Abstract
Purpose: The purpose of the paper is to investigate the predictors of employees’ commitment and also find out the critical dimensions of quality of work life (QWL) that engender commitment among in today’s employees in information technology (IT) firms. Further, the study analyses on the association of demographic variables with QWL and organizational commitment (OC). Design/Methodology/Approach: The sample size for the study consists of 618 employees (respondents) from 21 large-caps (large-capital) IT companies in India. Cronbach alpha to test the reliability and validity; Factor Analysis as a data reduction tool. Subsequently, the mixed model and multi-regression methods are applied to test the relationship between the said variables. Findings: The findings suggest that 13 variables of QWL play a key role in the work life of IT employees. The results show that there is a significant relationship between the qualification and number of dependents with QWL and OC both. Moreover, a substantial relationship between QWL and affective commitment of IT employees is found. The results further reveal that there exists a strong link between various dimensions of QWL with OC. Practical Implications: QWL will help in creating a healthy environment in the organization that will enhance the commitment of the employees towards their organization. Enhanced OC will stimulate individual’s attachment to the organization. Moreover, if QWL and OC are boosted, they will motivate employees to stay with the organization and enthusiastically work towards organizational objectives. Further, the escalation of OC will help in achieving growth, profit and market share at a greater pace. Originality/Value: This study focuses on the important variables for employees commitment in the terms of QWL.
Highlights
With the world changing rapidly, managing an organization has become an increasingly complex act for the sustainable future and growth
quality of work life (QWL) will help in creating a healthy environment in the organization that will enhance the commitment of the employees towards their organization
The role of demographic variables is essential in the lives of employees to establish their association with QWL and organizational commitment (OC)
Summary
With the world changing rapidly, managing an organization has become an increasingly complex act for the sustainable future and growth. The study provides an insight on how organizations develop and make changes in the QWL to get committed employees. Manager’s work on those variables which are significantly related to QWL and OC and these variables are useful for the sustainable growth [1]. Walton (1998) was the first person who introduced the concept of QWL having eight dimensions namely, fair payment, legal positivism, permanent growth and security, opportunity, social dependency, development of individual capabilities, security of environment and social integration [3]. QWL is exhibited when the employee’s incentive in the form of monetary and non-monetary services are provided by the organization [6]
Sign-in/Register to view highlights & summary Sign-in/Register to access full text options 
Talk to us
Join us for a 30 min session where you can share your feedback and ask us any queries you have
Schedule a callDisclaimer: All third-party content on this website/platform is and will remain the property of their respective owners and is provided on "as is" basis without any warranties, express or implied. Use of third-party content does not indicate any affiliation, sponsorship with or endorsement by them. Any references to third-party content is to identify the corresponding services and shall be considered fair use under The CopyrightLaw.
