Quality of work life, organizational commitment and organizatiional citizenship behavior in higher education institutions

This study aims to find out the levels and the relationships of work life quality, organizational commitment and organizational citizenship behavior of academic staff working in higher education institutions. Correlational survey model is used in the study. The sample of the study was determined using convenience sampling. A total of 320 academicians working at public and foundation universities took part in the research. Data were collected by "Quality of Work Life Scale", "Organizational Commitment Scale" and "Organizational Citizenship Behavior Scale". It was found out that the data showed a normal distribution and therefore, independent sample t-test, one-way analysis of variance (ANOVA) and Pearson Product Moment Correlation were used in the analyzes. According to the results of the study, academic staff's perception levels of quality of work life were discovered to be high. As the result of the research illustrates, while the perceived quality of work life of academic staff did not differ significantly according to marital status, field, education level and seniority variables, they showed significant difference according to the variables of gender, university type and title. Female academicians' perceptions of the quality of work life were found to be higher than that of male academicians. According to the results of the research, the perception of quality of work life is highest among those working in foundation universities, followed by public universities, and the perception level of those who do not want to specify the type of university comes last. While research assistants' quality of work life level is lower than that of lecturers and associate professors, lecturers' perception level is also higher than that of assistant professors. In addition, there was a significant weak positive relationship between work life quality and age. According to the results regarding the organizational commitment levels of the academic staff, the perception levels of the academicians about their organizational commitment were found out as medium. While the organizational commitment levels of academicians did not differ according to gender, marital status, field and educational status variables, it was determined that university type and title variables caused significant differences on organizational commitment. While academics with the highest level of organizational commitment work in foundation universities, they are followed by those working in public universities. The academics with the lowest level are composed of those who do not want to specify the university type. It has also been determined that those whose titles are research assistants have a lower level of organizational commitment compared to those whose title are lecturers. In addition, a significant weak positive relationship was found between organizational commitment and age. The perception levels of academicians about organizational citizenship behavior are determined to be high. While academicians' organizational citizenship behavior levels did not differ according to gender, marital status, field, title and educational status, there was a significant difference according to the type of university. Organizational citizenship behavior levels of those working in foundation universities are higher than those who do not want to specify the type of university. However, a positive and low-level relationship was found between the variables of age, seniority, seniority in their current institutions and the organizational citizenship behaviors of academicians. In addition, it was found that there is a moderate positive correlation between academicians' perception of quality of work life and their organizational commitment, a strong positive correlation between perception of work life quality and organizational citizenship behavior, a moderate positive correlation between organizational commitment and organizational citizenship behaviors.