Quality of Work Life and Job Performance Among Malaysian Executives in The Electrical and Electronics Industry in Selangor
This study was to determine the relationships of selected variables, namely career satisfaction, career achievement, career balance, organizational climate and organizational constraint in predicting the quality of work life (QWL) and their relationships to job performance. The survey research p...
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| Main Author: | |
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| Format: | Thesis |
| Language: | English English |
| Published: |
2005
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| Subjects: | |
| Online Access: | http://psasir.upm.edu.my/id/eprint/6426/1/FPP_2005_6.pdf http://psasir.upm.edu.my/id/eprint/6426/ |
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| Institution: | Universiti Putra Malaysia |
| Language: | English English |
| Summary: | This study was to determine the relationships of selected variables, namely career
satisfaction, career achievement, career balance, organizational climate and
organizational constraint in predicting the quality of work life (QWL) and their
relationships to job performance.
The survey research provided a method of empirical verification utilizing stratified
random sampling to determine the relationships between variables at the time of
study. The sample consisted of 475 executives from the electrical and electronics
industry. The selection of respondents involves a complete list of electrical and
electronics companies registered with Malaysian Industrial Development Authority
(MIDA). The quantitative data were subjected to various descriptive-correlation statistical analyses, multiple regression, mediation anaIyses, and structural equation
modeling.
In this study, the findings support the relationship between the independent variables
and QWL. All the variables explained 79.1% of QWL, thus presenting a good model
of the significant exogenous variables and fairly accurate. QWL is a significant
predictor in determining Job Performance. However, the effect of the QWL as a
mediator between the exogenous variables and Job Performance is not found. The
results show that the executives are satisfied with their level of quality of work life,
career achievement, career satisfaction, and organizational climate but not in terms
of career balance and the organizational constraints they faced in the organization.
Future research suggestions were advocated, in particular, the replication of this
study to other population. Further work is also needed to develop and identify
avenues and constructs for quality of work life and career related development
within the organization as a relatively young field |
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