Work Life Quality and The Attaining of Organizational Commitment Across Different Generations : A Case Study of Office of The Permament Secretary Interior’s Officials

Abstract

The purposes of this research were (1) to identify and determine the extent of quality of work life and organizational commitment across different generations among the Office of the Permanent Secretary for Interior’s officials; (2) to make a comparison between the officials’ quality of work life and organizational commitment based on personal factors; (3) to examine the relationship between quality of work life and organizational commitment of the officials across different generations; and (4) to explore the effects of generational differences on the officials’ quality of work life and organizational commitment. The Samples of 228 respondents were drawn from the population. The research instrument was a survey questionnaire and use statistical analyses were performed using descriptive statistics, t-test, one-way ANOVA, Pearson product- moment correlation, and multiple regression analysis.  The results of the study revealed that (1) the overall mean of general quality of work life of the three generations were at the moderate level. The Baby Boomers and Generation X had significantly high levels of organizational commitment, but the Millennial Generation or Generation Y gained the moderate level; (2) personal factors including birth year, education level, monthly incomes, years of work experience, and sectors of work had significant effect on the levels of organizational commitment, but the other factors such as gender and job position showed no significant difference at the .05 level. With regards to the quality of work life, only two factors concerning years of work experience and sectors of work were significantly different at the .05 level; (3) there was a significant relationship between quality of work life and organizational commitment among those three generations at the .01 level; (4) at least one characteristic of each generation significantly affected the levels of organizational commitment and quality of work life at .05 level. However, Baby Boomer’s characteristics had no effect on the quality of work life.