Quality of work life and organizational commitment among lecturers of higher learning institutions in Kota Kinabalu
This is a correlational research and was carried out to examine the nature of relationships between the perceived presence of quality of work life (QWL) factors and organizational commitment using samples from lecturers in Kata Kinabalu, Sabah. Lecturers from private and public higher learning insti...
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| Format: | Thèse |
| Langue: | anglais anglais |
| Publié: |
2004
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| Accès en ligne: | https://eprints.ums.edu.my/id/eprint/45260/1/24%20PAGES..pdf https://eprints.ums.edu.my/id/eprint/45260/2/FULLTEXT..pdf |
| Résumé: | This is a correlational research and was carried out to examine the nature of relationships between the perceived presence of quality of work life (QWL) factors and organizational commitment using samples from lecturers in Kata Kinabalu, Sabah. Lecturers from private and public higher learning institutions were selected to participate in this study. A total of 415 sets of questionnaires were distributed to the selected institutions, and 249 were managed to be collected representing a response rate of 60% and used for statistical analysis. A QWL measure consisting of seven factors: growth and development, participation, physical environment, supervision, pay and benefits, social relevance, and workplace integration was developed based on Walton's (197 4) conception. The three-component model and measure of organizational commitment developed by Allen and Meyer (1990) was adopted in this study. Results of regression analysis indicated that not all the seven factors of QWL were significantly correlated to the dimensions of the organizational commitment. Both the moderating factors: length in service and age also had no bearing on the types of organizational commitment. Interestingly, the correlation between pay and benefits and affective commitment was moderate, correlation with normative commitment was weak and correlation with continuance commitment was non-significant among all the lecturers. Implication and suggestions for further research are also discussed. It is hoped that this research will benefit the human resource management practices in both the private and public higher learning institutions around the country. |
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