Abstract
This study aims to examine the impact of quality of work life on organizational commitment and further to explore the moderating role of personal attributes (gender, age, and education level) on the relationship between quality of work life programs and organizational commitment. Using a sample of 1229 from a leading DIY retailer in Taiwan, this study achieves some meaningful conclusions. The programs of QWL have significant and positive impact on employees’ organizational commitment. Additionally, the effects of QWL practices on organizational commitment for different groups are distinctive. For example, the dimensions of QWL such as ‘promotion and career development’, ‘job characteristics’, ‘training and learning’ and ‘leadership quality’ have greater influence on male employees’ organizational commitment than that of female. On the other hand, the dimensions of ‘benefits’ and ‘salary and bonus’ have greater influence on female employees’ organizational commitment than male. The findings of this research provide managers a meaningful decision choice on QWL program design to get a better organizational commitment outcome.
Recommended Citation
Tung-Chun, Huang
(2008)
"The Relationship of Quality Work Life Programs and Organizational Commitment: The Moderating Effects of Personal Traits,"
Journal of the North American Management Society: Vol. 2:
No.
1, Article 4.
Available at:
https://thekeep.eiu.edu/jnams/vol2/iss1/4