International Journal of Advanced Science and Technology Vol. 28, No. 13, (2019), pp. 85-100 85 ISSN: 2005-4238 IJAST Copyright ⓒ 2019 SERSC Hub of Quality of work-life towards Nature of Work Environment in the State Bus Transport Sector A. Alex PhD Research Scholar, Department of Commerce, Annamalai University, Annamalai Nagar, Chidambaram, Tamil Nadu 608002, India. Dr. V. Sundar Professor, Department of Commerce, Annamalai University, Annamalai Nagar, Chidambaram, Tamil Nadu 608002, India. Abstract Quality of work-life(QWL) is the smooth linkage between employees and total working environment. It is concerned with human dimension of working environment towards the job satisfaction level and also the organizational growth and development. The present study aims to evaluate the factors that influence the quality of work-life towards the nature of environment at the Puducherry Road Transport Corporation. The researcher made the study by collecting the primary source from the 445 respondents working from Puducherry, Karaikal, Mahe and Yanam region at Puducherry Road Transport Corporation, Puducherry. The collected data has been analyzed by using statistical tools such as Factor analysis, ANOVA and Descriptive statistics. The study concluded that total cumulative variances of the major factors were work environment (12.065%), corporation climate (8.744%), corporation relation (8.637%), training and development (7.690%) adequate and fair compensation (7.072%), welfare measures (6.930%), working hours (6.171%) and adequate resources (5.382%) through the factor analysis. Thus, the research work helps the organizations to know what are the influencing factors of quality of work-life and may suggest them to use the measures so that they may have a conducive atmosphere in the workplace in order to achieve the growth in the organisations and peace at workplace. Keywords: job satisfaction, working conditions, Human Resources, Wages, Quality of life. JEL Classification: J28, J81, O15, JE24, J31 1. Introduction Human resource is the vital capital that is invested by the organisation towards the sound performance. Thus, the Human Resource Development is improved by the proper hiring practices such as Employee Training, Employee Retention, Recognition and Rewards to sustain quality in the organisation. Therefore, the organisational goals can be accomplished by the quality of performance laid down by the human resources. This can be achieved by providing peaceful and smooth circumstances to all levels of employees in the organisation. Quality of work-life is a balance between the work demands and the work pressure both inside and outside. QWL has to be applied to the wide variety of efforts towards the improvement of the organisation. As per the model proposed by Walton in 1973, the organisation has to provide a quality of work-life towards the employees by focusing on eight categories such as “adequate and fair compensation, a safe and healthy environment, jobs that develop human capacities, a chance for personal growth and security, a social environment that fosters personal identity, freedom from prejudice, a sense of community and upward mobility, constitutionalism or the rights of personal privacy, dissent and due process, a work role that minimizes infringement on personal leisure and family needs and responsible organisational actions” (Walton, R. 1980) The major factors of quality of work-life that affect the performance of the organisation and create labor turnover is nothing but the proper maintenance of the work-life balance of the employees in the organisation. Work-life balance is the stable equilibrium between professional life and personal life (Day, C., & Kington, A. 2008). It influences the efficiency of the organisation. Therefore, it is necessary for the organisation to motivate the employees by providing the welfare measures to promote the work-life balance in the work- place without compromising productivity and efficiency.