A New Measure of Quality of Work Life (QWL) Based on Need Satisfaction and Spillover Theories
A new measure of QWL was developed based on need satisfaction and spillover theories. The measure was designed to capture the extent to which the work environment, job requirements, supervisory behavior, and ancillary programs in an organization are perceived to meet the needs of an employee. We ide...
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| Veröffentlicht in: | Social indicators research 2001-09, Vol.55 (3), p.241-302 |
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| creator | Sirgy, M. Joseph Efraty, David Siegel, Phillip Lee, Dong-Jin |
| description | A new measure of QWL was developed based on need satisfaction and spillover theories. The measure was designed to capture the extent to which the work environment, job requirements, supervisory behavior, and ancillary programs in an organization are perceived to meet the needs of an employee. We identified seven major needs, each having several dimensions. These are: (a) health and safety needs (protection from ill health and injury at work and outside of work, and enhancement of good health), (b) economic and family needs (pay, job security, and other family needs), (c) social needs (collegiality at work and leisure time off work), (d) esteem needs (recognition and appreciation of work within the organization and outside the organization), (e) actualization needs (realization of one's potential within the organization and as a professional), (f) knowledge needs (learning to enhance job and professional skills), and (g) aesthetic needs (creativity at work as well as personal creativity and general aesthetics). The measure's convergent and discriminant validities were tested and the data provided support to the construct validity of the QWL measure. Furthermore, the measure's nomological (predictive) validity was tested through hypotheses deduced from spillover theory. Three studies were conducted - two studies using university employees and the third using accounting firms. The results from the pooled sample provided support for the hypotheses and thus lent some support to the nomological validity to the new measure. |
| doi_str_mv | 10.1023/a:1010986923468 |
| format | Article |
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Joseph ; Efraty, David ; Siegel, Phillip ; Lee, Dong-Jin</creator><creatorcontrib>Sirgy, M. Joseph ; Efraty, David ; Siegel, Phillip ; Lee, Dong-Jin</creatorcontrib><description>A new measure of QWL was developed based on need satisfaction and spillover theories. The measure was designed to capture the extent to which the work environment, job requirements, supervisory behavior, and ancillary programs in an organization are perceived to meet the needs of an employee. We identified seven major needs, each having several dimensions. These are: (a) health and safety needs (protection from ill health and injury at work and outside of work, and enhancement of good health), (b) economic and family needs (pay, job security, and other family needs), (c) social needs (collegiality at work and leisure time off work), (d) esteem needs (recognition and appreciation of work within the organization and outside the organization), (e) actualization needs (realization of one's potential within the organization and as a professional), (f) knowledge needs (learning to enhance job and professional skills), and (g) aesthetic needs (creativity at work as well as personal creativity and general aesthetics). The measure's convergent and discriminant validities were tested and the data provided support to the construct validity of the QWL measure. Furthermore, the measure's nomological (predictive) validity was tested through hypotheses deduced from spillover theory. Three studies were conducted - two studies using university employees and the third using accounting firms. The results from the pooled sample provided support for the hypotheses and thus lent some support to the nomological validity to the new measure.</description><identifier>ISSN: 0303-8300</identifier><identifier>EISSN: 1573-0921</identifier><identifier>DOI: 10.1023/a:1010986923468</identifier><identifier>CODEN: SINRDZ</identifier><language>eng</language><publisher>Dordrecht: Kluwer Academic Publishers</publisher><subject>Achievement Need ; Actualization ; Aesthetics ; Collegiality ; Compensation ; Construct Validity ; Creativity ; Employees ; Employment ; Families & family life ; Family Life ; Family Needs ; Happiness ; Hypotheses ; Job Characteristics ; Job Performance ; Job requirements ; Job Satisfaction ; Job Skills ; Leisure ; Leisure Time ; Life Satisfaction ; Management Styles ; Measures (Instruments) ; Needs ; Organizations ; Personal needs ; Quality of life ; Quality of Working Life ; Recreation ; Self Actualization ; Social indicators ; Social needs ; Sociology ; Sociology of work ; Sociology of work and sociology of organizations ; Superior Subordinate Relationship ; Theory ; Validity ; Well Being ; Work Environment ; Work environments ; Work life ; Work organization. Working relations ; Working conditions ; Working life ; Workplace learning</subject><ispartof>Social indicators research, 2001-09, Vol.55 (3), p.241-302</ispartof><rights>Copyright 2001 Kluwer Academic Publishers</rights><rights>2002 INIST-CNRS</rights><rights>Copyright Kluwer Academic Publishers Sep 2001</rights><lds50>peer_reviewed</lds50><woscitedreferencessubscribed>false</woscitedreferencessubscribed><citedby>FETCH-LOGICAL-c468t-3acaabd0f1b637df6ee0523fb592c19abf48f4505a6e95cee4f53af467fa10e53</citedby></display><links><openurl>$$Topenurl_article</openurl><openurlfulltext>$$Topenurlfull_article</openurlfulltext><thumbnail>$$Tsyndetics_thumb_exl</thumbnail><linktopdf>$$Uhttps://www.jstor.org/stable/pdf/27526956$$EPDF$$P50$$Gjstor$$H</linktopdf><linktohtml>$$Uhttps://www.jstor.org/stable/27526956$$EHTML$$P50$$Gjstor$$H</linktohtml><link.rule.ids>314,776,780,799,27321,27901,27902,30977,33751,33752,57992,58225</link.rule.ids><backlink>$$Uhttp://pascal-francis.inist.fr/vibad/index.php?action=getRecordDetail&idt=14212087$$DView record in Pascal Francis$$Hfree_for_read</backlink></links><search><creatorcontrib>Sirgy, M. Joseph</creatorcontrib><creatorcontrib>Efraty, David</creatorcontrib><creatorcontrib>Siegel, Phillip</creatorcontrib><creatorcontrib>Lee, Dong-Jin</creatorcontrib><title>A New Measure of Quality of Work Life (QWL) Based on Need Satisfaction and Spillover Theories</title><title>Social indicators research</title><description>A new measure of QWL was developed based on need satisfaction and spillover theories. The measure was designed to capture the extent to which the work environment, job requirements, supervisory behavior, and ancillary programs in an organization are perceived to meet the needs of an employee. We identified seven major needs, each having several dimensions. These are: (a) health and safety needs (protection from ill health and injury at work and outside of work, and enhancement of good health), (b) economic and family needs (pay, job security, and other family needs), (c) social needs (collegiality at work and leisure time off work), (d) esteem needs (recognition and appreciation of work within the organization and outside the organization), (e) actualization needs (realization of one's potential within the organization and as a professional), (f) knowledge needs (learning to enhance job and professional skills), and (g) aesthetic needs (creativity at work as well as personal creativity and general aesthetics). The measure's convergent and discriminant validities were tested and the data provided support to the construct validity of the QWL measure. Furthermore, the measure's nomological (predictive) validity was tested through hypotheses deduced from spillover theory. Three studies were conducted - two studies using university employees and the third using accounting firms. The results from the pooled sample provided support for the hypotheses and thus lent some support to the nomological validity to the new measure.</description><subject>Achievement Need</subject><subject>Actualization</subject><subject>Aesthetics</subject><subject>Collegiality</subject><subject>Compensation</subject><subject>Construct Validity</subject><subject>Creativity</subject><subject>Employees</subject><subject>Employment</subject><subject>Families & family life</subject><subject>Family Life</subject><subject>Family Needs</subject><subject>Happiness</subject><subject>Hypotheses</subject><subject>Job Characteristics</subject><subject>Job Performance</subject><subject>Job requirements</subject><subject>Job Satisfaction</subject><subject>Job Skills</subject><subject>Leisure</subject><subject>Leisure Time</subject><subject>Life Satisfaction</subject><subject>Management Styles</subject><subject>Measures (Instruments)</subject><subject>Needs</subject><subject>Organizations</subject><subject>Personal needs</subject><subject>Quality of life</subject><subject>Quality of Working Life</subject><subject>Recreation</subject><subject>Self Actualization</subject><subject>Social indicators</subject><subject>Social needs</subject><subject>Sociology</subject><subject>Sociology of work</subject><subject>Sociology of work and sociology of organizations</subject><subject>Superior Subordinate Relationship</subject><subject>Theory</subject><subject>Validity</subject><subject>Well Being</subject><subject>Work Environment</subject><subject>Work environments</subject><subject>Work life</subject><subject>Work organization. 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Joseph</au><au>Efraty, David</au><au>Siegel, Phillip</au><au>Lee, Dong-Jin</au><format>journal</format><genre>article</genre><ristype>JOUR</ristype><atitle>A New Measure of Quality of Work Life (QWL) Based on Need Satisfaction and Spillover Theories</atitle><jtitle>Social indicators research</jtitle><date>2001-09-01</date><risdate>2001</risdate><volume>55</volume><issue>3</issue><spage>241</spage><epage>302</epage><pages>241-302</pages><issn>0303-8300</issn><eissn>1573-0921</eissn><coden>SINRDZ</coden><abstract>A new measure of QWL was developed based on need satisfaction and spillover theories. The measure was designed to capture the extent to which the work environment, job requirements, supervisory behavior, and ancillary programs in an organization are perceived to meet the needs of an employee. We identified seven major needs, each having several dimensions. These are: (a) health and safety needs (protection from ill health and injury at work and outside of work, and enhancement of good health), (b) economic and family needs (pay, job security, and other family needs), (c) social needs (collegiality at work and leisure time off work), (d) esteem needs (recognition and appreciation of work within the organization and outside the organization), (e) actualization needs (realization of one's potential within the organization and as a professional), (f) knowledge needs (learning to enhance job and professional skills), and (g) aesthetic needs (creativity at work as well as personal creativity and general aesthetics). The measure's convergent and discriminant validities were tested and the data provided support to the construct validity of the QWL measure. Furthermore, the measure's nomological (predictive) validity was tested through hypotheses deduced from spillover theory. Three studies were conducted - two studies using university employees and the third using accounting firms. The results from the pooled sample provided support for the hypotheses and thus lent some support to the nomological validity to the new measure.</abstract><cop>Dordrecht</cop><pub>Kluwer Academic Publishers</pub><doi>10.1023/a:1010986923468</doi><tpages>62</tpages></addata></record> |
| fulltext | fulltext |
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| ispartof | Social indicators research, 2001-09, Vol.55 (3), p.241-302 |
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| source | Applied Social Sciences Index & Abstracts (ASSIA); Jstor Complete Legacy; Springer Nature - Complete Springer Journals; Sociological Abstracts |
| subjects | Achievement Need Actualization Aesthetics Collegiality Compensation Construct Validity Creativity Employees Employment Families & family life Family Life Family Needs Happiness Hypotheses Job Characteristics Job Performance Job requirements Job Satisfaction Job Skills Leisure Leisure Time Life Satisfaction Management Styles Measures (Instruments) Needs Organizations Personal needs Quality of life Quality of Working Life Recreation Self Actualization Social indicators Social needs Sociology Sociology of work Sociology of work and sociology of organizations Superior Subordinate Relationship Theory Validity Well Being Work Environment Work environments Work life Work organization. Working relations Working conditions Working life Workplace learning |
| title | A New Measure of Quality of Work Life (QWL) Based on Need Satisfaction and Spillover Theories |
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