Quality of work life and organizational commitment of the academic staff in Ethiopian universities

Abebe, Abraham; Assemie, Atalay

doi:10.1016/j.heliyon.2023.e15139

Cited by 20 publications

(14 citation statements)

References 50 publications

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“…The results of this study support the opinion of Afsar [ 100 ], who states that an employee with a higher quality of work life will have a positive attitude towards his organization, which will show a high commitment behavior to the organization. This empirical research also supports several previous studies showing that QWL is positively and significantly related to OC [ 3 , 22 , 28 , [37] , [38] , [39] , 69 ]. Organizational commitment can be improved through the quality of work-life factors such as employee development, participation, compensation, supervision, and work environment [ 101 ].…”

Section: Discussionsupporting

confidence: 90%

“…This is possible because transformational leaders can generate a high sense of self-confidence, commitment and loyalty from their subordinates and develop their leadership spirit [ 38 ]. Transformational leaders are potentially able to gain high levels of trust, admiration, motivation, commitment, loyalty, and performance from their subordinates (followers) [ 39 ], utilizing four dimensions: 1)individualized consideration, 2) intellectual stimulation, 3) Idealized influence, and 4) inspirational motivation.…”

Section: Literature Reviewmentioning

confidence: 99%

“…QWL is an effective way for HR to have resilience and satisfaction in the workplace so that HR is willing to contribute more amidst high competition between organizations [ 28 ]. An employee with a high QWL will have a positive attitude toward his organization, such as increasing the OC [ 3 , [37] , [38] , [39] ] and improving OCB [ 21 , 22 , 28 , 36 , 40 ].…”

Section: Introductionmentioning

confidence: 99%

See 2 more Smart Citations

The mediating role of quality of work life and organizational commitment in the link between transformational leadership and organizational citizenship behavior

Hermanto,

Srimulyani,

Pitoyo

2024

Heliyon

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Section: Discussionsupporting

confidence: 90%

Section: Literature Reviewmentioning

confidence: 99%

Section: Introductionmentioning

confidence: 99%

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The mediating role of quality of work life and organizational commitment in the link between transformational leadership and organizational citizenship behavior

Hermanto,

Srimulyani,

Pitoyo

2024

Heliyon

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“…The nation's demographics and history have shaped its sociocultural fabric, making organizational management challenging. Work-life balance is challenging yet vital in the service industry owing to variable hours, deadlines, and customer engagement (Abebe & Assemie, 2023). Due to apartheid and socioeconomic imbalance, South African 􀅫irms must encourage employee well-being.…”

Section: Literature Reviewmentioning

confidence: 99%

Work-life balance and employee productivity: Intervention in service organizations

Katsamba

2023

J. adm. bus. stud.

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This research explores the intricate relationships among work-life balance, employee productivity, employee engagement, and family-supportive supervisor behavior within the context of service organizations in South Africa. The study seeks to inform organizational practices, policies, and leadership strategies tailored to the unique challenges and opportunities in the South African service sector by investigating how these components interconnect. The research employs a mixed-methods approach, combining a comprehensive literature review with qualitative data collection through semi-structured interviews. Thematic analysis is applied to the literature review, identifying key themes and concepts across existing research. Twelve in-depth interviews with experts in the 􀅫ield provide qualitative data, utilizing a semi-structured interview guide to explore real-world experiences and perspectives. This dual-method approach enables a holistic understanding of the variables under investigation, allowing for both a synthesis of existing knowledge and fresh insights from industry experts. Organizational policies and continual connectedness affect work-life balance impressions, which are subjective. Transformational leadership boosts staff productivity, demonstrating the link between leadership, well-being, and teamwork. The study acknowledges generational disparities in employee engagement preferences and how technology shapes virtual engagement techniques. In remote work, family-supportive supervisors demonstrate the necessity for adaptability. These 􀅫indings provide practical and theoretical guidance to help 􀅫irms design strategies that match the complexity of the South African service industry. Organizational policies, leadership development, and family-friendly workplaces promote a balanced, engaged, and productive workforce.

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“…Multiple workplace roles undertaken by university academics, coupled with pressures from the organization and the community, are often considered significant factors that impact their perceived work-life balance satisfaction. This, in turn, influences their overall occupational attitudes, including job satisfaction, organizational commitment, and their intention to leave the organization [ 23 ].…”

Section: Introductionmentioning

confidence: 99%

The intention to leave among academics in Iran: an examination of their work-life quality and satisfaction

Ghahramanian,

Bagheriyeh,

Aghajari

et al. 2024

BMC Nurs

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Background Despite the importance of faculty retention, there is little understanding of how demographic variables, professional and institutional work-life issues, and satisfaction interact to explain faculty intentions to leave. This study aimed to investigate the intention to leave among academics and their Work-Life Quality and Satisfaction. Methods This is a descriptive cross-sectional study conducted by 8 faculties affiliated to Urmia University of Medical Sciences located in Urmia, West Azarbaijan province, Iran. The participants in the study were 120 faculty members from Nursing and Midwifery, Medicine, Allied health professions, and Health management and medical information faculties. The Work-Life Quality and Satisfaction scale, and the intension to leave scale were used for data collection. Uni- and multivariable linear regression analyses were employed to determine predictors of the intention to leave (P-values < 0.05). Results The mean scores of all dimensions of Work-Life Quality and Satisfaction scale, and intention to leave were in an average level. There is a negative correlation between Work-Life Quality and Satisfaction subscales, along with demographic factors, and the intention to leave (P < 0.05), while multivariate analysis showed that work experience and Discipline were significant independent predictors of intention to leave (P < 0.05). Conclusions In order to improve education in universities, it is necessary to pay attention to the conditions of creating job satisfaction in academics. Considering the high intention to leave among Nursing lecturers, without sufficient support of nursing schools in terms of human resources, it may suffer by the lack of academic staff; eventually the quality of education will reduce in undergraduate nursing in the long term.

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Quality of work life and organizational commitment of the academic staff in Ethiopian universities

Cited by 20 publications

References 50 publications

The mediating role of quality of work life and organizational commitment in the link between transformational leadership and organizational citizenship behavior

The mediating role of quality of work life and organizational commitment in the link between transformational leadership and organizational citizenship behavior

Work-life balance and employee productivity: Intervention in service organizations

The intention to leave among academics in Iran: an examination of their work-life quality and satisfaction

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