The Impact of Quality of Work Life and Organization Commitment on Turnover Intention: Empirical Evidence from Dunhuang Academy, China

Abstract

This article investigates the relationship between the quality of work life, organizational commitment, and turnover intention of knowledge-based employees at the Dunhuang Academy in China. By reviewing and organizing relevant literature, referring to existing research results, and based on interviews and relevant theories, propose research models and hypotheses. The data used in this study was obtained through a questionnaire survey, and the corresponding analysis was conducted using the analysis tool SPSS. The results indicate that employees generally have a positive view of QWL. It also indicates that organizational commitment has a positive view of employees. In terms of continuous commitment, if employees experience difficulties in their work, the Academy will replace their positions instead of firing them. It further reveals that employees’ do not take serious consideration on resign. In addition, family work interface, work pressure, emotional commitment, and normative commitment has negative impact on turnover intention. This research is only conducted among the staff of Dunhuang University in China. Therefore, the research results can only be analyzed within a limited scope of this surveys.