Identifying dimensions of the quality of work life based on generational differences with a meta-synthesis approach

Subject Areas :

سارا غلامرضائی پور کرمانی ¹ (دانشجوی دکتری گروه مدیریت، دانشگاه آزاد اسلامی کرمان، کرمان، ایران)
زهرا انجم شعاع ² (استادیار گروه مدیریت، دانشگاه آزاد اسلامی کرمان، کرمان، ایران)
sanjar salajeghe ³ (Management,Faculty of Literature and Humanities, Islamic Azad University, Kerman, Iran)
رستم پوررشیدی ⁴ (استادیار گروه مدیریت، دانشگاه آزاد اسلامی کرمان، کرمان، ایران)
Akbar Nazari ⁵ (گروه ریاضی محض ، دانشکده ریاضی و کامپیوتر دانشگاه شهید باهنر کرمان، کرمان، ایران.)

Received: 2024-01-21 Accepted : 2024-02-20 Published : 2024-03-11

Keywords: quality of working life, generational difference, organizational commitment, relationship with social environment, hybridization.,

Abstract :

Abstract The importance of the quality of work life in different working generations depends on various factors such as the values, priorities, and job expectations of each generation. In general, it can be said that quality of work life is important to all generations, but different generations may place more importance on certain aspects of quality of work life. However, the lack of literary evidence on this topic has led to this research. This research has been conducted with the aim of identifying the dimensions of the quality of work life based on generational differences using the method of meta-synthesis qualitative analysis. In this research, 137 articles were examined according to the seven stages of metacomposition, and finally 34 articles were approved. The results of the meta-synthesis analysis showed that the individual dimension includes components such as individual professional development, career prospects and professional skills. The family dimension includes family support, work-family balance, and family affiliation. The organizational dimension includes job participation, managers' support, organizational culture, organizational commitment, and perceived organizational justice. The social dimension includes components such as social status, interpersonal interactions and communication in the social environment. In addition, job dimension includes job satisfaction, salary and benefits, job identity, job security and work autonomy. A total of 19 components were extracted, the most frequent of which were related to the components of organizational commitment and communication with the social environment. Also, the reliability of the analysis was evaluated using the Kappa coefficient, which was equal to 0.78.

References:

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