مقاله انگلیسی رایگان در مورد تاثیر جنسیت بر رابطه کیفیت زندگی کاری و تعهد سازمانی – امرالد ۲۰۱۷

The business environment after the displacing of president Morsi in 2013 has become very chaotic and stressful. Since 2013, issues of insecurity, financial instability and unwise decisions challenge the business environment. Investors are no longer interested in entering the market, and business owners are thinking of leaving it. It is fair to say that all economic and financial indicators of Egypt are not promising. Although the Egyptian Government liberalized the exchange rate of the Egyptian pound to attract foreign direct investments (FDIs), the unpromising economic indicators discourage investors from entering the arena. The unemployment rate reached 13.1 per cent and the rate doubles between the youth, inflation rates are soaring beyond 12 per cent, GDP is low at 3.8 per cent (estimated in 2016 before liberalization), and FDI/GDP decreased from 1.4 in 2011 to 0.5 in the Q1 of 2017 (The World Factbook Egypt, 2017; Monthly Statistical Bulletin, 2017). Consequently, no new jobs are created, and employees are not expected to leave their current employers. However, managers are, or should be, concerned with their employees’ productivity. Employees complain about job insecurity, hurdles in performing their tasks and salaries incompatible with the rising costs of living among others. Additionally, they sense job dissatisfaction, lack of commitment and intend to leave their organizations. Alleviating stress and improving the working conditions of employees will increase their productivity and help the organization maintain and sustain its existence in the market. Accordingly, better quality of work life (QWL) will lead to higher organizational commitment. When thinking about employees as humans, they are struggling in their daily lives. Already they are overwhelmed with household chores, family commitments, traffic, sickness and others. Effort exerted at the workplace also takes its toll on the employee. Therefore, employees look for organizations that provide them with a healthy QWL that allow them to balance work and personal commitments and to feel productive and appreciated. The psychological climate of employees is the employee’s subjective evaluation of his/her work environment according to his/her perception of reality (Carless, 2004). Understanding what employees seek in their working environment will provide managers and human resource practitioners with insights and recommendations on how to pave a better working environment for their employees. On the organizational level, it will enable it to reach its goals and objectives and sustain an acceptable position in the market. On the individual level, this will improve his/her well-being and enable him/her to perform better. QWL has become a trending topic as practitioners strive to learn how to attract qualified employees and keep them happy and satisfied. However, QWL remains an understudied concept, despite its trending position as organizations are increasingly becoming resourcebased. In other words, the individual is the single most important entity in the organization. Moreover, studies in others parts of the world, apart from the USA, are lacking. Improved QWL positively influences dispositions such as employee and organizational commitment.