Quality of work life among non commissioned officers,working for Anti Aircraft Department1,Air and Coastal Defense Command,Navy Force
Abstract
Quality of work life is what everyone wishes for a better quality of life.
It affects the performance of work and it is a paramout importance in work life. To improve the quality of work life for noncommissioned officers of Anti Aircraft Department1 ,Air and Coastal Defense Command,Navy Force ,The researcher is intersted in studying the quality of work life to solve the quality of work life and social environment ,so a study of quality of work life on this unit is necessary. If the problems are not responsed, In the long term, it results in the execution of noncommissioned officers less effective.
The purpose of this quantitative study were to examine quality of work life among noncommission officers, working for Anti Aircraft Department1,Air and Coastal Defense Command,Navy Force,and to compare their level of quality of work life as classified by personal factors.The result gained from this study would provide preliminary information for involved personnel to generate plans and project to enhance the quality of work life among noncommissioned officers.The subjects participanting in this study were 260 noncommissioned officers positioned at Anti Aircraft Department1,The instrument used to collected the data was a questionnaire.The collected data were analyzed using percentage,means ,and standard deviation.Also,One –way ANOVA was employed to test the hypotheses.
The result of the study revealed that the level of quality among noncommissioned officers was found at a high level in 8 aspects.
When considering each aspect,there were 6 aspects of work life of noncommissioned officers that were rated at a high level.These included the aspects in relation to social relation, social integration or collaboration,balance between work life and other aspects of life,safe environment and health promation,constitutional organization,and potential development.Two aspects of quality of work life that were rated at a low level by the subjects included the aspects relating to reasonable and adequate compensation,and job advancement and security.
Based on the results from the comparisions,it was found that there were no statistically significant differences in the level of quality of work life among the subjects with different age,educational level,status,work length,and monthly income.
Introduction
Move 1 : Quality of Work Life (QWL) is a philosophy, a set of principles, which holds that people are the most important resource in the organization as they are trustworthy, responsible and capable of making valuable contribution and they should be treated with dignity and respect. The elements that are relevant to an individual’s quality of work life include the task, the physical work environment, social environment within the organization, administrative system and relationship between life on and off the job . Many people would like to have a good work life because it is a paramout importance to improve the quality of work for noncommission officers of Anti Aircraft Department1 ,Air and Coastal Defense Command,Navy Force because a good work life is influence on their working and social environment. Most studies seem to agree that the quality of work life is influence on their working. For example, Straw, R.J. and C.C. Heckscher(1984) As far as education is concerned , Cunningham, J.B. and T. Eberle (1990) New working relationships in the communication industry. A guide to job enrichment and redesign. Walton, R.E.(1975) Criteria for Quality of Working Life. In L.E. Davis, A.B. Cherns and Associates (Eds.) The Quality of Working. New York.
Move 2 : However,even though many studies have reported a increased commonly correlates with job satisfaction but there has been very little reported on QWL has associated with career related factors.
Move 3 : The purpose of this paper is to examine quality of work life among noncommissioned officers, working for Anti Aircraft Department1,Air and Coastal Defense Command,Navy Force,and to compare their level of quality of work life as classified by personal factors . The study was conducted by focusing on proposed eight major conceptual categories relating to QWL as (1) adequate and fair compensation, (2) safe and healthy working conditions, (3) immediate opportunity to use and develop human capacities, (4) opportunity for continued growth and security, (5) social integration in the work organization, (6) constitutionalism in the work organization, (7) work and total life space and (8) social relevance of work life.
Literature Review
Many authors study about the quality of work life in organizations and compare their level of quality of work life as classified by personal factors. The results of Straw, R.J. and C.C. Heckscher study showed that The elements that are relevant to an individual’s quality of work life include the task, the physical work environment, social environment within the organization, administrative system and relationship between life on and off the job (Straw, R.J. and C.C. Heckscher, 1984). Some study showed that QWL consists of opportunities for active involvement in group working arrangements or problem solving that are of mutual benefit to employees or employers, based on labor management cooperation. People also conceive of QWL as a set of methods, such as autonomous work groups, job enrichment, high-involvement aimed at boosting the satisfaction and productivity of workers. (Cunningham, J.B. and T. Eberle, 1990). Furthermore, in the research of Walton proposed eight major conceptual categories relating to QWL as (1) adequate and fair compensation, (2) safe and healthy working conditions, (3) immediate opportunity to use and develop human capacities, (4) opportunity for continued growth and security, (5) social integration in the work organization, (6) constitutionalism in the work organization, (7) work and total life space and (8) social relevance of work life. (Walton, R.E., 1975). Due to the importance of this industry, it is a necessity to evaluate the working environment of the executives in this sector that require medium to high skills. Moreover, the Malaysian government is particularly keen to seek investment projects which will contribute substantially to technology advancement in areas of automation, digitalization, multimedia applications, consumer and industrial electronics. This is consistent with the finding that competition in world markets for products in electronics has increased considerably over the past few years. If this trend continues, this sector will become even more competitive in the years to come (Akyüz, Y., 2003). QWL is a comprehensive construct that includes an individual’s job related well-being and the extent to which work experiences are rewarding, fulfilling and devoid of stress and other negative personal consequences (Lewis, S. and C.L. Cooper, 1999.)
Methodology
The subjects participanting in this study were 260 none noncommissioned officers positioned at Anti Aircraft Department1,The instrument used to collected the data was a questionnaire.The collected data were analyzed using percentage,means,and standard deviation.Also,One –way ANOVA was employed to test the hypotheses.