摘要：This study examined the relationships among eight different dimensions of quality of work life (QWL),organizational commitment,and turnover intention.Cross-sectional survey data were collected from 254 employees who were working in the manufacturing firms in Bayan Lepas Free Industrial Zone,Penang,Malaysia.Both convenience sampling and snowball sampling techniques were applied to select the respondents.Using multiple regression analysis technique,this study revealed that adequate and fair compensation,opportunity for continued growth,security,social relevance of work life,social integration and work and total life space in the work organization are negatively related to turnover intention.Opportunity for continued growth,security and social relevance of work life and social integration in the work organization are found to be positively related affective commitment.Moreover,opportunity for continued growth,security and social relevance of work life arepositively related to continuance commitment.Adequate and fair compensation,opportunity for continued growth,security and social relevance of work life and social integration in the work organization are positively related to normative commitment.Besides,all commitment dimensions are found negatively related to turnover intention.Affective commitment and normative commitment partially mediate the relationship between quality of work life and turnover intention.The overall findings suggest the relative importance of different dimensions of QWL to get better employees’ outcomes in terms of commitment and retention.The present study expects more research on the relationship between QWL and employees’ outcomes.
关键词：This study examined the relationships among eight different dimensions of quality of work life (QWL),organizational commitment,and turnover intention.Cross-sectional survey data were collected from 254 employees who were working in the manufacturing firms in Bayan Lepas Free Industrial Zone,Penang,Malaysia.Both convenience sampling and snowball sampling techniques were applied to select the respondents.Using multiple regression analysis technique,this study revealed that adequate and fair compensation,opportunity for continued growth,security,social relevance of work life,social integration and work and total life space in the work organization are negatively related to turnover intention.Opportunity for continued growth,security and social relevance of work life and social integration in the work organization are found to be positively related affective commitment.Moreover,opportunity for continued growth,security and social relevance of work life arepositively related to continuance commitment.Adequate and fair compensation,opportunity for continued growth,security and social relevance of work life and social integration in the work organization are positively related to normative commitment.Besides,all commitment dimensions are found negatively related to turnover intention.Affective commitment and normative commitment partially mediate the relationship between quality of work life and turnover intention.The overall findings suggest the relative importance of different dimensions of QWL to get better employees’ outcomes in terms of commitment and retention.The present study expects more research on the relationship between QWL and employees’ outcomes.
