Influence Of Quality Of Work Life On Company And Union Commitment

Impact of the Quality of Work-Life on Organizational Commitment: A Comparative Study on Academicians Working for State and Foundation

“…The studies conducted on the antecedents of organizational commitment have revealed that employees' commitment-related behaviors towards their organization is closely related to personal characteristics such as age, gender, marital status and level of education (Steers 1977;Angle and Perry 1981;Mathieu and Zajac 1990;Allen and Meyer 1990;Meyer and Allen 1997), to work-related conditions such as job security, income level, career opportunities, total years in the organization, years in the current position and cadre (Steers 1977;Mathieu and Zajac 1990;Lok and Crawford 2001;Cohen 1993;Meyer and Allen 1997;Yousef 1998), to job satisfaction (Steers 1977;Mathieu and Zajac 1990;Mottaz 1987;Lok and Crawford 2001), to quality of work-life (Lee et al 2007;Sirgy, et al 2001;Efraty and Sirgy 1990;Efraty et al 1991;Roehling et al 2001;Sirgy et al 2008;Fields and Thacker 1992), and perceived organizational support (Eisenberger et al 1990;Shore and Wayne 1993;Ortiz 2010;Rhoades and Eisenberger 2002;Ozdevecioglu 2003;Behson 2002;Meyer et al 2002).…”

“…Relationship between employees' quality of work-life and their organizational commitment, and particularly the fact that the quality of work-life has a significant impact on organizational commitment, has been found out in many studies (Fields and Thacker 1992;Efraty and Sirgy 1990;Anuradha and Pandey, 1995;Sirgy et al 2001;Lee et al 2007;Koonmee and Virakul 2007;Huang et al 2007;Roehling et al 2001;Sirgy et al 2008). Stating that "Responding to the needs of an employee results in a powerful sense of belonging by the employee towards his organization", Rhoades and Eisenberger (2002) emphasize the quality of work life, which occurs as a result of responding to various needs of employees, is one of the most important antecedents of organizational commitment.…”

“…Improving employees' efficiency gets through improving working conditions as well as employees' integrating themselves with the organization. Several studies reveal that the quality of work-life do influence employees' organizational behaviors such as organizational identity, organizational commitment, job satisfaction and work performance (Fields and Thacker 1992;Efraty and Sirgy 1990;Anuradha and Pandey, 1995;Sirgy et al 2001;Lee et al 2007;Koonmee and Virakul 2007;Huang et al 2007;Roehling et al 2001;Sirgy et al 2008).…”

Perceived support in a dual organizational environment: Union participation in a university setting

“…To date, there has been no explicit examination of how perceptions of organizational support influence behavior in a context where employee commitments are potentially at odds with one another. Much of the research in union settings has focused on how administration or management actions influence union commitment (Angle & Perry, 1986;Conlon & Gallagher, 1987;Fields & Thacker, 1992;Magenau, Martin, & Peterson, 1988) or union loyalty (Iverson & Kuruvilla, 1995;Martin & Sinclair, 2001). Other studies look exclusively at properties of the union or its organizers (e.g., Houghton, 2000;Sinclair & Tetrick, 1995;Tetrick, Shore, McClurg, & Vandenberg, 2007;Zalesny, 1985).…”

Employee involvement and group incentives in manufacturing companies: a multi‐level analysis

“…Many studies have found that employee involvement is significantly correlated with organisational commitment or its predictors (e.g. Rhodes and Steers, 1981;Fields and Thacker, 1992;Mayer and Schoorman, 1998).…”