Kvaliteta delovnega življenja kot dejavnik stališč do dela

magistrsko delo

Špela Jamšek (Author), Sara Tement (Mentor)

Abstract

Kvaliteta delovnega življenja je subjektiven in dinamičen konstrukt, ki še do danes nima enoznačne definicije. Magistrska naloga temelji na delu Sirgyja idr. (2001), ki pravijo, da se kvaliteta delovnega življenja povezuje z dobrim počutjem zaposlenih, a istočasno razlikuje od delovnega zadovoljstva. Namen naloge je bil preveriti, kakšen je odnos med omenjenim konceptom in stališči do dela, med katere prištevamo delovno zadovoljstvo, organizacijsko pripadnost in delovno zavzetost. Vključenih je bilo 214 oseb, zaposlenih v proizvodnem podjetju. Od tega jih 63,1 % dela v proizvodnem obratu in 36,9 % v upravi. V analizi rezultatov je bilo potrjeno, da kvaliteta delovnega življenja visoko korelilra z delovnim zadovoljstvom, delovno zavzetostjo in organizacijsko pripadnostjo. Nadalje se je izkazalo, da je povezava med kvaliteto delovnega življenja in afektivno pripadnostjo najvišja izmed treh komponent, medtem ko sta povezavi z normativno in kalkulativno pripadnostjo nižji, a še vedno statistično pomembno pozitivni. V hipotezah je bilo predvideno še, da imajo višje potrebe kvalitete delovnega življenja večji vpliv na stališča do dela, kar se je tekom analize potrdilo. Izkazalo se je, da ima kvaliteta delovnega življenja aplikativno vrednost, saj pomembno korelira s stališči do dela in ostalimi posledicami dela tako za zaposlenega kot celotno delovno organizacijo. Iz tega sledi, da je raziskovani koncept zanimiv menedžmentu posameznih delovnih organizacij, saj lahko preko spremljanja posameznih potreb zaposlenih in vplivanja na le-te dosežejo pozitivne posledice, ki se odražajo v večji produktivnosti, boljšem zadovoljstvu z delom, večji zavzetosti, organizacijski pripadnosti in nenazadnje tudi večji učinkovitosti organizacije kot celote.

Keywords

kvaliteta delovnega življenja;delovno zadovoljstvo;organizacijska pripadnost;afektivna pripadnost;normativna pripadnost;kalkulativna pripadnost;delovna zavzetost;magistrska dela;

Data

Language:	Slovenian
Year of publishing:	2015
Typology:	2.09 - Master's Thesis
Organization:	UM FF - Faculty of Arts
Publisher:	[Š. Jamšek]
UDC:	331.101.3(043.2)
COBISS:	21789704
Views:	1737
Downloads:	269
Average score:	0 (0 votes)
Metadata:

Other data

Secondary language:	English
Secondary title:	Quality of working life as a factor determining perspectives on work
Secondary abstract:	The quality of working life is a subjective and dynamic construct that has yet to adopt an unambiguous definition. This master's thesis is based on the work of Sirgy et al. (2001) who say that the quality of working life is correlated with the employees' well-being; however, it is to be distinguished from job satisfaction. The aim of this thesis was to examine the correlation of this concept with the perspectives on work which comprise work satisfaction, organizational commitment, and work engagement. 214 persons employed in a manufacturing company participated in the survey, among which 63.1% work in the manufacturing plant and 36.9 % in the management. The result analysis confirmed the fact that the quality of working life is highly correlated with job satisfaction, work engagement, and organizational commitment. Furthermore, it was revealed that the correlation of the quality of working life with affective commitment is the highest of the three components, whereas the correlation between normative and calculative commitment is lower, albeit statistically significantly positive. Moreover, the hypotheses assumed that higher-level needs of the quality of working life have a higher influence on the perspectives on work, which the analysis has confirmed. As has been revealed, the quality of working life has an applicative value because it significantly correlates with perspectives on work and other consequences of work both on the employee as well as on the entire work organization. It can be concluded that the researched concept is interesting for the executives of individual work organizations; by monitoring individual needs of employees and by influencing them, the management can achieve positive consequences resulting in greater productivity, better job satisfaction, work engagement, organizational commitment and, last but not least, a grater efficiency of the organization as a whole.
Secondary keywords:	quality of working life;job satisfaction;organizational commitment;affective commitment;normative commitment;calculative commitment;work engagement;master theses;
URN:	URN:SI:UM:
Type (COBISS):	Master's thesis/paper
Thesis comment:	Univ. v Mariboru, Filozofska fak., Oddelek za psihologijo
Pages:	IV, 121 f.
ID:	9064765