Quality of Work Life’s Factors and Its Effect on Organizational Commitment of Workers in Da Nang City, Viet Nam

Introduction: Nurses are amongst the employees whose lives are fully affected by the quality of work life (QWL) as a consequence of dynamic changes in work environment. The aim was to investigate the relationship among nurses' quality of work life, organizational culture and turnover intention at Assiut University Hospital. Design: A correlational descriptive design was used. Setting: four Intensive Care Units classified as follows: Causality Intensive Care Unit, General & Postoperative ICUs, and Coronary Care Unit (CCU).Subjects: Included all nurses working in aforementioned settings with a total number of 120 nurses. Four tools were used to collect data namely: socio-demographic data sheet, quality of nurses' work life, organizational culture questionnaire, and turnover intention questionnaire. Results: illustrated that nurses’ quality of work life scores was highly significant in relation to the department, marital status, organizational culture score, and turnover intention score. Conclusion: This study contributed to understanding the relationships between quality of nurses work life and organizational culture that will lead to turnover intention among the study sample of hospital nurses and found a positive correlation between quality of nurses work life and organizational culture with highly statistically significant relation and between quality of nurses work life and turnover intention . While, there was a negative correlation between turnover intention and organizational culture. Recommendations: Workshops on the quality of work life skills for nurses and nurse managers should be done periodically. In order to lessen intent to turnover for the nursing profession, staff nurses are encouraged to participate in nursing committees, assume leadership roles, and become decision-makers.

The impact of school organizational structure on the incidence of innovative teacher activities by mediating the role of quality of work life (case study: malekshahi primary schools)

Objective To understand the status quo of quality of work life and turnover intention of nurses, and to explore the correlation between them, so as to provide scientific basis for formulating nursing intervention measures to improve quality of life and reduce turnover intention. Methods In December 2018, Random sampling method was used to select 400 nurses from a third-class hospital as the subjects of investigation. The quality of life of nurses was assessed by the quality of work life scale. The turnover intention of nurses was assessed by the turnover intention scale. Results Nurses' quality of work life was average 2.97±0.59 points, 2.78±0.60 points for job security, 2.61±0.66 points for work welfare, 3.11±0.70 points for job change, 3.34±0.71 points for self-growth, 2.97±0.63 points for environmental support, 2.51±0.80 points for promotion system, 3.41±0.68 points for interpersonal interaction and 3.01±0.72 points for decision-making. Nurses' turnover intention was average 2.46 points. The eight dimensions of quality of work life were negatively correlated with turnover intention I (the possibility of resigning from the present job) and II (the motivation to seek other jobs) (P 0.05) . Multivariate regression analysis showed that age, nurse-job seniority, annual income and self-growth, job change, environmental support, job security and job welfare were negatively correlated with turnover intention I and II (P<0.05) , while night shift frequency was positively correlated with turnover intention I and turnover intention II (P<0.05) . Conclusion The quality of nursing staff's work life is low, which is closely related to their turnover intention. Managers should take targeted measures in some aspects such as environ mental support and promotion system to improve the quality of nursing staff's work life and reduce their turnover intention. Key words: Nursing staff; Quality of work life; Turnover intention

Quality of Work Life (QWL) is an organization's effort to control behavior and maintain the work performance of its employees so that it continues to improve continuously. This study aims to determine the influence of organizational culture, leadership serve and personality on turnover with mediated by the quality of work life. Example 134 respondents. PT Nipindo Primatama Group North Jakarta City. Research Data were analyzed using SEM PLS analysis techniques with the help of SmartPLS program. The results of this study showed that organizational culture, leadership work positive and significant to the quality of work life, the better the organizational culture, leadership serve and personality then the better the quality of employee work life. The results also showed that the leadership serve, personality and quality of working life affect negatively on turnover, while organizational culture directly does not affect on turnover. Quality of employee work life, while a good organizational culture cannot always improve the quality of employee work life, organizational culture can degrade the high quality of employee work life.

The purpose of this study was to examine the indirect effect of Organizational Citizenship Behavior (OCB) on employee performance by using the antecedents of Career Journey, Self Efficacy and Quality of Work Life. This study also examines the direct role of the variables Career Journey, Self Efficacy and Quality of Work Life on employee performance at the Directorate General of Taxes. This type of research is quantitative using a questionnaire research instrument to collect data. The sample for this research is all employees at the Directorate General of Taxes who are taken using probability sampling. The data analysis method used is Structural Equation Modeling Partial Least Square (SEM-PLS). The results showed that Career Journey, Self Efficacy, Quality of Work Life had a positive effect on Organizational Citizenship Behavior, then Career Journey, Quality of Work Life and OCB also had a positive effect on employee performance, but Self Efficacy had no significant effect on employee performance. In addition, Organizational Citizenship Behavior is also proven to be able to mediate the relationship between Career Journey, Self Efficacy and Quality of Work Life towards employee performance. The findings of this study contribute to the development of theories related to Organizational Citizenship Behavior and the importance of managing career paths, employee self-motivation and the quality of employee work life so that employees can provide maximum performance which will certainly support organizational performance.

BackgroundPersonal wellbeing (PW) including quality of life and work life is a very complex concept that influences health professionals’ commitment and productivity. Improving PW may result in positive outcomes and good quality of care. Therefore, this study aimed to assess the pattern and perception of wellbeing, quality of work life (QoWL) and quality of care (QoC) of health professionals (HPs) in southwest Nigeria. MethodsThe study was a convergent parallel mixed method design comprising a cross-sectional survey (1580 conveniently selected participants) and a focus group interview (40 purposively selected participants). Participants’ PW, quality of life (QoL), QoWL, and QoC were assessed using the PW Index Scale, 5-item World Health Organization Well-Being Index, QoWL questionnaire, and Clinician QoC scale, respectively. The pattern of wellbeing, QoWL and quality of care of HPs were evaluated using t-test and ANOVA tests. Binary regression analysis was used to assess factors that could classify participants as having good or poor wellbeing, QoWL, and quality of care of HPs. The qualitative findings were thematically analyzed following two independent transcriptions. An inductive approach to naming themes was used. Codes were assigned to the data and common codes were grouped into categories, leading to themes and subthemes.ResultsOf 1600 administered questionnaires, 1580 were returned, giving a 98.75% response rate. Only 45.3%, 43.9%, 39.8% and 38.4% of HP reported good PW, QoL, QoC and QoWL, respectively; while 54.7%, 56.1%, 60.2% and 61.6% were poor. There were significant gender differences in PW and QoC in favor of females. With an increase in age and years of practice, there was a significant increase in PW, QoWL and QoC. As the work volume increased, there was significant decrease in QoWL. Participants with master's or Ph.D. degrees reported improved QoWL while those with diploma reported better QoC. PWI and QoC were significantly different along the type of appointment, with those who held part-time appointments having the least values. The regression models showed that participant’s characteristics such as age, gender, designation, and work volume significantly classified health professionals who had good or poor QoC, QoWL, PW and QoL. The focus group interview revealed four themes and 16 sub-themes. The four themes were the definitions of QoC, QoWL, and PW, and dimensions of QoC.ConclusionMore than half of health professionals reported poor quality of work life, quality of life and personal wellbeing which were influenced by personal and work-related factors. All these may have influenced the poor quality of care reported, despite the finding of a good knowledge of what quality of care entails.

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.

Competitive rivalry in business world demand the company for thinking how the way company take adapt with kaleidoscopic environment. The company must think that employees must feel enjoy with the job and their work environment so they get the best performance. Because of human resources is the most valuable asset so the company must be responsible to keep quality of work life. It’s not only quality of work life but also commitment of organization and job satisfaction need to be noticed for raising employees’ performance. In unit of production of Suara Merdeka Semarang, quality of work life, commitment of organization and job satisfaction need to be noticed. The objectives of the research is to describe and analyze the influence ofquality of work life towards job performance, to describe and analyze the influence of quality of work life towards employees commitment of organization, to describe and analyze the influence of commitment of organization towards employees’ performance, to describe and analyze the influence of job satisfaction towards employees’ performance. This research is explanatory research. The population of this research is the entire of unit of production of Suara Merdeka employees, the number of total sampling is 69 people using definite criteria such as the minimum work period is 5 years and the age of the employees is 25 years old. The kind of data is primary with using data collection method is questionnaires. Analysis instrument that areused in this research is Partial Least Square (PLS). The result of this research is quality of the work life has positive effect and significance towards employees’ performance. It means that if quality of work life is increased, employees’ performance is increased too. Quality of work life has positive effect and significance towards commitment of organization. It means that if quality of work life is increased, commitment of organization is increased too. Quality of work life has positive effect and significance towards job satisfaction. It means that if quality of work life isincreased, job satisfaction is increased too. Commitment of organization has positive effect and significance towards employees’ performance. It means that if commitment of organization is increased, employees’ performance is increased too. Job satisfaction has positive effect and significance towards employees’ performance. It means that if job satisfaction is increased, employees’ performance is increased too.Keywords : Quality Of Work Life, Commitment Of Organization, Job Satisfaction, Employees’ Performance

Goal and objectives of the dissertationGoalThe main goals of the research are 1) to analyze the relationship between emotional intelligence, organizational deviance, and quality of work life, and 2) to determine their effects on turnover intentions. In order to reach these goals, first, a conceptual model has been determined. The first factor, emotional intelligence, represents the external variables, but organizational deviance, quality of work life, and turnover intentions represent internal variables.ObjectivesThere are three objectives of this dissertation. The first is to understand the direct relationship between emotional intelligence and internal variables. The second objective is related to analysis between relationship three variables (emotional intelligence, organizational deviance, and quality of work life) and turnover intention without mediating role. The third is to analyze quality of work life moderates the effect of emotional intelligence on turnover intention.MethodologyThis research has four different dimensional structures and the measures are developed from prior research in different models. Questionnaire of all dimensions has 43 items to measure respondents' attitudes in four parts. Emotional intelligence is measured by twelve-items from the scale developed by MSCEIT, EQ-I, and ECI models which are based on one used by Mayer, Salovey & Caruso (2004), Bar-On (2005; 2003) and Goleman (1998). Organizational deviance is measured by twelve-items from the scale developed by Hollinger & Clark (1982), Robinson & Bennett (1995), and Lawrence & Robinson (2007). Quality of work life is measured by twelve-items from the scale developed by Walton (1975), B. Gilbert (1989), and Sirgy, Efraty, Siegel & Lee (2001). Turnover intention is measured by four-items from the scale developed by Arnold & Davey (1999), and Tutuncu & Demir (2002). The scale is adapted into Turkish and respondents answered on a five-point Likert type scale (ranging from 1=strongly disagree to 5=strongly agree). Through conducting a face-to-face interview with the employees of five-star hotels in south-west coast of Turkey, of the 596 responses received, 563 provided answers to all questions. LISREL 8.80 is used to analyze the relationship among emotional intelligence, organizational deviance, quality of work life, and turnover intention for research hypotheses within structural equation modelling.ResultsThe findings indicate a significant relationship between internal and external factors. In this context, emotional intelligence, as an external factor, has a significant positive influence on decreasing employees' deviant behaviour. It means that this factor is negatively associated with organizational deviance. While this factor has a significant and positive influence on quality of work life, on the other hand, it has a significant negative influence on turnover intention. Thus, hypothesis related to emotional intelligence are supported. The findings indicate that there is a relationship between quality of work life and organizational deviance as well as turnover intention. The perceived quality of work life has a negative effect on organizational deviance as increasing employees' quality of working and social life. This research shows that this factor has a strong negative association with employees' deviant behaviour and high correlations are found between these two variables. Similarly, quality of work life has a significant and negative influence on turnover intention. As a result, hypothesis related to quality of work life are supported. Finally, organizational deviance is strong and positively associated with turnover intention. The results indicate that organizational deviance has a significant influence on turnover intention. Hypothesis related to organizational deviance is supported.Theoretical conclusionsThe recent researches show that the emotional intelligence has a crucial role with associated various organizational behaviour issues and it is increasingly relevant to organizational development and employees' standard of living. …

Abstract&#x0D; This study aims to determine the effect of the quality of working life on organizational commitment in employees especially employees in PT. Mutualplus Global Resources in December 2013. Measurement scales used in this study was: Quality of Work Life Walton, in Zin (2004), and Bellingham &amp; Meek, in Mas'ud (2004). The organizational commitment scale adapted from Allen &amp; Meyer measurements, in Zin (2004) and Mowday, Steers &amp; Porter, in Mas'ud (2004). The samples used in this study was 60 employees of PT. Mutualplus Global Resources. The method used is quantitative research with using the research data collection techniques such as interviews, observation, and using a questionnaire. The data analysis technique used was a simple regression analysis using the statistical software program SPSS version 18.00. Based on the results of hypothesis testing concluded that the quality of work life and a positive significant effect on organizational commitment in employees the product moment correlation coefficient is 0,697. However, due to the categorization of the quality of work life and organizational commitment included in the category with each having the same number of proportion, amounting to 80%, it can be concluded that the quality of work life of employees quite fulfilled that commitment of employees have also not too strong or weak against the organization. Major variables influence the quality of working life on organizational commitment show correlation of 0,486 which means that the variable quality of work life affects the organizational commitment about 48,6 % and the remaining 51,4 % is influenced by other variables.&#x0D; Key Word : Organizational Commitment and Quality of Work Life

Orientation: Research efforts have been directed at understanding the relationship between quality of work life and organisational commitment, but these studies have not elucidated the mediating role of perceived external prestige in this relationship.Research purpose: This research seeks to close a research gap by determining the role of perceived external prestige in the relationship between quality of work life and organisational commitment amongst public sector employees in Ghana.Research approach, design and method: Theoretically guided hypotheses and models were formulated and tested with hierarchical multiple regression statistics using data from a sample of 137 employees from two public sector organisations in Ghana.Main findings: The results support the hypothesis that quality of work life is positively related to both perceived external prestige and organisational commitment. Also, perceived external prestige was found to predict organisational commitment and partially mediate the relationship between quality of work life and organisational commitment.Practical/managerial implications: The findings imply that one sure way to enhance organisational commitment of employees is by improving their quality of work life and boosting their perceptions of external prestige of the organisation. These results will be of particular interest to policymakers, public organisations and stakeholders interested in increasing organisational commitment of their employees.Contribution/value-add: The findings extend previous research by establishing the mediating role of perceived external prestige in the relationship between quality of work life and organisational commitment. If managers of organisations wish to improve organisational commitment, it is wise to institutionalise an organisational culture that promotes good quality of work life and boost the external prestige of the organisation in the employees’ mind.

Thesis Title The Influence of Organizational Commitment and Quality of Work Life on Job Satisfaction and Its Impact on the Performance of Health Office Employees of Tanjung Jabung Barat. Organizational commitment (X1), quality of work life (X2), job satisfaction (Y) and employee performance (Z) at the West Tanjung Jabung District Health Office, where organizational commitment is in the very good category, quality of work life is in the good category, satisfaction work and employee performance are in the high category. Organizational commitment has a significant effect on job satisfaction. Therefore, it can be concluded that organizational commitment (X1) partially has a significant influence on job satisfaction (Y). The quality of work life has a significant effect on job satisfaction. Therefore, it can be concluded that the quality of work life (X2) partially has a significant influence on job satisfaction (Z). Organizational commitment and quality of work life together influence job satisfaction. Therefore, it can be concluded that the results of testing organizational commitment and quality of work life simultaneously have a significant influence on job satisfaction. Organizational commitment has a significant effect on performance. Therefore, it can be concluded that organizational commitment (X1) partially has a significant influence on performance (Z). The quality of work life influences performance. Therefore, it can be concluded that the quality of work life (X2) partially has a significant effect on performance (Z). Organizational commitment and quality of work life together have a significant effect on performance. Therefore, it can be concluded that the test results are significant, which means organizational commitment and quality of work life simultaneously have a significant effect on performance. Job satisfaction has a significant effect on performance. Therefore, it can be concluded that job satisfaction (Y) partially has a significant effect on performance (Z).

Penelitian ini bertujuan untuk melihat hubungan antara kualitas kehidupan bekerja dengan komitmen karyawan pada PT. INALUM (Persero), metode penelitian kuantitatif, yaitu metode penelitian yang bertujuan melihat hubungan antara satu variabel dengan variabel yang lain, sampel penelitian ini berjumlah 56 orang. Penelitian ini mengajukan hipotesis sebagai berikut : terdapat hubungan antara kualitas kehidupan bekerja dengan kualitas karyawan dengan asumsi semangkin tinggi kualitas kehidupan bekerja maka akan tinggi komitmen karyawan. Penelitian ini menggunakan skala kualitas kehidupan bekerja yang terdiri dari 6 aspek yaitu : kompensasi, kondisi kerja, kesempatan untuk berkembang, jaminan kesehatan kerja, tidak adanya kecurigaan terhadap karyawan, hak-hak karyawan. Serta komitmen karyawan terdiri dari 3 aspek yaitu : identifikasi, keterlibatan, loyalitas. Adapun faktor yang belum diteliti yaitu : karakteristik pribadi, karakteristik pekerjaan, peran dalam organisasi. Dalam upaya membuktikan hipotesis diatas maka digunakan teknik product moment. Dalam membuktikan hipotesis diatas, maka digunakan metode analisis product Moment, dimana yang menjadi variabel bebas adalah kualitas kehidupan bekerja dan variabel terikat adalah komitmen organisasi. Berdasarkan hasil analisis dengan teknik Korelasi product moment, diketahui bahwa: 1) terdapat hubungan positif antara Kualitas kehidupan bekerja dengan komitmen karyawan, dimana angka kofisien korelasi yang diperoleh sebesar rxy = 0,522 ; p= 0.00 &lt; 0,050. Artinya bahwa semangkin tinggi kualitas kehidupan bekerja, maka semangkin tinggi komitmen karyawan, dinyatakan hipotesis yang diajukan dalam penelitian dinyatakan diterima. 2) penelitian ini member hasil yang signifikan dalam taraf signifikansi 0,050, dengan koefisien diterima (r2) = 0, 273 dan BE nya sebesar (27.3). 3) secara umum, hasil penelitian terhadap karyawan PT INALUM yang berada di Kuala Tanjung Kec. Sei Suka, Kab. Batu Bara, Sumatra Utara memiliki kualitas kehidupan kerja yang tinggi, karena nilai rata-rata empiriknya (238,20.) lebih besar dari pada nilai rata-tara hipotetiknya (197,5.). Kemudian untuk komitmen organisasi juga dinyatakan dalam taraf yang tinggi dimana nilai rata-rata empirik (119,59) lebih besar dari nilai rata-rata hipotetiknya (95).

Background and Objective: Organizational commitment has been considered the objective and efficient achievement of the organization's goals and values, the achievement of the individual's role in relation to the goals and values, and the achievement of the organization for its own sake. This study was conducted to investigate the quality of work life (QWL) and organizational commitment and their relationship with each other. Materials and Methods: A descriptive-analytical cross-sectional study was conducted in 2022. In total, 80 health service workers of Gorgan city participated in the study in a random stratified manner. The data were collected using valid and established questionnaires of Walton's QWL and Allen and Meyer's organizational commitment and were analyzed with descriptive methods and statistical tests in SPSS software (version 23). Results: The average age of the participants was 40.11 ± 9.04 years. The majority of participants were female (69.3%). In general, 18.9% of the participants had a low QWL, 66.8% had an average QWL, and 14.3% had a high quality of life. In addition, 11.1% of people had low organizational commitment, 77.1% had medium organizational commitment, and 11.8% had high organizational commitment. A statistically significant relationship was observed between the QWL and organizational commitment (P=0.001). Conclusion: The QWL and organizational commitment of employees were evaluated at moderate levels, and with the increase in the QWL, organizational commitment also increased. The managers of the university and health centers should pay more attention to the quality of their working life and provide measures to improve it to be able to increase the level of commitment and attachment of their employees.

Organizational commitment (X1), quality of work life (X2), job satisfaction (Y) and employee performance (Z) at the West Tanjung Jabung District Health Office, where organizational commitment is in the very good category, quality of work life is in the good category, satisfaction work and employee performance are in the high category. Organizational commitment has a significant effect on job satisfaction. Therefore, it can be concluded that organizational commitment (X1) partially has a significant influence on job satisfaction (Y). The quality of work life has a significant effect on job satisfaction. Therefore, it can be concluded that the quality of work life (X2) partially has a significant influence on job satisfaction (Z). Organizational commitment and quality of work life together influence job satisfaction. Therefore, it can be concluded that the results of testing organizational commitment and quality of work life simultaneously have a significant influence on job satisfaction. Organizational commitment has a significant effect on performance. Therefore, it can be concluded that organizational commitment (X1) partially has a significant influence on performance (Z). The quality of work life influences performance. Therefore, it can be concluded that the quality of work life (X2) partially has a significant effect on performance (Z). Organizational commitment and quality of work life together have a significant effect on performance. Therefore, it can be concluded that the test results are significant, which means organizational commitment and quality of work life simultaneously have a significant effect on performance. Job satisfaction has a significant effect on performance. Therefore, it can be concluded that job satisfaction (Y) partially has a significant effect on performance (Z).