Nowadays organizations are facing high attrition rate because of abundant job opportunities in the competitive market, to retain skilled and talented workforce is the major challenge that is faced by majority of organizations. To improve retention rate organizations need to consider human factors, while designing job. These human factors include Quality of Work Life and Employee Commitment. The present review paper addresses the factors associated with components of QWL and components of Employee Commitment. From the study is identified that employee commitment has three components they are Affective, Normative, Continuance commitment and QWL is a multidimensional construct it includes job satisfaction, adequate pay, work environment, organizational culture etc, these factors affects on the employee performance, productivity, absenteeism, retention rate etc. These QWL components may affect on the commitment of employees towards the organization, it may also enhance retention rate.

Objectives: To analyze the impact of welfare facilities on Job satisfaction of employees working in garment industries. Method: The Research design chosen is descriptive in nature. The convenience sampling technique was employed, a total of 224 responses were collected from 51 garment industries located in and around Bangalore region, Karnataka State in India during 2020. Based on the research objectives, a questionnaire is prepared consisting of 63 items from eight components of Job satisfaction and Employee welfare, questionnaires was designed in five point Likert scale. The collected data were analyzed through the percentage analysis, Chi Square analysis and Pearson correlation analysis using SPSS and Minitab Software. Findings: The findings of the study showed that there is an association between welfare facilities provided and satisfaction in job. The study explored that welfare facilities significantly impact on the job satisfaction. Analysis also reveals that experience, education level and salary of an employee have associated with the job satisfaction. From the co relation analysis it is evident about the component training and development (r=0.69) being highly correlated to job satisfaction while facility (r=0.47) is least correlated to job satisfaction. Whereas, personal benefits (r=0.55) is moderately correlated to employee welfare, while health benefits (r=0.33) is least correlated to employee welfare. Application: Present study helps policymakers to take decision about the welfare facilities to enhance the job satisfaction and productivity of the garment industries.