A model for measuring the Quality of Work-Life

KGROUND AND OBJECTIVES: The Quality of Work-Life is a dynamic construct shaped by various individual, demographic, occupational, organizational, psychological, and social factors. It encompasses job satisfaction, work-life balance, stress management, participation, engagement, and commitment. This study aims to develop a comprehensive Quality of Work-Life model for the employees in the Tehran municipality through the Lens of Job Demands-Resources theory, which posits that job resources can mitigate job demands and enhance employee well-being. The research assesses the current Quality of Work-Life status within this organizational context.METHODS: In this study, a sequential qualitative-quantitative mixed method was utilized. The qualitative section employed a systematic review, with its findings informing the hypotheses for the quantitative section. The quantitative segment involved survey methodology, with data analysis conducted using SmartPLS and SPSS software. A hybrid cluster-stratified sampling was used. About ۱۳۷۲ employees sent their answers, and after data cleansing, ۱۳۴۳ answers were analyzed and interpreted.FINDINGS: The results indicate that Organizational Employer Brand (SM = ۰.۱۹۸, p < ۰.۰۵), Organizational Work-Life Balance (SM = ۰.۴۲۹, p < ۰.۰۵), Organizational Psychological Atmosphere (SM = -۰.۱۵۱, p < ۰.۰۵), Salaries and Benefits (SM = ۰.۱۳۳, p < ۰.۰۵), and Social aspect - Communication with Coworkers (SM = ۰.۰۶۶, p < ۰.۰۵) have a significant direct effect on Quality of Work-Life and no direct relationship between Job factors and Quality of Work-Life (SM = ۰.۰۷۴, P= ۰.۰۶۸) between Organizational - Physical Conditions and Quality of Work-Life (SM = ۰.۰۲۹, P= ۰.۳۴۴) and between Social aspect - Communication with Managers and Quality of Work-Life (SM = -۰.۰۲۶, P=۰.۴۱۲). Additionally, it is found that Organizational - Physical Conditions (SM = ۰.۳۰۰, p < ۰.۰۵), Organizational Work-Life Balance (SM = ۰.۲۸۱, p < ۰.۰۵), Social aspect - Communication with Coworkers (SM = ۰.۲۹۱, p < ۰.۰۵), and social aspect - Communication with Managers (SM = ۰.۲۰۹, p < ۰.۰۵) significantly affect Organizational Psychological Atmosphere and indirect effect on Quality of Work-Life.CONCLUSION: Findings from the Partial Least Squares - Structural Equation Modeling analysis reveal no direct effect of physical conditions, job factors, or communication with managers on the Quality of Work-Life, although indirect relationships were supported. Direct relationships were noted between psychological atmosphere, communication with coworkers, salary, and benefits, organizational branding, and work-life balance with Quality of Work-Life. According to the Job Demands-Resources theory, this study highlights that resources like organizational branding, psychological atmosphere, work-life balance, and communication significantly enhance the Quality of Work-Life in Tehran municipality, illustrating their essential role in promoting employee well-being.

کلیدواژه ها:

happiness ، Quality of Work-Life ، municipal employees ، well-being ، Welfare