Quality Of Life at Work Corporate Culture and Happiness at Work that Affects the Performance of Employees of the Housing Bank, Head Office

Abstract

This independent study aimed to examine the influence of quality of work life, organizational culture, and workplace happiness on job performance among employees at the Government Housing Bank (GHB) Head Office. A quantitative research method was employed, using a structured questionnaire to collect data from 339 purposively selected employees. The independent variables included eight dimensions of quality of work life based on Walton's model, three types of organizational culture from Cooke and Lafferty, and four aspects of workplace happiness adapted from Manion’s framework. Job performance was assessed based on Peterson and Plowman's indicators.

The data were analyzed using descriptive statistics and multiple regression analysis.   The findings revealed that all three factors had statistically significant effects on job performance at the 0.05 level. Specifically, workplace happiness had the highest predictive power (R² = 0.583), followed by quality of work life (R² = 0.278) and organizational culture    (R² = 0.134). Within these factors, interpersonal relationships, work-life balance, and social contribution were the most influential elements of quality of work life, while the constructive organizational culture was the only culture type with a significant impact. In terms of workplace happiness, interpersonal connections, love for the job, recognition, and achievement were all positively correlated with performance.

The study highlights the importance of fostering a supportive work environment, promoting a constructive organizational culture, and enhancing employees' emotional well-being to improve organizational effectiveness and sustainability.