Abstract
The purpose of this study was to measure the level of quality of work life (QWL) among hospital employees in Iran. Additionally, it aimed to identify the factors that are critical to employees' QWL. It also aimed to test a theoretical model of the relationship between employees' QWL and their intention to leave the organization. A survey study was conducted based on a sample of 608 hospital employees using a validated questionnaire. Face, content and construct validity were conducted on the survey instrument. Hospital employees reported low QWL. Employees were least satisfied with pay, benefits, job promotion, and management support. The most important predictor of QWL was management support, followed by job proud, job security and job stress. An inverse relationship was found between employees QWL and their turnover intention. This study empirically examined the relationships between employees' QWL and their turnover intention. Managers can take appropriate actions to improve employees' QWL and subsequently reduce employees' turnover.
Highlights
The purpose of this study was to measure the level of quality of work life (QWL) among hospital employees in Iran
It aimed to explore the relationship between QWL and turnover intention among hospital employees
More than half of the selected hospital employees who were not included in the employees had incomes of less than 3,000,000 Rials
Summary
The purpose of this study was to measure the level of quality of work life (QWL) among hospital employees in Iran. It aimed to test a theoretical model of the relationship between employees’ QWL and their intention to leave the organization. An inverse relationship was found between employees QWL and their turnover intention. Conclusion: This study empirically examined the relationships between employees’ QWL and their turnover intention. A more attractive environment and a high quality of work life (QWL) are critical to attract and retain qualified healthcare professionals. Quality of work life is a multi-dimensional concept It covers employees’ feelings about the job content, the physical work environment, pay, benefits, promotions, autonomy, teamwork, participation in decision-making, occupational health and safety, job security, communication, colleagues and managers support and work-life balance [27]
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