BackgroundThe quality movement in health care has recognized better quality of work life (QWL) of employees as an important rubric for a health care organization's performance. Health care employees are the front lines of the health care delivery system. However, studies on the QWL of private health care unit's employees are limited.
MethodologyThis research investigates the relationship between QWL, organizational performance (OP) and employee commitment (EC). A self-designed questionnaire was distributed to 300 health care employees. Out of which only 205 valid responses were received resulting in a response rate of 68 per cent from the survey. The data were analyzed using SPSS 20.
ResultsThe findings show that EC acts as a partial and a significant mediator in the relationship between QWL and OP. Mediation analysis was also conducted for each dimension of QWL, EC and OP to reinforce the results.
Conclusions and RecommendationsFindings can be used by health care units' managers and policy makers to design and implement appropriate initiatives to improve QWL. Better QWL is the key to attract and retain qualified and motivated employees and can possibly lead to enhanced quality of services in health care organizations.
Purpose
The purpose of the paper is to explore the relationship between workplace empowerment and employee commitment with quality of work life (QWL) as a mediator in the case of private healthcare employees in India.
Design/methodology/approach
The study used a structured questionnaire to collect primary data from 279 employees of private healthcare units in India. AMOS 20 was used to analyse the data.
Findings
Results of data analysis confirm that the proposed hypotheses of the study were significant. Structural equation modelling revealed a best-fit model that demonstrated QWL to be a significant partial mediator between workplace empowerment and employee commitment.
Practical implications
This work provides a pragmatic view about the action mechanism through which workplace empowerment can aid in generating commitment among healthcare employees. The paper also offers insights for healthcare managers, administrators and practitioners.
Originality/value
The research is an attempt to integrate the employees as the core long-term assets of the healthcare system. The study establishes the triadic and symbiotic alliance of workplace empowerment, QWL and employee commitment in the novel context of healthcare.
Purpose
– The purpose of this paper is to examine the predictors of perceived quality of work life (QWL) by accentuating on human resource interventions in healthcare units.
Design/methodology/approach
– Primary data were accumulated from 158 health care employees through a structured questionnaire from healthcare organisations in India. Statistical analysis was done using tools like factor analysis and multiple regression analysis by using SPSS (version 20).
Findings
– A total of 18 independent variables was used in the study, only four factors were extracted specifically work life balance, communication, teamwork and empowerment were found to be significant predictors of perceived QWL. The proposed hypotheses for this study are significant.
Research limitations/implications
– This work provides a pragmatic view about the compendium of human resource interventions pivotal for better QWL in healthcare organisations. The survey also offers insights to healthcare managers, administrators and practitioners for implementing these interventions.
Originality/value
– This work clearly reflects on the relationship of HR intervention and QWL in the new context of health care.
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