Examining The Correlation and Effect of Quality of Work Life on Job Satisfaction of Bank Employees in Lipa City

This study assessed the relationship between quality of work life (QWL) and job satisfaction ‎among employees of the Bank in Lipa City. Using a descriptive–correlational design, data were ‎collected from 139 employees selected through stratified proportional random sampling across ‎five BPI branches. Standardized instruments, including Walton’s QWL model and the Job ‎Descriptive Index (JDI), were employed to evaluate employees’ perceptions. Results revealed ‎that employees were generally satisfied with supervision, coworkers, pay, promotional ‎opportunities, and the nature of their work. QWL dimensions such as working conditions, work ‎capacities, opportunities, social relevance, and total life space were rated excellent, while salary ‎and compensation were rated good. Significant relationships were found between QWL and ‎most job satisfaction components, with differences observed based on age and job position but ‎not by sex, civil status, or educational attainment. To strengthen the study’s theoretical ‎contribution, the Human Capital Theory and the Job Demands–Resources (JD–R) Model were ‎incorporated to explain how investments in employee well-being—such as QWL initiatives—‎enhance organizational productivity, financial performance, and long-term sustainability. These ‎frameworks highlight that improving QWL not only drives employee satisfaction but also serves ‎as a strategic economic investment. Based on these findings, tailored human resource ‎interventions, particularly in compensation, training, and support systems, are recommended to ‎enhance both job satisfaction and QWL. A training and development program was also proposed ‎to improve workplace conditions and promote employee well-being‎.