Original Research

Quality of work life: Effects on turnover intention and organisational commitment amongst selected South African manufacturing organisations

Vernise Els, Marissa Brouwers, Roslyn B. Lodewyk
SA Journal of Human Resource Management | Vol 19 | a1407 | DOI: https://doi.org/10.4102/sajhrm.v19i0.1407 | © 2021 Vernise Els, Marissa Brouwers, Roslyn B. Lodewyk | This work is licensed under CC Attribution 4.0
Submitted: 30 May 2020 | Published: 19 January 2021

About the author(s)

Vernise Els, Department of Human Resource Sciences, Faculty of Economic and Management Sciences, North-West University, Potchefstroom, South Africa
Marissa Brouwers, Department of Human Resource Sciences, Faculty of Economic and Management Sciences, North-West University, Potchefstroom, South Africa
Roslyn B. Lodewyk, Department of Human Resource Sciences, Faculty of Economic and Management Sciences, North-West University, Potchefstroom, South Africa


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Abstract

Orientation: Quality of work life has a significant impact on an organisation. Therefore, it is imperative to gain knowledge about quality of work life and the relationship it has with organisational commitment and turnover intention.

Research purpose: The general objective of this study was to examine the relationship between quality of work life and turnover intention and to see whether organisational commitment mediates the relationship between quality of work life and turnover intention.

Motivation for the study: The lack of research on the relationships between quality of work life, turnover intention and organisational commitment make it challenging to gain knowledge on the concepts and what influences it can have to embrace these relationships in the workplace.

Research design: A cross-sectional study with a sample of N = 400 South African manufacturing organisation employees was utilised. Descriptive statistics, Pearson’s product-moment correlations and structural equation modelling were used.

Main findings: The results indicated both direct and indirect effects for all the relationships. Results further indicated that organisational commitment partially mediates the relationship between the quality of work life and turnover intention.

Practical implications: The results provided insight into the effect that high levels of quality of work life has on an individual and the advantages for the organisation.

Contribution: The improved understanding of quality of work life and the relationship with certain job outcomes contribute to the body of knowledge on both the theory of quality of work life and on employees’ experience of turnover intention and commitment in the work environment.


Keywords

quality of work life; turnover intention; organisational commitment; manufacturing industry; South Africa

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