An Analysis of Quality of Work Life (QWL) and Career- Related Variables

Abstract

Abstract:The aim of this study was to determine the level and relationship between qualities of work life (QWL) with career-related variables. The sample consists of 475 executives from the electrical and electronics industry in the free trade zones in Malaysia for both the multinational corporations (MNCs) and the small-medium industries (SMIs). The selection of respondents using stratified random sampling technique involves a complete list of industrial firms registered with Malaysian Industrial Development Authority (MIDA). Construct validity and discriminant validity were conducted on the instruments. Three exogenous variables were studied. The result indicates that the three exogenous variables are significant: career satisfaction, career achievement and career balance with 63% of the variance in QWL. The respondents appeared to be satisfied in respect to the level of QWL (49.5%), career achievement (70.3%), career satisfaction (63.8%), but less so for career balance (36.6%). These findings contribute to an understanding of ways by top management in attempts to attain a career fit between the needs of the employees and the needs of the organization. The role QWL plays in organizations is an understudied issue. The present study opens an avenue for more studies in this direction.

The mediating effect of quality of work life on the relationship between career development and psychological well-being

“…First, the effectiveness of career development will be obtained if the career development activities carried out jointly between the workers, employers and organizations. Workers, who have a positive perception of career development and supported by the organization, tend to have high motivation to achieve the goals (Rose et al, 2006). Thus, workers who are satisfied with the job and his career will be loyal to the organization and work to improve profitability and productivity of the organization.…”

“…Attitude of employees will increase and so will make employees more committed to the organization (Fuller, Barnett, Hetse, & Relyea, 2003). Study conducted by Rose, Beh, Uli, and Idris (2006) found that career satisfaction; career achievement and career balance was significantly correlated with the quality of work life. Workers get training and development opportunities by allowing them to improve their skills and be able to express attitudes and roles in the organization.…”

Untitled

“…Independentemente das divergências existentes no que respeita à sua conceptualização parece haver um certo consenso relativamente ao facto de ser um constructo amplo e subjetivo, que lida com o bem-estar do indivíduo em relação ao seu trabalho (Pereira, Teixeira, & Santos, 2012). Que inclui de forma complexa a saúde física da pessoa e as tarefas que esta desempenha, o ambiente físico e social em que se insere, o estado psicológico, o nível de independência, as relações sociais, as crenças e convicções pessoais e a relação com os aspetos importantes do meio ambiente (Pinto, Macedo, & Dias, 2013;Roan & Diamond, 2003;Rose, Beh, Uli, & Idris, 2006).…”

Quality of Work Life and Job Satisfaction Among Employees of Health Centers in Ahvaz, Iran

“…The concept of quality of work life (QWL) was first discussed in the late 1960s (2). This range of theoretical concepts aimed at modifying the organizational problems.…”