Role of Quality of Work Life in Determining Employee Engagement and Organizational Commitment in Telecom Industry

Abstract

The value that Quality of work life (QWL) brings to the workplace has long been established by several scholars, however, the impact of QWL on engagement and commitment levels of employees remains under investigated. The present empirical study is devoted to explore the quality of work life in telecom industry and examine its association with employee engagement and organization commitment. The data collected from a random sample of 312 employee working in Telecom industry of Saudi Arabia, was analysed through Descriptive statistics and Structural Equation Modeling (SEM). Evidence supports the significant relationship of quality of work life and organizational commitment, however, there is a weak link of quality of work life with employee engagement. This is the first study to explore the relationship among three important constructs of workplace; quality of work life, organizational commitment and employee engagement. Therefore, the study significantly contributes to the extant literature on Quality of work life.

Effect of Saudi nurses’ perceived work-life quality on work engagement and organizational commitment

“…Between the quality of work-life and work engagement, the most relevant study was Alsadah's (2017) comparison of nurses' work engagement with work-life quality, and the finding that dedication was the primary factor in this case. However, the study of Sahni (2019); in the telecom industry, could not find a strong correlation between the quality of work-life and employee engagement. These results corresponded to the lack of a statistical relationship for this study.…”

“…First, the quality of work-life measure and organizational commitment was not found as a prominent research subject for the Saudi public sector, however, BinBakr and Ahmed's (2018) contribution was noted above. In the Saudi telecom industry (private sector), Sahni (2019) found a significant relationship between quality of work-life and organizational commitment. Prior to these, Almarshad (2015) used these measures generally among the public and private Saudi workforce, finding that both quality of worklife and organizational commitment, as expected, were higher in the public sector.…”

Pengaruh Quality of Work Life Terhadap Work Engagement Pada Pegawai Negeri Sipil (Pns) Yang Belum Menikah

“…Pada aspek development using human capacity, organisasi perlu menyediakan sarana untuk pegawai agar mereka mampu bekerja dan berkontribusi dengan maksimal untuk pencapaian tujuan organisasi. Jika organisasi mampu membuktikan bahwa setiap pegawai berkontribusi penting bagi organisasi dan pencapaian tujuannya, dapat meningkatkan self-esteem pegawai (Sahni, 2019). Self-esteem membuat pegawai merasakan kepuasan yang lebih besar dengan potensi dan keterampilan yang mereka miliki.…”

“…Pegawai akan merasa bangga dan menilai bahwa pekerjaan adalah sesuatu yang bermakna. Pekerjaan yang bermakna dapat memberikan stimulus pribadi yang lebih besar dalam keterikatan pegawai (Sahni, 2019). Bahkan jika mereka merasa lelah, keterlibatan pada pekerjaan akan digambarkan sebagai keadaan yang menyenangan karena berhubungan dengan suatu pencapaian (Gokhale, 2015).…”

“…Ketika hal tersebut terpenuhi, PNS yang pada umumnya masih diusia muda ini akan merasakan bahwa ia memiliki kontribusi penting bagi instansi. Jika organisasi mampu membuktikan bahwa setiap pegawai berkontribusi penting bagi organisasi dan pencapaian tujuannya, maka dapat meningkatkan self-esteem pekerja (Sahni, 2019). Hal inilah yang dapat mendorong pegawai terikat (engaged) pada pekerjaannya.…”