Quality of Work Life: Employee Performance Nexus and the Moderating Effect of Employee Commitment

This study determines how employee commitment influenced the relationship between quality of work life and employee performance. A non-experimental quantitative research design with a descriptive correlational and regression approach was employed on 900 employees from a sample of companies drawn from various industries. Digital survey questionnaires were utilized because of their accessibility, cost-effectiveness, and efficiency in reaching broad and diverse participants. In addition, a logistic hierarchical regression was performed to determine the moderating effect of employee commitment. The findings indicated a significant association between the quality of work life and employee performance. After being moderated by hierarchical logistic regression, employee commitment did not show any conclusive evidence of an interaction effect between the effectiveness of the quality of work life and employee performance. Although employee commitment showed a significant positive association with the performance of the employees, the degree of employee commitment did not show any evidence of an interaction effect. The findings suggest that the quality of work life is an indispensable determinant of employee performance, regardless of employee commitment. Hence, an organization should implement policies focused more on quality of work life to improve employee performance.