based on the idea that a person's experience of stress depends on their individual perceptions about a situation and their belief about whether they can cope with it.

This factor assesses the extent to which an employee is satisfied with their working conditions, job security, and available resources. It reflects the degree to which a workplace meets a person's basic requirements and addresses their dissatisfaction with the physical work environment, such as noise, temperature, pay, and equipment.