Academic Thesis for Master's Degree
Field: Public Administration
Winter 1991
Abstract
The main goal of this research is to determine the relationship between the quality of work life (fair and adequate pay, safe and healthy work environment, provision of opportunities for continuous growth and security, rule of law in the organization, social dependence of work life, general life atmosphere, integration and social cohesion in the work organization and development of human capabilities) and Organizational commitment of National Bank employees It is Gilan province.
Descriptive research method is correlation type. The statistical population is all the employees of National Bank of Gilan province in 2010-2019, 210 of them were selected and distributed among them through stratified random sampling according to the size. Walton's two standard questionnaires of the quality of working life, which included 32 questions based on the Likert scale, and Allen and Mehir's organizational commitment questionnaire, which included 24 questions based on the Likert scale, were used. The validity of the questionnaire was confirmed by adapting it from reliable scientific sources and the review of supervisors and consultants, and its reliability was also checked through a preliminary study and by 20 people selected from the main population. Using Cronbach's alpha, the reliability of the quality of work life questionnaire was calculated as 0.84 and the reliability of the organizational commitment questionnaire was calculated as 0.87. The information obtained in this research has been analyzed using descriptive statistics (calculation of frequency, percentage, graph drawing and tabulation) and inferential statistics (multivariate regression analysis test and Pearson's correlation coefficient test). The results of this research show that:
1- There is a positive and meaningful relationship between the quality of work life and the organizational commitment of employees. And among the components of the quality of work life, the components of fair and adequate pay, the safe and healthy work environment and the general life environment can be the best predictors of the organizational commitment of bank employees. 2- There is a positive and meaningful relationship between fair and adequate pay and the organizational commitment of employees. 3- There is a positive and meaningful relationship between the safe and healthy work environment and the organizational commitment of employees. 4- There is a positive and meaningful relationship between the provision of opportunities for continuous growth and security and the organizational commitment of employees. 5- There is a positive and meaningful relationship between legality in the organization and the organizational commitment of employees and 6- There is a positive and significant relationship between the social dependence of working life and organizational commitment of employees. 7- There is a positive and meaningful relationship between the general atmosphere of life and organizational commitment of employees. 8- There is a positive and significant relationship between social integration and organizational commitment of employees. 9- There is a positive and meaningful relationship between the development of human capabilities and the organizational commitment of employees.
Keywords: quality of work life - organizational commitment - National Bank employees.
Chapter 1
General research
-1 Introduction
Today's society is an organizational society[1]. Children are born in organizations called nurseries, spend most of their growing years in organizations called schools, and after graduating from school, most of them work in government, commercial, educational, or industrial organizations. Nowadays, a major part of our lives is spent in organizations or in connection with organizations (Alegh Band, 1377, p. 32).
Given that employees are considered one of the most important capitals in any organization and paying attention to their needs and desires can significantly contribute to increasing the organization's efficiency, as well as not paying attention to them. It can cause a lot of resources to be wasted in the organization. Therefore, if an organization wants to reach its goals, it should firstly pay attention to its main input, i.e., human resources. Therefore, until the emotional and psychological needs of employees are not met, they will never feel fully committed to the organization. It is not enough to only commit employees to the organization, but they must always maintain their commitment to the organization.
Studies show that the psychological needs of employees in the organization will be met through the use of quality of work life techniques (Pluk, 1993, pp. 42-36). have been specialized, it will lead to a decrease in the performance and productivity of employees (Herik, 1981, quoted by Allameh, 2018, p. 81).
Quality of working life tries to respond to the needs of businesses that are increasingly alienated from themselves. The quality of work life is responsible for the movement of organizational development towards the lower levels of the organizational hierarchy (Harvey and Brown, 2017, p. 62). With the above attitude and knowing the importance of human resources in the continuity of activity and the growing movement of organizations, the examination of the human resource status of an economic unit called a bank in various dimensions is of special importance, because it can largely determine and determine the way of its activity and continuity in the future, and it is obvious that in such Organizational, continuous improvement of performance and processes is provided through human resources; whose main effect will be more durability in the competitive market.
1-2 statement of the problem
The issue of quality of work life and organizational commitment are important and basic categories in today's organizational behavior. Organizations as a system, for their goals and survival, need the coordination and efficiency of their sub-systems, one of the most important of these sub-systems is human power, and paying attention to it is considered one of the most important priorities of the organization. Adequate attention to human resources has caused many of their talents to blossom and prevents problems for the organization and management.
Today, there are many organizations that provide integrated service systems and benefits to employees, which include family benefits. Nowadays, people have spent a huge part of their lives in adulthood, to get higher education degrees, jobs and success in life. They have even delayed the formation of their family life. These people may be valuable forces for their organization, but trying to deal with work/family problems while focusing on career and work can reduce their effectiveness in the workplace. When employees are committed to their organization, they identify with it and are loyal to it (Roth, 2000, p.51). And after that it was done, the problems caused by the complex human factor from the organization, under the title of quality of work life [2], have been noticed, which is to examine the real conditions related to the work and the work environment of an organization
The quality of work life program includes any improvement in organizational culture that supports growth and excellence in the organization (Philpo, 1987, p. 412). The quality of work life in the organization is essential to attract and retain employees. It is difficult to separate and determine what characteristics affect the quality of working life. Sometimes the quality of work life includes many concepts, one of these concepts is the employees' perception of work and non-work life (Jay Nessaraji, 2006, p. 35).
Organizations can make them commit to the organization by meeting the basic needs of employees, establishing mutual trust between themselves and them, and creating a suitable organizational culture. Commitment and adherence can have multiple positive consequences, employees who have commitment and adherence are more disciplined in their work. They stay longer in the organization and work more. Managers must maintain the commitment and adherence of employees to the organization, and for this they must be able to increase the commitment and adherence by using the participation of employees in decision-making and providing an acceptable level of job security for them (Moorhad, translation of Elwani and Mimarzadeh, 1374, p. 75). (normative) in the organization can have a significant effect on the level of interest, job satisfaction, willingness to stay, leaving the service and the performance of the organization.
The importance of human power in advancing the affairs of a society is so great that it can be considered the most effective pillar of scientific, cultural and economic developments in a country. The bank is one of the most important economic units of the society, which reflects these developments. The implementation of plans and programs to provide the necessary services of banks is influenced by the manpower working in the bank, and in order to achieve the desired goals, appropriate and efficient manpower is needed.