Research On The Relationship Between Quality Of Work Life And Organizational Commitment On The Employees In The State-owned Commercial Banks

The research of Quality of work life (QWL) was began in the 1960s, it was the inevitable result of long-term development in the organization and management theory and practice. This idea has inspired the emergence of new management methods, enterprises and individuals to change the pattern of relations. Organization commitment is an important concept in organizational behavior, which is also important for the organization's survival and development. For the 21st century, the management concept of improving the quality of work life has got more attention from researchers and practical managers. The organization promote the organization's job performance by improving employee quality of work life and improving employee a sense of organizational commitment.In the mainland of China, the initial study on the quality of work life (QWL) began in 1990s, and the research targets were centered on the workers in education system and enterprises'employees. There have no clear definitions for the concept of QWL, the evaluation standards as well as the study contents. The research on the relationship between QWL and organizational commitment is rare. Based on the previous study by scholars at home and abroad, by the analysis of documents and survey of questionnaires, this paper discussed the impact of different personal attributes on the QWL and organizational commitment and studied the relationship between QWL and organizational commitment, with the employees in the state-owned commercial banks as the research target.The questionnaire of this study was designed according to relevant model, and 170 copies were handed out to the employees in the state-owned commercial banks. Based on the 145 valid copies, with the methods of fact analysis, descriptive analysis, variance analysis, correlation analysis and regression analysis, the research results can be concluded as follows:1 the QWL of employees in the state-owned commercial banks can be classified into five parts:respect and growth, organizational structure and atmosphere, working conditions, the relationship between work and family and work contents.2 the five-dimensional structure of organizational commitment model has been validated, which includes affective commitment, normative commitment, ideals commitment, financial commitment and opportunity commitment.3 by the difference analysis, it has been found that:the gender difference and marital status of the employees in the state-owned commercial banks have great impact on the relationship between work and family; age, annual salary and position have great impact on respect and growth, working conditions, the relationship between work and family and work contents; and the education background has a great impact on working conditions and work contents.4 by the difference analysis, the marital status and education background of the employees in the state-owned commercial banks do not have significant impact on the organizational commitment; age has great impact on the five commitments; the difference in gender has great impact on affective commitment-and financial commitment; annual salary has great impact on affective commitment, financial commitment, normative commitment and ideals commitment.5 the QWL of the employees in the state-owned commercial banks as well as its five parts are closely correlated to the organizational commitment as well as its five dimensions.6 through the predicative analysis, it has been found that respect and growth, working conditions and the relationship between work and family have significant predictive influence on organizational commitment, among which, working conditions has the greatest impact.Finally, the author focused on the progress of this study, put forward suggestions and solutions, and pointed out the deficiencies of this study and the follow-up study prospects.