Please use this identifier to cite or link to this item: http://hdl.handle.net/10603/12970
Title: Influence of quality of work life, ego-strength and job attitude on organizational commitment of managerial personnel
Researcher: Amjad Ali
Guide(s): Abu Sufiyan Zilli
Keywords: Psychology
Work Life
ego-strength
job attitude
Upload Date: 13-Nov-2013
University: Aligarh Muslim University
Completed Date: 2011
Abstract: The present research is an attempt towards making Indian Organizations more effective and helping managers in actualizing their full potential. Managers are the most important assets of the organization as they have to interact with their subordinates, colleagues, top managements, customers and people at large. So, their major portion of time is utilized in working with different kinds of people. Therefore, it can be expected that characteristics of Quality of Work Life, Ego Strength and Job Attitudes have influential roles in determining their Commitment towards the work and the organization as a whole. Hence, keeping in view the above said notion, the central objective of the present research was to determine the influence of Quality of Work Life, Ego Strength and Job Attitude on Organizational Commitment and its respective dimensions among managers of private and public undertakings, and to determine the significance of difference between managers of private and public undertakings on Quality of Work Life, Ego Strength, Job Attitude and various dimensions of Organizational Commitment. Quality of Work Life : The term Quality of Work Life appeared only after Davis (1972) presented a paper in a conference at Arden House, US. Thereafter, the phenomenon of Quality of Work Life attracted the attention of psychologists, managers and supervisors for undertaking it as a philosophy or as an approach in designing the strategy for enhancing employees well-being, attachment and involvement with the organization. Quality of Work Life is a philosophy, a set of principles, which holds that people are the most important resource in the organization as they are trustworthy, responsible and capable of making valuable contribution to their respective organization, so they should be treated with greater dignity and full respect (Straw et al., 1984). The elements which are relevant to an individual s Quality of Work Life include the task, the physical work environment, social environment within the organization
Pagination: 219p.
URI: http://hdl.handle.net/10603/12970
Appears in Departments:Department of Psychology

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01_title.pdfAttached File140.57 kBAdobe PDFView/Open
02_acknowledgement.pdf8.28 kBAdobe PDFView/Open
03_abstract.pdf141.17 kBAdobe PDFView/Open
04_list of tables.pdf56.44 kBAdobe PDFView/Open
05_contents.pdf42.46 kBAdobe PDFView/Open
06_chapter 1.pdf566.59 kBAdobe PDFView/Open
07_chapter 2.pdf216.23 kBAdobe PDFView/Open
08_chapter 3.pdf58.22 kBAdobe PDFView/Open
09_chapter 4.pdf252.7 kBAdobe PDFView/Open
10_chapter 5.pdf112.01 kBAdobe PDFView/Open
11_chapter 6.pdf140.38 kBAdobe PDFView/Open
12_chapter 7.pdf105.73 kBAdobe PDFView/Open
13_references.pdf204.01 kBAdobe PDFView/Open
14_appendix.pdf161.56 kBAdobe PDFView/Open


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