<p>An approach to motivation in the contemporary world of work is the implementation of Quality-of-Worklife (QWL) programmes, which is aimed at easing the pressures faced at work by employees. Quality-of-Worklife is a relatively new concept in human resource management. It is a philosophy of improving productivity by providing workers with the opportunities required to put in their best at work, without jeopardizing their personal self improvement and responsibilities at home. This study, investigated the organisational pressure on Quality-of-Worklife of academic and non - academic women in tertiary institutions in Lagos State, Nigeria. The study was a survey of the ex-post facto type. 3,640 senior cadre women working in the four purposively selected degree awarding institutions in Lagos State (University of Lagos, Lagos University Teaching Hospital, Lagos State University and Lagos State University Teaching Hospital) and their managers formed the population. Out of these, 250 women were selected as sample from each institution using the stratified random sampling technique. Three instruments were used for the study: Quality-of-Worklife survey of Women Workers (QWLSWW) r= .815, Head of Department Check List (HODCL) and Structured Interview Questions (SIQ). A research question and 3 research hypotheses were tested at 0.05 significance level. Data were analysed using frequency counts, percentages, t-test. Significant differences were found between academic and non-academic female members of staff in their sources of pressure (t=2.43, P<0.05). The factors included: salary, health-care benefits, day-care services on workplace premises and workload. However, no significant differences were found between academic and non-academic female members of staff on sources of satisfaction which included, daily workload, salary, fairness in performance assessment, special recognition for high performance, internet facilities at work and health- care benefit and organisational pressure factors. Factors such as salary, health-care benefit, day-care services, recognition, workload and others influenced QWL of women. Government and management committees of the tertiary institutions should ensure the reduction of organisational pressure and promote high QWL. This would enable the women workers contribute to the productivity of their organisation.</p><p> </p>