عنوان انگلیسی مقاله:

Quality of Work Life: Scale Development and Validation

ترجمه عنوان مقاله: کیفیت زندگی کاری: توسعه مقیاس و اعتبار سنجی

رشته: رفتار سازمانی، اقتصاد

سال انتشار: 2016

تعداد صفحات مقاله انگلیسی: 17 صفحه

منبع: International Paper

نوع فایل: pdf

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چکیده انگلیسی مقاله

Abstract Quality of Work Life: Scale Development and Validation

Background: Nowadays Quality of Work Life is drawing more importance globally, organizations are facing many issues related to human resource of which, employee stability is one of the major problem and addressing it is a top most priority. Amongst various reasons for employee stability the Quality of Work Life is one among them. Quality of work Life is a multidimensional construct and it has been influenced by many variables. Objective: To develop a valid and reliable scale by considering the significant dimensions of Quality of Work Life of employees in Mechanical Manufacturing Small and Medium sized Enterprises (SMEs) in Karnataka, India Methodology:

A survey using a questionnaire was conducted among 1092 employees working in Mechanical Manufacturing SMEs. The data collected was subjected to principal component factor analysis with varimax rotation using SPSS16. Results and conclusion: The following nine significant dimensions were identified based on factor analysis: Work environment, Organization culture and climate, Relation and co-operation, Training and development, Compensation and Rewards, Facilities, Job satisfaction and Job security, Autonomy of work and Adequacy of resources. Further analysis revealed that, these nine dimensions together explained 82.24% of the total variance.

Keywords: Quality of Work Life, SMEs, QWL dimensions

مقدمه انگلیسی مقاله

Introduction Quality of Work Life: Scale Development and Validation

Quality of Work Life (QWL) can be defined as an extent to which an employee is satisfied with personal and working needs through participating in the workplace while achieving the goals of the organization. Louis and Smith (1990) research identified the importance of QWL in reducing employee’ turnover and employee well being impacting on the services offered.

Initially, QWL concept was used only for job redesigning process by considering social technical system approach, but gradually this concept was broadened by considering large interventions. Focusing on improving QWL to increase the contentment and satisfaction of employees can result in various advantages for both employees and organization. Through the effective implementation of interventions of QWL such as flexible time, job enrichment, job enlargement, autonomous work group culture, it is possible to enhance status of QWL in employees. These interventions ensure the full use of a worker’s potential by assuring greater involvement which makes the work more effective

and efficient by augmenting the quality. QWL also provides opportunities for active involvement of employees in decision making process. Human resource is an asset to the organization; an unsatisfied employee is the first enemy of the organization. To sustain in the competitive market, organizations have to maintain skilled employees. Employees have to be treated as an asset not liability and this is possible only through the humanized job design process, known as Quality of Work Life.

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