Original Research

Perceived external prestige as a mediator between quality of work life and organisational commitment of public sector employees in Ghana

Oluyinka Ojedokun, Erhabor S. Idemudia, Mercy Desouza
SA Journal of Industrial Psychology | Vol 41, No 1 | a1216 | DOI: https://doi.org/10.4102/sajip.v41i1.1216 | © 2015 Oluyinka Ojedokun, Erhabor S. Idemudia, Mercy Desouza | This work is licensed under CC Attribution 4.0
Submitted: 22 April 2014 | Published: 07 April 2015

About the author(s)

Oluyinka Ojedokun, Department of Psychology, North-West University, Mafikeng Campus, South Africa; Department of Pure and Applied Psychology, Adekunle Ajasin University, Nigeria, Nigeria
Erhabor S. Idemudia, Department of Psychology, North-West University, Mafikeng Campus, South Africa
Mercy Desouza, Department of Psychology, University of Ghana, Ghana


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Abstract

Orientation: Research efforts have been directed at understanding the relationship between quality of work life and organisational commitment, but these studies have not elucidated the mediating role of perceived external prestige in this relationship.

Research purpose: This research seeks to close a research gap by determining the role of perceived external prestige in the relationship between quality of work life and organisational commitment amongst public sector employees in Ghana.

Research approach, design and method: Theoretically guided hypotheses and models were formulated and tested with hierarchical multiple regression statistics using data from a sample of 137 employees from two public sector organisations in Ghana.

Main findings: The results support the hypothesis that quality of work life is positively related to both perceived external prestige and organisational commitment. Also, perceived external prestige was found to predict organisational commitment and partially mediate the relationship between quality of work life and organisational commitment.

Practical/managerial implications: The findings imply that one sure way to enhance organisational commitment of employees is by improving their quality of work life and boosting their perceptions of external prestige of the organisation. These results will be of particular interest to policymakers, public organisations and stakeholders interested in increasing organisational commitment of their employees.

Contribution/value-add: The findings extend previous research by establishing the mediating role of perceived external prestige in the relationship between quality of work life and organisational commitment. If managers of organisations wish to improve organisational commitment, it is wise to institutionalise an organisational culture that promotes good quality of work life and boost the external prestige of the organisation in the employees’ mind.


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Crossref Citations

1. QUALITY OF WORKING LIFE: PARAMETERS AND EVALUATION IN THE PUBLIC SERVICE
LEANDER L. KLEIN, BRENO A. D. PEREIRA, RICARDO B. LEMOS
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doi: 10.1590/1678-6971/eramg190134