Abstract
<p style="text-align:justify">This research aimed to investigate relationships between quality of work life, burnout, school alienation, affective commitment and organizational citizenship behaviors. In this context, a model was proposed based on the literature review and the model was tested through structural equation model. The study group of the research consists of 314 volunteer teachers working in the state schools in Kilis in 2016-2017 academic years. The data was collected through work-related quality of life scale, burnout scale, school alienation scale, affective commitment scale and organizational citizenship behaviors scale. The analysis with descriptive, correlation, path and bootstrap methods were used to analyze the data. As a result of the analysis, it was found that teachers' perceptions for quality of work life have a negative effect on burnout and school alienation, whereas they have a positive effect on affective commitment. Besides, their perceptions for affective commitment have a positive impact on organizational citizenship behaviors. Another important result derived from the research is that teachers' perceptions for burnout and school alienation play partial mediation roles in the effect of their perceptions for quality of work life on affective commitment. Based on these results, it can be suggested that teachers' working conditions should be constantly improved.</p>
Highlights
Nowadays, the success of organizations and the realization of their own objectives depend on using of human resources effectively (Hersey, Blanchard & Johnson, 1998)
The data was collected through work-related quality of life scale, burnout scale, school alienation scale, affective commitment scale and organizational citizenship behaviors scale
As a result of the analysis, it was found that teachers' perceptions for quality of work life have a negative effect on burnout and school alienation, whereas they have a positive effect on affective commitment
Summary
The success of organizations and the realization of their own objectives depend on using of human resources effectively (Hersey, Blanchard & Johnson, 1998). Employees’ well-being is considerably affected by the job specifications and the quality of working conditions (Barnett & Brennan, 1998) Poor working conditions such as overworking, work overload and pressure, high labor demands, lack of control over work and lack of participation in decision making processes, low salary, lack of necessary materials, administrators' and colleagues' low support, overcrowded classes, unfair treatments and uncertain management approaches cause employees to experience uneasiness and stress and as a result of these conditions, their health is psychologically and physiologically impaired (Akar, 2017; Michie & Williams, 2003; Erjem, 2005; Ozturk, 2011; Asakura & Fujigaki, 1993; Iacovidas, Fountoulakis, Kaprins & Kaprins, 2003; Shain, 2008), thereby reducing their job performance, organizational commitment, general well-being and effectiveness and increasing absenteeism, interpersonal conflict and work alienation (Gallie 2005; Ozturk, 2011; Siu, 2003; Isikhan, 2004). The approach for quality of work life has been prominent to develop work environment (Akar & Ustuner, 2017; Akar, 2017)
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