Abstract
The quality of working life represents significant components of life satisfaction and well-being. Employees' satisfaction with various work aspects has a positive impact on organizational performance, innovativeness and competitiveness and also on employees' engagement, extra organizational behavior or career development.
As work and organizational contextual factors have been undergoing globally significant changes the importance of QWL has been growing. Nevertheless that the concept of QWL started to emerge in western countries during 70th QWL is not well-known within Czech organizational and work context even now.
The gap is caused by various socioeconomic factors, e.g. by different political system till 1989. The application of QWL in organizations depends significantly on managerial understanding of QWL, their attitudes and approaches towards QWL and their estimation of implementation costs.
The aim of this pilot study was to identify managerial perception of quality of working life, their attitudes towards this issue and rough estimation of costs. Managers consider remuneration system and working conditions (namely technological equipment) as major QWL components.
That's why they suppose that implementation of QWL is expensive. They frame QWL with financial investments.
Almost half of them do not perceive job design, meaningful work, autonomous work or interpersonal relations as impactful on employee satisfaction, organizational performance or development.