The present study aimed to investigate the relationship between resilience and quality of work life of employees. The research method is applied in terms of purpose and in terms of collecting data, a descriptive-correlational type. The statistical population consisted of all employees in 1995-96, of which 160 were selected as samples. Data were gathered using resiliency questionnaires and quality of work life questionnaires. To determine the validity of the questionnaire, content validity and construct validity were used. The reliability of the questionnaire was also evaluated using Cronbach's alpha coefficient (0.81 and 0.77). Spearman correlation coefficient was used for data analysis. The findings indicated that: 1) All resilience components were higher than the hypothesized mean. 2) The average quality of working life and all its components, other than the overall living space, was higher than the hypothesized mean of the research. 3) There was a positive and significant correlation between resilience and quality of work life (r = 0.64 and P≤0.05). Regarding the importance of immaterial rewards, university administrators should be aware of the effects of these rewards on individuals, and in order to encourage and persuade employees to do the best use incentives such as creating suitable working conditions, respect and full appreciation of work and feelings of participation.