The Research on Quality of Work Life, Organizational Commitment and Turnover Intentions–A Case Study of Beautician in the Taiwan Northern Area

• Main Authors: Chiu-Hui Wu, 吳秋慧
• Other Authors: Shu-Hsin Ko, Ph.D.
• Format: Others
• Language: zh-TW
• Published: 2008
• Online Access: http://ndltd.ncl.edu.tw/handle/44507343740562487163

碩士 === 中國文化大學 === 生活應用科學研究所 === 97 === Abstract With the economy rapidly growing and education being prevalent, majority of the people have financial independence and the abilities to make own decisions. People also started to pay more attention to their individual appearances and manners; therefore, the market for beauticians has also increased. With the beauticians business suddenly escalating, the demand for qualified employees also increased. Finding excellent and stable employees has become an important issue in the beauticians business; however, job seekers have also become more demanding about employees’ rights, benefits, and fairness because the demand for a high quality life has become a must. Quality of work life hence became a major necessity for every job seeker. Researches have indicated that excellent quality of work life can help recruit highly qualified candidates, forecast future production and working efficiency, and the employees’ turnover ratio. Besides, the organizations will have better performances when employees are loyal, so organizational commitment is an indicator for organization’s efficiency, and it can also successfully forecast employees’ productions, attendances, and resignation tendencies. Therefore, the purpose of this study is to understand the impact of work quality and organizational commitment on northern Taiwan’s beauticians’ turnover intention . By understanding the impact, we will be able to provide beauticians, employees, and organizations human resource management methods and establish a reference for a mutually beneficial relationship. This study used the survey method targeting northern Taiwan’s beauticians. A total of 500 surveys were sent out, and with 355 successful surveys returned（74.7%）. The study has applied: “Personal Background Inventory”, “Quality of Work Life scale”, “Organizational Commitment scale“, and “Turnover Intention scale” Statistical analysis used in the study includes frequency distribution, percentage, mean, standard deviation, one-way ANOVA, Scheffe Post-hoc Test, Pearson’s product-moment correlation, and multiple regression. This survey yields statistical results as follow: 1.Demography of beauticians a.The average age of beauticians is 29 years old, and 50% of them are between 21 and 30 years old. b.Roughly 50% of the beauticians are high school graduate. c.60% of the beauticians are not married. d.The average years worked in the aesthetic field is six years. 60% of them have less than five years experience. e.60% surveyed are beauticians, and there are 20% managers who are also beauticians. 80% of the beauticians have certificates, and 80% of these people have class C certificates. 2.The status of beauticians’ quality of work life, organizational commitment, and turnover intention a.Most of the beauticians are satisfied with quality of work life. They rated satisfied with peer relationships while least satisfied with family life. b.Most of beauticians have high organizational commitment. c.The turnover intention for beauticians is low. 3.The analysis of beauticians’ quality of work life, organizational commitment, and turnover intention a.There is a significant difference on quality of work life by different age groups, marital status, work experience, positions, and beauticians’ certifications. Age 21 to 30, and age 31 to 40 are more satisfied with quality of work life than age 20 and under. Married beauticians are more satisfied with quality of work life than single beauticians. Supervisors and beauticians are more satisfied with quality of work life than assistants. Beauticians who have class C certificates are more satisfied than the ones who don’t. b.Different age groups, marital status, work experiences, positions, and beauticians’ certifications also provide a distinct difference on organizational commitment. Age 31 to 40 is more organizational commitment than age 20 and under. Married is more organizational commitment than single. 11 to 15 years in the filed is more loyal than five years and under. Supervisors and beauticians are more organizational commitment than assistants. Beauticians who have class C certificates are more organizational commitment than the ones who don’t. c.The same difference from the previous two categories also is seen clearly on turnover intention . Age 20 and under have a higher tendency to quit than age 31 to 40. The ones who are single have a higher tendency to quit than the married ones. People with less than five years experience are more likely to quit than the ones with 11 to 15 years experience. Assistants will quit more likely than supervisors and beauticians. Beauticians who don’t have class C certificates are more likely to resign than the ones who have certificates. d.There is a very strong significant relationship between quality of work life and turnover intention for the beauticians. e.The relationship between organizational commitment and turnover intention also show a very strong significant relationship. f.Quality of work life and organizational commitment indicate a matching relationship as well. 4.Individual background, quality of work life, and organizational commitment relationship with turnover intention a.The work environment, job content, salary welfare, and organizational commitment can easily explain turnover intention while possible individual reasons can not explain turnover intention. With the findings and discussion, this research provides solid reference and suggestive opinions to the beauticians, beauty industry and researchers for further development and research. Keywords: beauticians, quality of work life, organizational commitment, turnover intention