The Research On The Relationship Among Quality Of Work Life,Organizational Citizenship Behavior And Job Performance

The research of Quality of Work Life (QWL) was begun in the1960s. This idea has inspired the emergence of new management methods, enterprises and individuals to change the pattern of relations. Generally speaking, QWL refers to the design of job content, the way of working, and work environment and so on, which will help improve job satisfaction and job performance. Therefore, there is positive significance in concern about the quality of working life of employees.Through extensive literature inspection, many researchers have proved that there is a positive relation between QWL and Job Performance. But there are a few literatures which study about the intervening variables in the relationship between QWL and Job Performance. Almost no researcher has done the research about the Organizational Citizenship Behavior as an intervening variable between QWL and Job Performance to explore its working mechanism. Meanwhile, considering the personal factors may have some influences on QWL, Job Performance and Organizational Citizenship Behavior, the thesis also takes some personal factors into consideration.This research aims at verifying the correlation between QWL, Organizational Citizenship Behavior and Job Performance through empirical analysis. This thesis includes six parts in total. The first part mainly introduces the background, significance, content, and methods of the research. The second part is the views of related literatures, such as the concept of QWL, Job Performance and Organizational Citizenship Behavior. The third part is holistic theory design about the research, which include frame of theory, hypothesis and design questionnaire. The fourth part is data analysis and hypothesis testing. The processes of analysis include reliability analysis, validity analysis, variance analysis, correlation analysis and regression analysis. The fifth part is summarization about results and recommendations. The last part concluded a brief summary, the innovation of this paper, the inadequacies of this article, and the outlook for future research. The hypothesis and questionnaire of this research are brought forward after scanning lots of literatures. Before we begin large-scale surveys, we first collect some samples to analyze the reliability and validity of the questionnaire, through which we make some tiny adjustments towards the items of the questionnaire. We collect146available questionnaires.The main conclusions are as follow:Firstly, different employees may have different cognition towards QWL, Organizational Citizenship Behavior and Job Performance.Secondly, there is an obviously positive relation between the employees’ QWL and their Organizational Citizenship Behavior.Thirdly, there is an obviously positive relation between the employees’ Organizational Citizenship Behavior and their Job Performance.Fourthly, there is an obviously positive relation between the employees’QWL and their Job Performance.Fifthly, the employees’Organizational Citizenship Behavior has an intervening effect on the relationship between QWL and Job Performance.The main contributions include:Firstly, in this study, the Organizational Citizenship Behavior as intermediary variable between QWL and Job Performance, we put these three variables into a framework for research.Secondly, this study used empirical research methods to explore the correlation between Organizational Citizenship Behavior as intermediary variable between QWL and Job Performance. That provided a new way of thinking and measures how to improve the employees’QWL and job performance.Thirdly, this article introduced the demographic variables as control variables. Research different employee’s cognition in the QWL, organizational citizenship behavior and job performance, which will be conducive to clear specific people in each of the variables, and pointed out the direction and focus.