This paper reviews the feasibility of genetic selection for wool quality. More than 30 papers were studied in the present investigation. The traits which have been considered in the majority of the literature for inclusion in the selection programmes were: (a) wool quality traits (fibre diameter, staple length, staple strength, standard deviation of fibre diameter, coefficient variation of fibre diameter, yield and crimp frequency) and (b) wool weight traits (greasy fleece weight and clean fleece weight). Before the studied traits can be proposed as the selection traits, estimates of genetic parameters as well as their relationship with other production traits are needed. Weighted mean of estimates for direct heritability (h2), maternal heritability (m2) and variance ration due to permanent maternal environment (P2) from references 1-37 were calculated to be 0.30-0.61, 0.02-0.08 and 0.03-0.16, respectively. The studied breeds were wool breeds and dual-purpose (wool and meat) breeds. In wool breeds, the weighted mean estimates of genetic correlation were ranged from -0.53 to 0.84 among wool traits and were ranged from -0.38 to 0.25 between wool traits and other traits such as live bodyweight, litter size at birth, litter size at weaning and litter weight weaned. The high estimates of h2 indicate that the response to selection may be reliable but the unfavourable genetic (phenotypic) correlations with other traits are a concern.

Purpose: The present study aimed to identify employees’ quality of work life indicators in public organisations and provide necessary context to improve system accountability and employees’ needs in organisations. Research methodology: To identify quality of work life indicators, authors studied theoretical research basics entirely and by considering elites’ ideas, identified main indicators by a descriptive – survey technique. Result: Based on research findings, 15 constituents were identified as work life quality indicators. Research results indicate undesired quality of work life among employees at public organisations. Of identified constituents, Safe and healthy working conditions and organisational conflict are the most important and job satisfaction and Pay/benefits are the lowest important factors. Limitations: The results only extend the understanding of the role of quality of work life in organisational effectiveness and have implications for human resource managers that may not be applicable for other positions. Contribution: The study results help organisations identify the elements that affect the QWL and help them plan to increase organisational effectiveness by increasing employee satisfaction and motivation.