1 PDF

ijcrb.webs.
com JANUARY 2012

INTERDISCIPLINARY JOURNAL OF CONTEMPORARY RESEARCH IN BUSINESS VOL 3, NO 9
Assessing the quality of work life of primary school teachers

in Isfahan city
Dr.Mohammad kazem Emadzadeh
Associate Professor, Department of Management, Isfahan University, Iran
Mahnaz Khorasani
MS student in the field of Business Management – Finance, Isfahan
University, Iran
Fateme Nematizadeh
MS student in the field of Business Management – Finance, Isfahan
University, Iran
Abstract
The purpose of this study is assessing the quality of work life and its components in the
primary school teachers of the Isfahan city. The method of this study is descriptive-
survey and the statistical population was composed of 862 teachers in Isfahan city and
120 samples were selected based on statistical estimates and simple random sampling.
The data collection instrument is a questionnaire and the reliability coefficient of
questionnaire based on Cronbach's alpha coefficient was calculated 87% which is
significant at alpha 1%. In this study, the quality of work life and its components has
been studied based on the demographic variables of gender, marital status, education
level and work experience of teachers. For data analysis techniques, descriptive
statistics (mean, percentage, frequency, standard deviation) and inferential statistics
(One sample t test, independent- samples t test, Levin test and ANOVA) is used and
SPSS software was used for this purpose.
Keywords: Quality Of Work Life, Teachers, Education
1. Introduction:
Human resources are the main factor of competitive advantage, success and survival of
the organization. Conducting human resource required to attention to their
psychological and physical needs (1) .Studies show that employees' psychological needs
are met through the use of quality of work life techniques (2). Quality of work life is the
employees' mental perception from the physical and psychological desirability in the
work place(3). Quality of work life is related to the welfare of employees at work and it
is quite different from the subject of job satisfaction (4). Domain of quality of work life
does not only affect the employees' job satisfaction but it is also influence the lives
outside work of employees such as family, leisure and social needs. When the needs of
employees at work does not meet, likely they experience a lot of work stress that will
have adverse consequences on the welfare of employees and job performance (5) Stress
is a common problem among teachers that may have serious consequences for them
(6).Education is one of the organization that its success depends on the use of
committed employees. Teachers are the most important and effective forces of
education and attention to their work environment are one of the tasks of education (7).
If there is adverse conditions on the learning environment, may be create a lot of
problems Effects of it due to academic failure, low motivation for students to progress
and even lead to psychosomatic disorders (8).Therefore check the status of the teachers'
438
COPY RIGHT © 2012 Institute of Interdisciplinary Business Research
ijcrb.webs.com JANUARY 2012
quality of work life appears to be essential. The results of other research indicate that
quality of work life has a direct correlation with satisfaction and organizational
commitment of employees Lewis (1998) suggests that the quality of work life is
correlated with commitment and performance of employee correlated. Huang et al
suggest that feelings and perceptions of employees from quality of work life has a
considerable effect on organizational commitment (9) the following section includes a
review of the relevant literature follows, leading to the study's questions.
2. Literature review:
Researchers have different opinions about the quality of work life, for some the concept
of the quality of work life refers to industrial democracy, employee participation in
company decisions and achieve the goals of human relations movement in two decades
ago for others the quality of work life is meant to improve productivity By humans and
not through capital or production inputs. Labor unions define the quality of work life as
a healthy working conditions and equitable division of revenue However some labor
unions are suspected to attempt of managers to improve the quality of work life in fact
They argue that managers seeking to improve the quality of work life for workers to
increase their productivity without pay more to them (10). Each of the management
theorists describes the quality of work in a manner. Casio (11) defined the quality of
work life in two aspects: mentally and objective. In objective definition quality of work
life is equivalent the set of actual and objective Circumstances and procedures that
Including promotion policies, participatory supervision, involving employees in
decision making and working safe conditions .In mental definition the quality of work
life is the perception of employees' physical health (physical) and psychological
(mental) health in their work place .in this concept the quality of work life means mental
imagine and perception of employees from the physical and psychosocial desirability in
the work place .Casio(12) examined the domination of quality of work life from eight
aspect .these eight aspect are the amount of :communication, employee involvement,
desire and motivation to work , job security, career progress, solving problems, salary,
pride of a job. Walton divided the main components of quality of work life into four
parts; He believed that the factors affecting the quality of work life are: meaningful job,
challenging work, Security and development of skills, continuous learning on the job;
social and organizational fit of work .He has introduced these four dimensions with
more detail: fair and adequate wages, , safe and healthy working conditions,
opportunities for the development of human capabilities ,opportunities for continuous
growth and security, importance of work in the community, ; social fit of work and law-
governed work(13). Schermernrhorn & John (14) believes that to improve the quality of
work life in the following factors must exist in the organization, fair and adequate pay ,
health and safety of working conditions ,creating opportunities to learn, growth in the
professionalism path, professional integrity in the organization , support of individual
rights and proud of the job. Porras & Silver (15) believes that the quality of work life is
one of organizational interventions that has a great impact on the changes planned .they
argue that the subsets of organizational development are organizational arrangements,
quality circles, share of income, Schedule of works, organizational structure, Social
factors, theories of personality, technical systems – social. Stone (16) believed that
programs of the quality of work life are seek to the integration needs of employees and
appropriateness the needs of employees with the demands of organization for higher
productivity. Sirgy and et al (17 )believes that the quality of work life, is related to
439
satisfy the needs employees and they suggested that quality of work life of employees
should be reviewed in terms of employee needs and they specified seven categories of
need. 1 - Health and safety needs (protection against disease and injury within and
outside the workplace) 2 - The needs of family economy (wages, job security and etc) 3
- The need for social (cooperative work between colleagues, and having free time in the
workplaces)4-social needs(having the cooperative work between colleagues and spare
time at work place 5- The need for self-esteem (recognition and appreciation of the
work inside and outside the organization) 6 - The need for training (training to improve
job skills 7-The aesthetic needs (creativity workplace and personal creativity and
general aesthetics. Quality of work life has advantages for employees and employers.
Studies results show that there is significant correlation between the quality of work life
and business performance in terms of shareholder wealth, business sustainability and
the differences in competitiveness capability in terms of quality of service, knowledge
and flexibility of employees (18). Quality of work life Lead to create motivation,
loyalty and flexibility in the workforce. All these factors are crucial for competitiveness
of organizations also quality of work life lead to reduces absenteeism and turnover rates
of employees and increase their job satisfaction(10). Trust staff into existence of quality
of work life plans gives them a sense of security and satisfaction and therefore it will be
cause of the progress of employees. Employees believe that the quality of work life lead
to their job satisfaction through meaningful jobs ,job security ,provisions for the
payment of salaries and benefits, Staff development, social interactions, having freedom
of speech and thus help them to increase productivity and organizational effectiveness
and all these factors will increase the dignity of employees(19).
Methodology:
In this study the instrument of data collection was a questionnaire with 36 closed
questions with A five-point Likert-type scale ranging from “strongly disagree” (value of
1) to “strongly agree” (value of 5) was used to measure quality of work life. Questions
have inspired by the questionnaire of Casio (12) and the designing of questions based
on the dimensions of quality of work life from his perspective. This questionnaire is
considering eight components of quality of work life which include the amount of
communication, employee participation, desire and motivation to work, the job security,
career progress, solving problems, salary, and job pride. To calculate the reliability
coefficient was used Cronbach's alpha coefficient that with select a random sample of
30 teachers the total reliability coefficient of questionnaire was estimated 0.87 that is
significant in alpha level of 1%. In this study to determine the validity of the measuring
instrument is used content validity and the validity of the questionnaire has been
confirmed by several university professors and experts in the field of human resource
management. The study population consisted of all primary school teachers in the area
five of education in the city of Isfahan. In this study the method of sampling is simple
random and after the preliminary study and determination the variance of population
(1.54)sample size was calculated 120 people based on statistical estimates .For analysis
of the data has been used descriptive (average, percentage, frequency, standard
deviation) and inferential statistical (One sample t test, independent- samples t test,
Levin test,) techniques.
440
Research questions
1-How is the current status of the quality of work life and each of the eight
components of QWL among all primary school teachers in the fifth area of
education is the city of Isfahan?
2– Is there any difference between men and women teachers' comments on the
eight indicators of the quality of work life?
3- Is there the difference between single and married teachers' comments on the
eight indicators of the quality of working life?
4- Is there any difference between views of teachers with high and low education
levels of the eight indicators of quality of working life?
5- Is there any difference between the views of teachers with different experience
levels of the eight indicators of quality of working life?
Findings
Table 1 shows the numbers of sample members in different groups .The study sample
is consist of 120 primary school teachers in the area five of education is the city of
Isfahan that they are 8 / 66% female and 2 / 34% male, 2 / 9% single 8 / 90% married.
Table 1 - Descriptive statistics of demographic characteristics of sample members

Work Experience Education Martial Status Gender
Variable
More 10 to Less BA & Under Married Single Woman Man
than 20 than higher BA
20 years 10
years years
79 27 14 76 44 109 11 79 41 Frequency
65.8 22.5 11.7 63.3 36.7 90.8 9.2 66.8 34.2 Percentage
Survey questions addressed in this section are:
The first question - what is the current state of quality of work life and quality of
work life of each of the eight components of Casio Primary school teachers in the
fifth area of Isfahan city?
As shown in Table (2) is observed, the average quality of work life of teachers is 57.2
and only 3.25 percent of teachers had the satisfaction of the quality of work life. Among
the component elements of desire and motivation to work with the quality of work life
in 45 / 3 have the highest average And 8.62 percent of teachers that have a high
441
satisfaction index. The lowest average salary, with an average rate of about 88.1 so that
it is only 10.4 percent of the teachers have high satisfaction index.
Table 2 - Descriptive statistics related to the quality of working life and each of its
components
Variable Number Average Standard Percentage of
deviation teachers with high
satisfaction
Quality of work life 120 2.57 0.66 25.3

Amount of the employee 120 2.19
0.78 15.8
participation
Amount of the career 120
2.25 0.79 16.7
progress
Amount of the solving 120
2.17 0.85 16.1
problems
Amount of the 120
2.82 0.82 39.3
communication
Amount of the desire and 120
3.45 0.77 62.8
motivation to work
Amount of the job 120
2.88 0.61 41.9
security
Amount of the salary 120 1.88 0.75 10.4
Amount of the job pride 120 3.04 0.83 49.5
To answer the first question one was used One sample t test. The test results in Table 3
is shown, These results suggest that the rate observed at t 5% error level, quality of
working life And the component contributions, career development, problem solving,
communication between teachers is less than average (t<0 and p=0.000). The results
indicate that the desire and motivation of teachers to work more than the average level
(t>0 and p=0.000) and Indicators of job security and job pride among teachers is a
moderate (p>0.05).
.Table (3) - single variable t-test analysis to compare the average error level of 5%
Variable Sig-t Degree of freedom t
Quality of work life 0.000 119 -6.08
Amount of the -11.27
employee 0.000 119
participation
Amount of the career 119 -10.02
0.000
progress
Amount of the 119 -10.58
0.000
solving problems
Amount of the 119 -2.28
0.024
communication
Amount of the desire 6.32
and motivation to 119
0.000
work
442
Amount of the job 119 -1.89

0.061
security
Amount of the salary 0.000 119 -15.80
Amount of the job 119 0.594
0.553
pride
Table (3) - single variable t-test analysis to compare the average error level of 5%
The second question – is there any difference between men and women teachers'
comments on the eight indicators of the quality of working life?
To answer this question from two independent tests with Levine and t-test is used.
Levine first test the correlation of variance between the two groups of male and female
teachers on the quality of working life and its eight components and T test with
significance level commensurate with the Levine test were studied. Table 4 shows the
results of this test. These results suggest that the rate observed at 5% error rate, there is
no difference on the quality of working life and Components of participation, career
advancement, desire and motivation to work, job security, salary and job pride and
Satisfaction of female teachers and male teachers is also higher (t>0 and p<0.05). so
that 3.33% of female teachers and one tenth percent of male teachers have high levels of
satisfaction with the quality of their working life And there is no difference between
male and female teachers ideas about how to resolve problems and realize (p>0.05).
Table 4 - Results of independent t-test analysis with both male and female teachers compared to
5% error level
variable Degrees of
Sig-t Sig- Levine t
freedom
Quality of work 0.007 0.073
119 2.764
life
Amount of the 0.000 0.000
employee 119 4.132
participation
119 2.556
career progress
solving problems 119 1.965

119 4.91
communication
desire and
119 3.323
motivation to
work
Amount of the job 0.018 0.824
119 2.408
security
salary 119 3.815
Amount of the job 0.015 0.466

119 3.124
pride
443
The third question - Is there the difference between single and married teachers'
comments on the eight indicators of the quality of working life?
To answer the third question of the Levine test and t- test was used with two
independent groups. Levine first test between single and married teachers variance
between the two groups of eight components of quality of working life and Two
independent groups t test with significance level commensurate with the Levine test
were studied .The test results in Table 5 are shown; These results indicate that there is
no difference between single and married teachers' comments in error rate of 5% on the
quality of working life and
The eight components. (P>0.05)
Table (5) results by t-test for independent groups compared with the single and married teachers
variable Degrees of
Sig-t Sig- Levine t
freedom
Quality of work life 0.49 0.01 119 0.71
Amount of the employee 0.17 0.01 1.48
119
participation
Amount of the career 0.33 013 0.97
119
progress
Amount of the solving 0.000 0.000 1.00
problems 119
Amount of the 0.13 0.21 1.51

communication 119
Amount of the desire and 0.69 0.79 0.39

motivation to work
119
Amount of the job 0.17 0.54 1.37

119
security
Amount of the salary 0.16 0.02 1.52
119
Amount of the job pride 0.70 0.24 119 -0.38
The fourth question - Is there any difference between views of teachers with high
and low education levels of the eight indicators of quality of working life?
To address the answer of question Levine test and t test was used with two independent
groups. Levine first test the correlation of variance between the two groups of teachers
with a bachelor's degree and Teachers with bachelor's degree or higher on eight
indicators of quality of working life and its components Two independent groups t test
with significance level commensurate with the Levine test were studied. The test results
in Table 6 is shown, the results suggest that there is no difference in the opinions of
444
teachers with less education and teachers with bachelor's and master's degree The higher
the level of the quality of working life And all its components except the amount of
communication (p>0.05). component of the communication between teachers with
undergraduate education than the teachers have a bachelor's degree is lower. (t<0 and
p<0.05)
Table (6) by t-test results compared with two independent groups of teachers with bachelor's
and master's degree or higher
variable Degrees of
Sig-t Sig- Levine t
freedom
Quality of work
0.545 0.175 119 -0.6
life
Amount of the
employee 0.067 0.000 119 -1.85
participation
Amount of the
0.642 0.730 119 0.74
career progress
Amount of the
solving problems 0.092 0.001 119 -1.70
Amount of the
0.009 0.394 119 -2.64
communication
Amount of the
desire and
0.735 0.787 119 0.33
motivation to
work
Amount of the job
0.882 0.209 119 0.15
security
Amount of the
0.073 0.000 119 -1.81
salary
Amount of the job
0.422 0.291 119 0.81
pride
The fifth question -Is there any difference between the views of teachers with
different experience levels of the eight indicators of quality of working life?
Comparison of different ideas for teachers with experience of analysis of variance test
and one-variable LSD post hoc test was used. ANOVA test results indicate that there is
no difference between the average salary component And professional pride among
teachers of different backgrounds average quality of working life and career
development, and the average amount of other components, problems, Communication,
desire and motivation to work and job security is a difference between teachers with
various work experience. LSD post hoc test results indicated that the average quality of
working life and components average rate of career development, problem solving,
communication, desire and motivation to work and job security More than 10 years
experience working with teachers in the teachers with more experience.
Table 11 - ANOVA test results for single variable compared teachers with different experience
445
Variable f df in groups df among groups sig

Quality of work life 9.41 2 117 0.000
Amount of the 23.57
employee 2 117 0.000
participation
Amount of the 6.82
2 117 0.000
career progress
Amount of the 22.87

solving problems 2 117 0.000
Amount of the
2 117 0.003
communication 6.02
Amount of the
desire and
motivation to work 0.000 2 117 0.000
Amount of the job

2 117 0.040
security 3.15
Amount of the
2 117 0.190
salary 2.17
Amount of the job
2 117 0.040
pride 0.74
Conclusion:
The purpose of this study was analyzing the quality of work life and its components in
the five elementary school teachers. the results show that the quality of work life of
teachers is less than average. (t>0, p=0.000) and they do not enjoy the good quality of
work life. However, the desire and motivation to the teachers was high. (t>0, p=0.000)
component of the salary of the teachers had the greatest dissatisfaction So that the
results of the study sample, none of the teachers were not satisfied with the status of
payroll And percent of teachers were satisfied with the top of the salary rate of zero
percent was achieved and the need for greater attention from authorities; Because there
is payroll and benefits and amenities of one of the factors causing stress and decreased
job satisfaction and retention of teachers. The results indicate that female teachers have
the higher quality of life than male teachers. (t>0, p<0.000) results also suggest that
there is no difference between single and married teachers comments on the quality of
work life. (t>0, p>0.000) results also show that there is no difference between the views
of teachers with less than a bachelor's degree and bachelor's degree or higher in about
the quality of work life and its components. ANOVA test results indicate that single
variable and LSD post hoc test of the perceived quality of work life Teachers with less
than 10 years experience of teachers with more experience; Also confirms the results of
descriptive statistics is the same as 80.1 percent of teachers with less than 10 years, 21.2
Percent of teachers have between 20-10 years and 17.2% of teachers have a history of
more than 20 years were satisfied of their quality of work life. Due to the influence of
teachers to motivate students and provide them to progress attention to the quality of
teachers' work and create favorable conditions for them is essential and this issue needs
to be considered by authorities.
446
References
Fattah, moderator of the relationship between leadership style and training managers to provide
services with the efficiency of educational management model. Journal of Economic
Management. Vol.25 No. 43, 2008, pp.235-254
Pollock, Steve, Doing Organizational Effectiveness Effectively .Journal of Quality &

Participation. Vol. 44 No. 19, 2001, pp.114-148
Myrspasy, N. , Strategic Management of Human Resources and Labor Relations, Tehran, Mir
Publishing ,2004
Sirgy, M.J., Efraty, D., Siegel, P., Lee, D.J, A new measure of quality of work life (QWL) based
on need satisfaction and spillover theories", Social Indicators Research, Vol. 55 No.3, 2001,
pp.241-302.
Jessica .Li, Roland K. Yen, Quality of work life and career development: perceptions of part-
time MBA students. Journal of Employee Relations, Vol. 33 No.3, 2011, pp. 201-220.
P. Lederer, D. Weltle and A. Weber, Illness-related premature unfitness for work among civil
servants in Bavaria – an evaluation in the social medical field, Gesundheitswesen, Vol. 58. No
63,2001, pp. 509–513.
Ingersoll, R.M. Teacher turnover and teacher shortages – an organizational analysis, Am Educ
Res J، Vol. 38, 2001, pp. 499–534
Zulfiqar, M. and Ismail Ali Saadi, causes of conflict in the teacher's behavior and its
relationship to academic achievement, Motivation and psychosomatic features first-year
students in the state boys' high school in Tehran, Journal of Education,Vol.45 No. 99,
2009,pp.25-47.
Koonmee.K, Singhapakdi .A, Virakul. B, Lee.D.J, Ethics institutionalization, quality of work

life, and employee job-related outcomes: A survey of human resource managers in Thailand
.Journal of Business Research. Vol. 63 No.1, 2010, PP. 20-26
Raj Adhikar .D, Kumar Gautam.D, Labor Legislations for Improving Quality of Work Life in
Nepal. International Journal of Law and Management, Vol. 52 No.1, 2010, pp. 40-53
Casio, W.F, Managing Human Resources: Productivity, Quality of Work life, Profits, 3rd ed.,
McGraw-Hill, New York, Vol.14.No.23.1992.pp.14-47.
Casio, W.F, Managing human resources: productivity, quality of work life, profits, Irwin
McGraw-Hill, Boston, MA., 1998
Jzny, Nasrin, human resource management, printing, Tehran, Nshrny, 1996
Schermernrhorn, J.R., John, R, .Managment for Productivity, John Wily and Sons: Inc, 1989
Porras, Jerry I. & Silver, Robert, Organizational Development and Trasportation,1998
Stone, Raymond J..Human Recourse Management, Australia: John wily & Stone Ltd, 1998
447
Sirgy, M.J., Efraty, D., Siegel, P., Lee, D.J, A new measure of quality of work life (QWL) based
on need satisfaction and spillover theories", Social Indicators Research, Vol. 55 No.3, 2001,
pp.241-302.
Roth, A.V. , "Performance dimensions in services: an empirical investigation of strategic

performance", in Swatz (Eds),Service Marketing and Management, JAI Press, Greenwich, CT,
Eds, Vol. 2,1993, pp.1-45.
Guest, R.R, Quality of work ife – learning from Terrytown", Harvard Business Review, Vol. 57
No.4,1979, pp.76-87.
448

1 PDF

Caricato da

Informazioni sul documento

Titolo originale

Copyright

Formati disponibili

Condividi questo documento

Condividi o incorpora il documento

Opzioni di condivisione

Hai trovato utile questo documento?

Questo contenuto è inappropriato?

Copyright:

Formati disponibili

1 PDF

Caricato da

Copyright:

Formati disponibili

ijcrb.webs.

com JANUARY 2012

Assessing the quality of work life of primary school teachers

Table 1 - Descriptive statistics of demographic characteristics of sample members

Survey questions addressed in this section are:

Quality of work life 120 2.57 0.66 25.3

Amount of the job 119 -1.89

Amount of the 0.623 0.759

Amount of the job 0.015 0.466

Amount of the 0.13 0.21 1.51

Amount of the desire and 0.69 0.79 0.39

Amount of the job 0.17 0.54 1.37

Amount of the job pride 0.70 0.24 119 -0.38

Variable f df in groups df among groups sig

Amount of the 22.87

Amount of the job

Pollock, Steve, Doing Organizational Effectiveness Effectively .Journal of Quality &

Koonmee.K, Singhapakdi .A, Virakul. B, Lee.D.J, Ethics institutionalization, quality of work

Jzny, Nasrin, human resource management, printing, Tehran, Nshrny, 1996

Roth, A.V. , "Performance dimensions in services: an empirical investigation of strategic

Potrebbero piacerti anche