Themainstreamresearch on QWL has been linked to employees' job
outcomes such as productivity, job satisfaction, and employees'
commitment. For example, the research findings from Lau and May
(1998) suggest that companies with high QWL can also have high
customer satisfaction which, in turn, will provide higher growth and
profitability to the companies. Louis (1998) reported that QWL is
strongly related to work commitment and sense of efficacy. A research
by Huang et al. (2007) revealed that perception ofQWL has a significant
impact on organizational commitment. In addition, they reported that
perception of balancing family and work life has a strong positive effect
on reducing employees' intention to leave a company. Consistently, a
recent study by Lee et al. (2007) revealed that QWL generally has a
positive influence on job satisfaction, organizational commitment, and
esprit de corps. The study also found that higher-order QWL has a
stronger influence on job-related outcomes than lower-order QWL.