A study of the Quality of Work Life of IT Professionals in Local Government

• Main Authors: HSU, Yin-Hsiu, 許寅脩
• Other Authors: Wu, Fu-Hsin
• Format: Others
• Language: zh-TW
• Published: 2002
• Online Access: http://ndltd.ncl.edu.tw/handle/15335388559619499743

碩士 === 銘傳大學 === 公共管理與社區發展研究所碩士在職專班 === 90 === The policy of「E-Government」is the main strategy of reinventing government,which,in turn,will have great impact on the effectiveness of administrative reform.Hence,IT professionals who play an important role in the implementation of the policy deserve more than a passing notice.The quality of work life(QWL) of employees which is always a siginificant issue in human resource management has much to do with work performance.Especially in the present situation where local governments are allocated with much shorter resources than the central one,the quality of work life of their employees is more worth exploring;because only after true facts are found,can some measures of improvement be taken. Therefore,the study would like to focus attention on the quality of work life and the relationships between the quality of work life and both organizational commitment,and intention to quit . In conducting the study,the researcher uses questionnaire survey as the major tool to collect data.555 questionnaires are mailed directly to IT professionals in local governments,from them 278 effective ones are received.The valid response rate is 50.09%.The data are analyzed by using descriptive statistics,factor analysis,t-test,one way ANOVA analysis,Pearson’s Pearson’s Product-Moment Correlation and multiple regression analysis.The major findings of this study are summarized as follows: 1.The satisfying quality of work life is essential to IT professionals(objects) at present,whereas for the dimensions of the quality of work life ,「personal life」is the most important to them.There is significant difference among parts of demographic variables in the needs for the quality of work life. 2.The objects are not quite satisfied with the existing quality of work life ,whereas for the dimension of the quality of work life ,「career development」is the most unsatisfactory to them. There is significant difference among parts of demographic variables in the perceptions of the quality of work life. 3.The objects have lower organizational commitment.There is significant difference among parts of demographic variables in organizational commitment. 4.The objects have higher intention to quit. There is significant difference among parts of demographic variables in intention to quit. 5.The needs for total quality of work life and the needs for some dimensions of the quality of work life are significantly positive correlated with the perceptions of the quality of work life. 6.The needs for total quality of work life and the needs for some dimensions are significantly positive correlated with organizational commitment. 7.The needs for total quality of work life and the needs for some dimensions significantly negative correlated with intention to quit. 8.The perceptions for the quality of work life and the needs for some dimensions are significantly positive correlated with organizational commitment. 9.The perceptions for the quality of work life and the needs for some dimensions are significantly negative correlated with intention to quit. 10.In respect of the needs in the quality of work life,the needs for 「career development」 possess the highest ability to predict the organizational commitment,and only the dimension of 「interpersonal relationships」 can effectively predict intention to quit.With regard to the perceptions of the quality of work life,the total quality of work life possess the highest ability to predict the organizational commitment,and merely the total quality of work life possess the ability to predict the intention to quit. Finally,based on the above results,this study provides some suggestions for improvement of the quality of work life for IT professionals.In addition,few recommendations for doing future pertinent studies are also made.