Study On The Impact Of The Employees' QWL On Job Involvement

With the progress of the society and the consciousness of employees, higher demand is requested in the organization. In recent years, QWL(Quality of Working Life) obtain more attention in human resources management. After concept of QWL was put forwarded in seventise of 20th century, developed countries have demonstrated the role of QWL and launched QWL movement actively, and applied it to practical production management systematicly and widely. In China, research in this area is still in its infancy.In recent years, job involvement is concerned as a positive variable in Psychology. The paper is to explore the relationship between QWL and job involvement, and the relationship among QWL,locus of control,job involvement in order to rich the theory and practice of QWL and provide recommendation for human resource management practices.Considering the important role of knowledge workers in today's knowledge economy, we choose knowledge workers as the research object. From the 227 valid questionnaires, we know something about the knowledge workers'QWL of Hangzhou. Through the empirical research,we analysised the relationship among the QWL,locus of control and job involvement. The results show that:(1)Every dimension of QWL is remarkably relevant to the energy of job involvement; Every dimension of QWL is remarkably relevant to the dedication of job involvement; Every dimension of QWL is partially relevant to the absorption of job involvement; (2)Locus of control has a part role of regulation on the relationship of QWL and job involvement;(3)In addition, Individual variables including gender, marital status, educational level and position will lead to cognitive differences in QWL; In addition, gender, marital status, educational level, position, corporate nature, work experience have significant effects on job involvement, the same with previous results.Finally, based on the conclusions of the study, the author made recommendation of the implementation of QWL and improvement of employee engagement, and proposed specific measures in staff management of locus of control to make reference for organizational manager and human resource management practitioners.