The Relationships between Quality of Work Life, School Alienation, Burnout, Affective Commitment and Organizational Citizenship: A Study on Teachers

Abstract

This research aimed to investigate relationships between quality of work life, burnout, school alienation, affective commitment and organizational citizenship behaviors. In this context, a model was proposed based on the literature review and the model was tested through structural equation model. The study group of the research consists of 314 volunteer teachers working in the state schools in Kilis in 2016-2017 academic years. The data was collected through work-related quality of life scale, burnout scale, school alienation scale, affective commitment scale and organizational citizenship behaviors scale. The analysis with descriptive, correlation, path and bootstrap methods were used to analyze the data. As a result of the analysis, it was found that teachers' perceptions for quality of work life have a negative effect on burnout and school alienation, whereas they have a positive effect on affective commitment. Besides, their perceptions for affective commitment have a positive impact on organizational citizenship behaviors. Another important result derived from the research is that teachers' perceptions for burnout and school alienation play partial mediation roles in the effect of their perceptions for quality of work life on affective commitment. Based on these results, it can be suggested that teachers' working conditions should be constantly improved.

Modeling the Relationship Between Occupational Accidents, Work-Family Conflict, and Quality of Work-Life in Emergency Room Nurses

“…Quality of work-life means creating a work environment in which nurses feel safe and happy, their personal and professional needs are met, they are satisfied with the work and living environment [3]. Quality of work-life also refers to the value and dignity of employees in the organization, their greater participation in the decisionmaking process, reducing family and work conflict, and creating an interaction between quality of work-life and E employees' work environment [4].…”

Quality of Work-life of Iranian Police Officers in the Year 2020: A Descriptive Study

“…Maintaining a favorable QWL is possible only when employees' job expectations are matched with the needs of their personal life and they are satisfied with their work and worklife (38). Some studies have also shown that the QWL can increase the employees' organizational commitment, job satisfaction (39,40), emotional commitment (39), job performance, and life satisfaction (14) while it significantly decreases intention to leave, job burnout (39), and job stress (41). However, in a study on military state police officers, no association was found between the QWL and employees' self-efficacy (24).…”

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

“…Given those constraints, Al-Shawabkeh and Hijjawi (2018) used organizational performance as the dependent variable in a Jordanian university and the independent variable as 'quality of work-life', comprising working conditions and leadership. Akar (2018) similarly employed a work-related quality of life scale with a large number of input variables adapted for Turkish use in an education setting. In this study quality of work-life is considered as a mediator (is the variable that causes mediation in the dependent and the independent variables), work engagement is an independent variable and organizational commitment as the dependent variable.…”