A new measure of QWL was developed based on need satisfaction and spillover theories The measure was designed to capture the extent to which the work environment, job requirements, supervisory behavior, and ancillary programs in an organization are perceived to meet the needs of an employee We identified seven major needs, each having several dimensions These are: (a) health and safety needs (protection from ill health and injury at work and outside of work, and enhancement of good health), (b) economic and family needs (pay, job security, and other family needs), (c) social needs (collegiality at work and leisure time off work), (d) esteem needs (recognition and appreciation of work within the organization and outside the organization), (e) actualization needs (realization of one's potential within the organization and as a professional), (f) knowledge needs (learning to enhance job and professional skills), and (g) aesthetic needs (creativity at work as well as personal creativity and general aesthetics) The measure's convergent and discriminant validities were tested and the data provided support to the construct validity of the QWL measure Furthermore, the measure's nomological (predictive) validity was tested through hypotheses deduced from spillover theory Three studies were conducted – two studies using university employees and the third using accounting firms The results from the pooled sample provided support for the hypotheses and thus lent some support to the nomological validity to the new measure

A New Measure of Quality of Work Life (QWL) Based on Need Satisfaction and Spillover Theories

What variables explain variation in job satisfaction among municipal government employees? Using data from a recent survey of over 1,200 full-time municipal employees, this research tests the relat...

Determinants of Job Satisfaction of Municipal Government Employees

This study assesses the job involvement of 464 professionals and managers in the information systems (IS) field and investigates the role of involvement in influencing the quality of work life. Results show significant variation in the level of job involvement displayed by IS employees and differential patterns of relationships among the work variables for IS personnel with low, moderate, and high levels of job involvement. The findings indicate that involvement serves as a complex moderator role in the pattern of relationships of work experiences, and job characteristics with career expectations and career outcomes. It has both linear and non-linear relationships with sevearl of the study variables. While in some cases, high levels of job involvement tend to enhance the beneficial effects of work experiences on the quality of work life, in others such involvement tends to heighten the negative effects of role stressors. Implications of the findings and directions for future research are discussed.

https://www.jstor.org/stable/pdfplus/249764.pdf

Work experiences, job involvement, and quality of work life among information systems personnel

TABLE OF CONTENTS: 1. Introduction to I/O Psychology. 2. Job Analysis and Evaluation. 3. Legal Issues in Employee Selection. 4. Employee Selection: Recruiting and Interviewing. 5. Employee Selection: References and Testing. 6. Evaluating Selection Techniques and Decisions. 7. Evaluating Employee Performance. 8. Designing and Evaluating Training Systems. 9. Employee Motivation. 10. Employee Satisfaction and Commitment. 11. Organizational Communication. 12. Leadership. 13. Group Behavior and Conflict. 14. Organization Development. 15. Stress Management: Dealing with the Demands of Life and Work. Appendix: Working Conditions and Human Factors. Glossary. References. Name Index. Subject Index.

Industrial/organizational Psychology: An Applied Approach

This study explored whether different models of work-family relationship were possible for individuals with different attachment styles. A mail survey was conducted using employees (N = 481) at a midwestern university in the United States. Results suggested that (a) individuals with a preoccupied attachment pattern were more likely to experience negative spillover from the family/home to the work domain than those with a secure or dismissing style, (b) securely attached individuals experienced positive spillover in both work and family domains more than those in the other groups, and (c) preoccupied individuals were much less likely to use a segmentation strategy than the other 3 attachment groups. However, when the conventional job satisfaction life satisfaction relationship was examined, the data provided unique support for the spillover model. Implications of the findings for both attachment and work family relationship literatures are discussed.

How do people with different attachment styles balance work and family? A personality perspective on work-family linkage.

The responses of 1473 subjects were utilized to examine the relationship between job satisfaction and extra-work satisfaction to test Wilensky's three hypothesized relationships. The current study regressed job satisfaction against the social trust of respondents, their sense of social equity, institutional confidence, and their satisfaction with government's handling of nationalproblems. These social attitudinal indices were added to factors utilized in previous research such as objective job factors, demographic variables, general life satisfaction, and their levels of social involvement. The results produced two previously unreported extra-work attitudinal contributors to job satisfaction: social trust and institutional confidence. The findings supported Wilensky's spillover theory but produced no evidence in support of Wilensky's segmentation or compensation alternatives.

Kuo-Tsai Liou

Papers

Non-Work Factors and Job Satisfaction Revisited