The Study of the Relationship Between the Quality of Work Life and the Organizational Commitment of the Employees of the Municipality of Zarandieh, Iran

The research has not sponsor. This article is the result of the M.Sc. thesis of Hakim Nasser Khosrow Saveh Higher Education Institution. The researchers expressed their gratitude and appreciation to the participants and principal of the municipality of Zarandieh, Iran for their cooperation to conducting this research. Abstract The present study aimed to determine the relationship between the quality of work life and organizational commitment of the employees of the municipality of Zarandieh, Iran. This research was a survey. Simple random sampling method was used to select 112 employees. A questionnaire including personal information, quality of work life, and organizational commitment was used to collect data. Data were analyzed by SPSS software version 20. The results showed that there was a significant correlation between organization commitment with health and safety (r=0.24), economic and family (r=0.28), social (r=0.44), self-esteem (r=0.40), cognitive and knowledge (r= 0.50), and aesthetic needs (r= 0.26). In general, there are positive and significant relationship between all components of quality of work life with organizational commitment (p<0.05) .

implementation of the quality of work life program has reduced staff complaints, reduced absenteeism, increased employee perceptions and positive attitudes, increased employee participation and job satisfaction (Emadzadeh, Khorasani, & Nematizadeh, 2012). On the other hand, QWL helps to meet the needs of employees for the improvement and long-term performance of the organization (Moseley, 2017). Gupta and Sharma say quality of work life is important for organizational performance , increasing employees' motivation and organizational commitment (Gupta & Sharma, 2011) .
The goal of the quality of work life is to achieve effective strategies for promoting individual and organizational productivity. By increasing the quality of work life, employees will probably become more committed to their organization. Therefore, the aim of this study was to investigate the relationship between quality of work life and organizational commitment of the employees of the municipality state of Zarandieh, Iran.

Material and Methods
This research is a cross-sectional study. The statistical population of this research consisted of 159 employees of the municipality of Zarandieh, Iran in year 2018. Using Cochran's formula, 112 people were considered as sample size. The sampling method was a stratified-proportional survey that samples were collected from employees of various departments of the municipality of Zarandiyeh. The data collection tool was a structured questionnaire , including the demographic characteristics, quality of work life and organization commitment questionnaires. Quality of work life questionnaire developed by Sergi et al. 2001(Sirgy, Efraty, Siegel, & Lee, 2001. This questionnaire was translated to Persian language by Parsa et al. in 2014(Parsa, Idris, Samah, Wahat, & Parsa, 2014. The reliability of this scale is confirmed by alpha Cronbach equal to 0.81 and its validity was estimated by content analysis. Reliability of the QWL in this study using Cronbach's alpha was 0.78. This QWL questionnaire consisted of 26 items including : health and safety needs with items (questions 1-3), economic and family needs with 4 items (questions 5 to 8), social needs with 4 items (questions 9 to 12) ), social support needs with 3 items (questions 13 to 15), self-esteem needs with 2 items (questions 16 to 17), talent development needs with 3 items (questions 18 to 20), cognitive and knowledge needs with 3 items (questions 21 to 23), the aesthetic needs with 3 items (questions 24-26).
The grades were scored on a 5-point Likert scale, Scores ranged from 1 (strongly disagree) to 5 (strongly agree).
Allan & Meyer organizational commitment questionnaire was used to assess organizational commitment (Allen & Meyer, 1990). The questionnaire consisted of 24 terms that were designed in three dimensions: affective commitment, continuous commitment, and normative commitment. Respondents were asked to determine the extent to which each of the questions reflects their organization in the aspects of quality of work life and organization commitment (1= almost never; 5 = almost always). Validity and reliability of this questionnaire have been confirmed by Ravaghi et al. (2013) with Cronbach's alpha equal to 0.85 in Iran (Ravaghi, Shams, Aryan, & Salehi, 2013). Then the collected data were analyzed by SPSS software version 21. Pearson correlation and linear regression tests were used to test the hypotheses of the research. Table 1, reveals the descriptive analysis of quality of work life dimensions and organization commitment in this study.   Table 2, it can be stated that the correlation between the total quality of work life and organizational commitment is 0.37, which indicates a moderate and direct relationship between these variables. The correlation coefficient between employees' health and safety and organizational commitment is equal to 0.24, which shows a positive and significant correlation between these variables (p <0.05). Correlation between the economic and family criteria and the organizational commitment is equal to 0.28 which indicates a moderate and direct relationship (p <0.05).

Data in
Correlation coefficient between social metrics and organizational commitment is 0.44 which shows a medium and direct relationship (p <0.05). Correlation coefficient between self-esteem and organizational commitment is equal to 0.40, which shows a medium and direct relationship (p <0.05). The correlation coefficient between two talent flourishing and organizational commitment is equal to 0.21, which indicates a direct and significant relationship. (P <0.05). The correlation coefficient between cognitive and knowledge criteria and organizational commitment is equal to 0.50, which indicates a direct and medium relationship (p <0.05). The correlation coefficient between the aesthetic criteria of the employees and organizational commitment is 0.26 which indicates a low and direct relationship (p <0.05). The results of multivariable regression analysis are shown in Table 3. The value of R is the multiple correlation coefficient, which shows the severity of the relationship between the two independent and dependent variables and its value is always between 0 and 1. In this study R is equal to 0.37, which indicates an average relationship between quality of work life and organizational commitment. The value of the coefficient of determination (R square) was 0.13 and expresses the fact that about 13% of variations in the depended variable ( organization commitment) is related to the independent variable ( quality of work life).
The value of R equal to 0.24, indicating an average relationship between the health and safety and organizational commitment. About 5% of variation in DV is explained by IV of health and safety of employees. The value of R equal to 0.44, indicating a moderate relationship between the economic and family criteria with organization commitment of the employees. Approximately 8% of the variations of the DV is explained by this IV.
The R between self-esteem and organizational commitment is 0.40, which indicates an average relation between employee self-esteem and organizational commitment. The value of the coefficient of determination 0.55 expresses the fact that about 55% of the variations in the organization commitment is explained by selfesteem of the employees.
The value R between the employee's talent flourishing and organizational commitment is 0.21, which indicates a low relationship between the employee's talent flourishing and organizational commitment. Approximately 25% of the variations of the organizational commitment is explained by social needs of employees.
The value R between aesthetic criteria and organizational commitment is equal of 0.26 which indicates the medium relationship between the two variables. About 8% of variance on organizational commitment is explained by the aesthetic criteria of employees.  Since the level of significance for all dimensions of quality of life variables is less than 0.05, these variables are included in the Multiple Linear Regression Model. The results of Table 4 show that predictive effects of variables on organization commitment. According to this finding the highest effect of dimensions of QWL on the organization commitment related to the aesthetic criteria (1.87) followed by, economic and family (1.83), health and safety (1.50), talent(1.08), self-esteem (0.746), cognitive and knowledgeable (0.520), Social (0.41).
Organizations must improve talent development and open the door for the value that these talents can offer. As a result, the efficiency of the staffs will be increase in the organization and their commitment to the organization will increases.
The results reveals relationship between the cognitive and knowledge needs of employees with organizational commitment. It should be noted that the cognitive and knowledge needs refer to the enjoyment of skills, information and new technologies at the work. These criteria make work faster, increase employee efficiency and resulted a greater organizational commitment. Staff training, increase skills of staffs and also makes people feel that they are good for the organization, and they tend to be more likely to stay in the organization. Increasing organizational commitment will strengthen the relationship between employees and the organization and will ensure organization success. The results of this study are consistent with the results of Gagnon (Gagnon, Jansen, & Michael, 2008), Hosseini (Hosseini et al., 2008) and Hochwarter (Hochwarter, Witt, Treadway, & Ferris, 2006) studies.
The finding show a relationship between the aesthetic needs of the employees with organizational commitment. The aesthetic refers to suitable working environment in terms of size, physical conditions, safety services, existence of friendly relationships at the workplace, and the existence of trust between individuals. According to the results of this research, these factors have led to an increase in organizational commitment. In fact, the aesthetic has a positive effect on the employees' morale, and increases employee performance and sense of accomplishment. The results are consistent with the findings of Rubel (2014), which indicate a direct and significant relationship between the secure working environment and organizational commitment (Rubel & Kee, 2014).

Conclusion
In order to promote organization commitment, organizations need to pay more attention to employee safety and health programs, create a healthy atmosphere at work, create balance between work and non-working life , provide psychological security for their employees, pparticipate the employees in decision making, creating organizational justice and the climate of democracy to meet social standards that will increase the organizational commitment of the staff. In addition , provide opportunities for continuing education, and encourage employees to continue their education, in order to enhance knowledge about work activities.
In this research, there are some limitations that must be taken into account when considering the results. The possibility of unrealistic responses due to unwillingness to respond, lack of sufficient time or fear of disclosure to work. Participants from a particular stratum makes some difficulties to generalize outcomes to other organizations.