Quality of Work Life Affecting the Engagement of Support Service Employees in a Private Hospital
Keywords:
Quality of Work Life, Employee Engagement, Support Service Staff, Private Hospital, Healthcare ManagementAbstract
This study aimed to investigate the quality of work life and organizational commitment of support service employees in a private hospital. The objectives were: (1) to examine the quality of work life; (2) to assess levels of organizational commitment; (3) to compare commitment across demographic variables; and (4) to analyze the influence of work life quality on commitment. Data were collected from 60 employees using a structured questionnaire, with a 100% response rate. Descriptive statistics (percentage, mean, standard deviation), t-test, One-Way ANOVA, and multiple regression analysis were employed.
Findings revealed that most respondents were male (85%), aged 31–40 years (35%), married (52%), with high school/vocational education (51%), over 15 years of work experience (36%), and in operational positions (93%). Overall quality of work life was rated high (M = 4.22), with the highest scores for socially beneficial work characteristics (4.38) and work–life balance (4.33). Organizational commitment was also high (M = 4.45), particularly the desire to remain with the organization (4.46). Gender differences significantly influenced commitment (p < 0.05). Three aspects of work life quality significantly predicted commitment: opportunities for skill development (p = 0.010), organizational democracy (p = 0.047), and socially beneficial work characteristics (p = 0.012).
Recommendations include promoting socially oriented activities, such as ethics training and community engagement, to strengthen pride in the organization. Flexible scheduling, appropriate leave policies, family-oriented organizational culture, fair and transparent compensation, and greater employee participation in decision-making are also encouraged. These strategies can foster sustainable organizational commitment among support service staff.
References
Bakker, A. B., & Demerouti, E. (2008). Towards a model of work engagement. Career Development International, 13(3), 209–223. doi:10.1108/13620430810870476
Bureau of Labor Statistics. (2020). Healthcare occupations - Job openings & labor turnover survey. Washington, DC: U.S. Department of Labor.
Christian, M. S., Garza, A. S., & Slaughter, J. E. (2011). Work engagement: A quantitative review and test of its relations with task and contextual performance. Personnel Psychology, 64(1), 89–136.
Ghoddoosi-Nejad, D., Baghestan, E. B., Janati, A., Imani, A., & Mansoorizadeh, Z. (2015). Investigation of relationship between quality of working life and organizational commitment of nurses in teaching hospitals in Tabriz in 2014. Iranian Journal of Public Health, 8(Spec Iss 4), 262–269. https://pubmed.ncbi.nlm.nih.gov/28316742
Grant, A. M. (2008). The significance of task significance: Job performance effects, relational mechanisms, and boundary conditions. Journal of Applied Psychology, 93(1), 108–124. doi:10.1037/0021-9010.93.1.108
Herzberg, F. (1968). One more time: How do you motivate employees? Harvard Business Review, 46(1), 53–62.
Hom, P. W., Lee, T. W., Shaw, J. D., & Hausknecht, J. P. (2017). One hundred years of employee turnover theory and research. Journal of Applied Psychology, 102(3), 530–545.
Maslow, A. H. (1943). A theory of human motivation. Psychological Review, 50(4), 370–396. doi:10.1037/h0054346
Meyer, J. P., & Allen, N. J. (1997). Commitment in the workplace: Theory, research, and application. Thousand Oaks, CA: Sage.
Mosadeghrad, A. M., Ferlie, E., & Rosenberg, D. (2011). A study of relationship between job stress, quality of working life and turnover intention among hospital employees. Health Services Management Research, 24(4), 170–181. doi:10.1258/hsmr.2011.011009
Mowday, R. T., Porter, L. W., & Steers, R. M. (1984). Employee-Organization linkages: The psychology of commitment, absenteeism, and turnover. Contemporary Sociology a Journal of Reviews, 13(1), 90. doi:10.2307/2068333
Powell, G. N., & Mainiero, L. A. (1992). Cross-Currents in the River of Time: Conceptualizing the complexities of women’s careers. Journal of Management, 18(2), 215–237. doi:10.1177/014920639201800202
Rich, B. L., Lepine, J. A., & Crawford, E. R. (2010). Job Engagement: Antecedents and effects on job performance. Academy of Management Journal, 53(3), 617–635. https://doi.org/10.5465/amj.2010.51468988
Saks, A. M. (2006). Antecedents and consequences of employee engagement. Journal of Managerial Psychology, 21(7), 600–619. doi:10.1108/02683940610690169
Scanlan, J. N., & Still, M. (2019). Relationships between burnout, turnover intention, job satisfaction, job demands and job resources for mental health personnel in an Australian mental health service. BMC Health Services Research, 19(1), 62. doi:10.1186/s12913-018-3841-z
Sirgy, M. J., Efraty, D., Siegel, P., & Lee, D. (2001). A new measure of quality of work life (QWL) based on need satisfaction and spillover theories. Social Indicators Research, 55(3), 241–302. doi:10.1023/a:1010986923468
Suphapitch, S. (2017). Factors influencing job engagement and organizational commitment among personnel who care for persons with disabilities (Master’s thesis). Retrieved from http://repository.nida.ac.th/handle/662723737/4496
Vroom, V. H., & Jago, A. G. (2007). The role of the situation in leadership. American Psychologist, 62(1), 17–24. doi:10.1037/0003-066x.62.1.17
Walton, R. E. (1973). Quality of work life: What is it? Sloan Management Review, 15(1), 11–21.
Yamane, T. (1967). Statistics: An introductory analysis (2nd ed.). New York, NY: Harper & Row.
Zhao, X., Sun, T., Cao, Q., Li, C., Duan, X., Fan, L., & Liu, Y. (2012). The impact of quality of work life on job embeddedness and affective commitment and their co‐effect on turnover intention of nurses. Journal of Clinical Nursing, 22(5–6), 780–788. doi:10.1111/j.1365-2702.2012.04198.x
Downloads
Published
How to Cite
Issue
Section
License
Copyright (c) 2025 Modern Management Frontier Journal
This work is licensed under a Creative Commons Attribution-NonCommercial-NoDerivatives 4.0 International License.
