*Corresponding author. E-mail addresses: marziyehpourbagher@gmail.com (M. Pourbagher) © 2014 Growing Science Ltd. All rights reserved. doi: 10.5267/j.msl.2014.7.018 Management Science Letters 4 (2014) 1671–1674 Contents lists available at GrowingScience Management Science Letters homepage: www.GrowingScience.com/msl A study on relationship between quality of life and employee performance Marziyeh Pourbagher a* , Ali Akbar Bani b , Mehdi Salehi b , Somayyeh Iri b and Saeid Sedaghat a a Department of Accounting, Damghan Branch, Islamic Azad University, Damghan, Iran b Department of Mathematics, Islamic Azad university, Gorgan branch, Gomishan center, Gomishan, Iran C H R O N I C L E A B S T R A C T Article history: Received January 20, 2014 Accepted 5 July 2014 Available online July 14 2014 This paper studies the relationship between quality of life and its eight components with employee performance in general directorate of youth and sport in province of Golestan, Iran. The study uses a questionnaire developed by Walton (1974) [Walton, R. E. (1974). Improving quality of work life. Harvard Business Review, 52(3), 12.] for quality of life and a standard questionnaire named ACHIEVE consists of 25 questions for measuring the performance. Using Spearman correlation test, the study has determined a positive and meaningful relationship between employee performance and eight components of Walton’s model including adequate and fair compensation, safe and healthy working conditions, development of human competencies, growth and security, social integration, constitutionalization and total life space and social reliance. © 2014 Growing Science Ltd. All rights reserved. Keywords: Quality of life Job Performance Sport 1. Introduction During the past few years, there have been tremendous efforts to learn how to improve job performance through improving quality of life. Aziz et al. (2011) for instance, studied the relationship between work and non-work variables and quality of work life. They reported that both work variables and non-work variables would matter in detecting the quality of work life. Shahbazi et al. (2011) performed a survey on relationship between the quality of work life and performance of Department Chairpersons of Esfahan University and Esfahan Medical Science University and reported that developing human capabilities, constitutionalism in the work organization, total life space and social integration in the work organization could forecast employee performance. Sirisawasd et al. (2014) stated that the quality of worklife would not fully examine every factor related to worklife in all cultures. They translated the Work-related Quality of Life Scale-2 (WRQLS- 2) into Thai, to evaluate the validity and reliability of the Thai-translated version, and to study the tool's accuracy vis-à-vis nursing in Thailand. They concluded that the Thai version of a WRQLS