Vol-7, Special Issue-Number2-April, 2016, pp405-415 http://www.bipublication.com
Short Communication
The Effect of Quality of Work Life on Social Capital in Employees of Shahid
Modarres Hospital
Suri Mashayekhi1 and Teimur Aghayi Fishani2
1Master of Executive Management,
Strategic Orientation, Azad University of Central Tehran
2
Faculty member and assistant professor, Management Faculty, Azad University of Central Tehran
ABSTRACT
Improvement of quality of work life is one of the most important goals of organization and its employees. Many plans of quality of work life include efforts done to enhance satisfaction and performance of employees through theirintrinsic motivation. The main purpose of this study is identification of effect of quality of work life on social capital in Shahid Modarres Hospital employees. Applied method in this study is descriptive-survey method. For purpose of data collection, two library and field methods have been applied. In order to measure quality of work life,Walton's eight components model is applied and to measure social capital, Putnam model is applied. For this purpose, two standard questionnaires of quality of work life and researcher-made questionnaires of social capital have been applied. Statistical population of the study consists of 390 employees of Shahid Modarres Hospital and 194 people have been selected as sample using limited sampling strategy. In this study, after ensuring that collected data has normal distribution, multivariate regression analysis is applied to investigate research hypotheses. Obtained results from the study indicate that all components of quality of work life have positive effect on social capital and there is significant correlation between them. Finally, required suggestions have been presented.
Keywords: quality of work life, social capital, Walton Model, Putnam Model
1. INTRODUCTION
In regard with contemporary management, the concept of quality of work life has been changed into an important social issue across the world; although over the decades, the main aim has been seeking new systems to help employees to make balance between their work and personal life. Quality of work life plan includes any kind of improvement of organizational culture that can result in improvement and excellence of employees in the organization (Noori, H, Oct 27, 2013: 1). Quality of work life is an important issue, since it can encompass cooperation of many projects. Moreover, having information about quality of work life can cause health of employees and the society. Quality of work life is one of the most important issues in every institute and organization (Sutodeh, H.A,n 2013).
Modarres Hospital is improving social capital and promoting it to optimal and desired level to achieve organizational goals. However, according to factors and indicators of the organization in field of quality of work life and existence of a series of factors affecting quality of work life, this issue has gained attention of managers to this issue. Importance of this study is that it has investigated and identified effect of quality of work life and social capital of Shahid Modarres Hospital employees and has presented suitable and applicable solutions to enhance social capital in this center and use it for more productivity. 2. Literature Review
Quality of work life or quality of labor system is one of the most interesting methods to create motivation and an important solution to design and enrich job of employees that is rooted in attitude of managers and employees to the issue of motivation (Gholami, A.R, 2009, p.81, 82). Quality of work lifeis a comprehensive plan designed for purpose of gaining satisfaction and attention of employees and helping them to manage changes and
preserving employees at the organization.
Dissatisfaction can impress employees (Mahdad, Mahdavi Rad, Golparvar, 2011, p.42). Some theorists and scholars have presented some theories and definitions in field of quality of work life:Henry Mintzberg (1988), Stephen Robbins, 1991, Walton 1973, Harold Kntz 1973, Lawler
1983, Casio 1998, Levin 1986,
DubrinGunningham 2001,Bowditch 1982, Stone 1998 and Desler 1999. Assessingtheories of different theorists about quality of work life and its results, management of scientific challenges related to quality of work life and its main factors, supporting factors of plans for quality of work life and its criteria, goals and strategies of quality of work life, importance of effective growth of work life indicate that theory of Walton has better classification than others and has been documented
in other studies. Walton's 8-components
classification can encompass concepts of other theorists (Gholami, A.R, 2009, 83, 88).
The term "quality of work life" has been common over the years and various studies have been adopted about it. Wherever quality of work life is in high level, more job satisfaction would be created for employees (Hadizadeh talasaz et al, 2015). With the increase or decrease in quality of work life, performance of employees would be affected. Hence, the organization can enhance performance of employees through improving the components (Monica Singh Hunejan, 2013). Improvement motor of quality of work life is more relationship between employees and managers. Role of senior managers is creating organizational culture to support mediator and operating managers (Mehrmanesh, 2015). Nadrlu et al (2014) has studied quality of work life ofexceptional teachers and has stated that high quality of work life can enhance organizational commitment, job
satisfaction, performance quality and
organization's efficiency. The factor of enough wages can be applied to enhance quality of work life and improve their performance (Boniadi, 2013). At the global environment of economics of the market and high competition and high environmental changes of an organization is depended on strategy of improving quality of work life (Gilbert Ogula, 2010). High quality of work life is required to attract and maintain employees in the organization (Thawameri, 2012). Quality of work life is a process in the organization, which its members are active and effective in all levels in
regard with formation of organizational
environment, methods and results (Roma and Shepahli, 2014).
3. Definitions Of Quality Of Work Life And Its Components
has presented a framework to analyze quality of work life and has classified it in 8 components as follows:
1- Fair and adequate payment: the aim is equal payment for equal work and adaptability of payment with social and employee criteria and adjustment with other types of work.
2- Safe and healthy workplace: the aim is
providing safe work conditions in terms of physical conditions and determining logical working hours.
3- Providing growth opportunities and continuous security: it means providing improvement of individual abilities of growth opportunities and the opportunities to use acquired skills and providing income and employment security.
4- Legalism in the organization: the aim is
providing freedom of expression without fear of condemnation of higher position and influence of dominance of law on dominance of human.
5- Social attachment of work life: refers to manner of perception of employees in social responsibility of organization.
6- Whole space of work life: the component refers
to making balance between work life and other
parts of employees including free times, education and personal life.
7- Integration in the organization: this issue encompasses elimination ofvalue of maintaining originality the interests of the people in the organization and encouragement of formation of social teams and groups.
8- Development of human capabilities: refers to
providing opportunities such as using
independence and self-control in work and taking benefit of different skills of access to information adjusted with work and planning for employees. The model of Richard Walton (1973) that has been applied as independent variable in this study includes 8 components includingfair and adequate payment, safe and health workplace, providing growth opportunity and continuous security, legalism in the organization, social attachment of work life, the whole space of work life, social integration in the organization and development of human capabilities. An important issue here is that all of these variables are interrelated and this can
be observed in figure 1.
Figure 1: relationship among components of quality of work life in view of Walton (Taherian, Masud, 2011, p.65)
Fair payment
Development
of human
capabilities
Social integration in
organization
W hole space of
w ork life Social
attachment of w ork life Safe and
healthy
w orkplace
Providing grow th opportunityand
continuous security
Legalism in
organization
4. Social Capital
In general, social capital refers to relationships of people. Social capital is heritage of social relations and facilitates group actions. The resources that are resulted from socialization
encompass trust, cooperative norms and
networks of social relations that make people gather together in an integrated and stable manner in groups for purpose of realization of common goals (Zahedi, Shiani, Alipour, 2009; p.111).
5. Definitions Of Social Capital By Different Scholars
Social capital is a word that has entered to domain of social and economic sciences over the years and has opened new view for purpose of analyzing and reasoning social and economic issues. In this field, a lot of studies have been adopted in this filed by scholars and theorists likeJane Jacobs (1961), Lurie (1970) Ben Pratt (1980), Williamson (1981), Baker (1983), James Coleman (1966), Robert Putnam (1990), Pierre Bourdieu (1980) and Francine Fukuyama (1990) and Nan Lin (2001) (Mobasheri, M, 2008). Increase in considerable number of studies in field of social capital indicates its importance and position in different social domains. Social capital plays positive role in enhancingHuman Development Index level (Sheikhani, M, 2012). The more social capital is, the higher quality of work life would be (Moradi, Sh, 2013). Social capital can affect knowledge transfer and organizational learning. Moreover, mediation on knowledge transfer plays key role in effect of
social capital on organizational learning
(Harandi, 2014). Social capital and cultural intelligence can affect academic performance of students similar to cognitive and emotional intelligence (Ghafari et al, 2013). Social capital can be enhanced through empowerment of factors such as religiosity,commitment-cultural and historical-belonging factors (Nematollahi, 2013). When social capital is in high level,
probability of victory of group work in difficulties would be high. Demographic variables like education, age and ethnicity can also affect social capital and political trust (Michelle Kinsey, 2008). Social capitalcan be applied as the framework of emphasis on societies. Moreover, paying specific attention to it can provide structural guidelines and methods for development of innovation in all generations (Javier Mignon, 2009). Social capital can expandsuccess in any field both at home and school. Social capital is useful in any filed, although it has more influence at home than school (Maykla, Tubby and Clay, 2013). People along with each other have more tendencies to make relationship with each other and trust in each other. Enhancement of social capital is gradual advancement of knowledge and is a means for more influence (Lee et al, 2013). Among all definitions, it could be found that there are some features in social structure that organize interactions of people and conduct them toward a direction to provide social interests in a more facilitated manner.
6. Definition Of Social Capital And Its Components
Putnam hasdefined social capital as a series of concepts like trust, norms and network that can cause optimal relationship and cooperation of members of a society and provide their mutual interests. In his opinion, trust and mutual trust of members in network can be resources for social actions of the society (John Field, quoted from Putnam, 2001, 296).
In view of Putnam, social capital includes different aspects of the organization such as trust, norm and networks and facilitating measures through them can lead to improvement of social efficiency (ibid, 285).
1- Network: the aim by social network is a
organized mainly in the networks and are result of social relations.
2- Norms: they are certain behaviors based
on social values. Social values would be gradually changed into norms that the society can be organized through observing them.
3- Trust: trust is one of the most important
aspects of human relations and the field for cooperation of society members.
7. Theoretical Framework And Research Model
Studied variables in this study include components of quality of work life and components of social capital. In this study, in order to codify and design quality of work life and its components, Walton's Model (1973) is applied and Putnam's theory (1990) is applied for variable of social capital and its components. Hence, due to Walton's theory about quality of work life and its impact on social capitaland based on theory of Putnam on relationship of desired concepts with improvement of quality of work life that can lead toimprovement of social capital among employees of Shahid Modarres
Hospital, quality of work life and its components (fair payment, safe and healthy wokplace, providing growth opportunity and continuous security, legalism in organization, social attachment of work life, whole space of work life, integration in organization and development of human capabilities) have been considered as independent variable and social capital and its components (norm, trust and network) have been investigated as dependent variable.
In this study, quality of work life is considered as an important and effective change. According to Walton's studies (1973),Mintzberg (1973), Harold Kuntz (1988) and Stephen Robbins (1991) and others, quality of work life has been identified as an effective variable for growth of employees and the organization. In order to determine effect of quality of work life, social capital is selected. According to theories of Putnam (1990), Coleman (1966), Bourdieu (1986), Fukuyama (2000) and Nan Lin (2001), structure of social capital has a structure that can organize mutual action among people in the network.
8. Research Hypotheses
Main hypothesis: quality of work life can affect social capital of Shahid Modarres Hospital. Secondary hypotheses:
Hypothesis 1: quality of work life can affect social capital of Shahid Modarres Hospital
Hypothesis 2: safe and healthy workplace can
Hypothesis 3: Providing growth opportunity and continuous security can affect social capital of Shahid Modarres Hoapital.
Hypothesis 4: Legalism in organization can affect social capital of Shahid Modarres Hospital.
Hypothesis 5: Social attachment of work life
can affect social capital of Shahid Modarres Hospital.
Hypothesis 6: The whole space of work life can affect social capital of Shahid Modarres Hospital.
Hypothesis 7: Social integration in
organization can affect social capital of Shahid Modarres Hospital.
Hypothesis 8: development of human
capabilities can affect social capital of Shahid Modarres Hospital.
9. Methodology
Statistical population of the study consists of employees of Shahid Modarres Hospital including 3 senior managers, 6 unit managers, 78 staffs, 24 head nurses and 279 nurses and
medical unit staffs and total number of population is equal to 390 people.
In order to determine size of statistical sample in this study, limited sampling method has been applied. According to this method, sample size is estimated to 194 people. Sampling method in first stage has been stratified sampling based on sample size. In stage 2, simple random sampling method is applied. in terms of purpose, this study is applied research, since it has identified effect of variable of quality of work life on social capital. Applied method in this study is descriptive-survey method.
10. Data Collection Method
Library method (assessing documents and
evidences) internet search and field
(questionnaire) methods have been applied in this study for purpose of data collection. In this study,two questionnaires have been applied. In order to measure quality of work life, Walton's standard questionnaire of quality of work life (1973) is applied. Questionnaire of quality of work life has 24 items with 5-point Likert scale (very high, high, average, low and very low) that is pointed as follows:
Table 1: Likert Scale
item very high high average low very low
point 5 4 3 2 1
Number of questions has been codified in
researcher-made questionnaire and using
Putnam's model including 3 components and 9 questions is considered for each component. Validity and reliability of questionnaire: in order to determine validity of questionnaire, content validation is applied (CVR). Accordingly, comments of 30 experts, especially comments of academic experts have been applied. After collecting comments (28 out of 30 people have confirmed the questionnaire), CVR was obtained to .866 for purpose of validation. According to table, CVR is higher than desirable level 0.33. As a result, applied questionnaire has been confirmed in terms of validity. To determine
reliability of the questionnaire, Cronbach's alpha coefficient is applied. Accordingly, obtained Cronbach coefficient for whole questionnaire of quality of work life is equal to 0.90 and is equal to 0.93 for social capital questionnaire that is more than 0.70. This indicates that their reliability is desirable and in good range.
11. RESULTS
years old (31%) have the highest frequency in age range. Among educational degrees, BA degree (70%) has the most frequency. In regard with job experience, the experience of over 15 years (30%) has had the most frequency. Finally, in regard with type of cooperation, 53% of participants with official title have highest frequency.
In this study, in order to test normality of data
distribution, Kolmogorov-Smirnov Test is
applied. According to table 2, K-S value is in range of -1.96 to +1.96; moreover, significance level (sig) for all variables is above 0.05. Hence, the assumption of normality of data distribution is confirmed.
Table 2: results of K-S test
studied variables K-S Asymp. Sig. (2-tailed) result
fair payment 1.684 0.089 normal
safe and healthy workplace 1.663 0.079 normal providing growth opportunity and
continuous security
0.955 0.321 normal
legalism in organization 1.729 0.052 normal social attachment of work life 1.693 0.060 normal whole space of work life 1.169 0.097 normal social integration 1.583 0.133 normal development of human capabilities 1.407 0.283 normal
social capital 0.537 0.935 normal
As data distribution is normal, multivariate regression analysis is applied to test hypotheses. Model summary table is applied to determine correlation and ANOVA table is applied to test linearity of data distribution. Regression test is
applied to test effect of variables on each other and to determine regression coefficient.
12. Model Summary
Table 3: regression model summary
R R square adjusted R square std. error of the estimate DW
0.718 0.515 0.510 0.454 1.673
According to table 3,R value is equal to 0.718, which indicates that there is good correlation between independent variable (components of quality of work life) and dependent variable (social capital). Adjusted R2 to 0.510 indicates that 51% of total variations of social capital among participants are resulted from independent variable. In other words, set of dependent
variables can estimate half of variance of social capital. As DW value is more than standard value (1.5), independence of residuals can be obtained. According to mentioned components, the model has required competency.
13. Anova Table (Testing Linearity Of Data Distribution)
Table 4: F ANOVA, significance of regression
Sig. F-value
mean squares df
sum of squares model
0.000 b 22.786
4.117 8
32.937
regression
0.181 185
33.427
residual
193 33.346
total
In order to test hypotheses, regression analysis is applied and results of hypotheses are presented as follows:
Table 5: results of testing hypotheses
No of
hypothesis title of hypothesis
regression coefficient (std.)
t-value sig result
1 Fair payment can affect social capital of Shahid
Modarres Hospital. 0.276 8.038 0.000
H0 rejected H1 confirmed 2 Safe and healthy workplace can affect social
capital of Shahid Modarres Hospital. 0.201 5.151 0.000
H0 rejected H1 confirmed 3
Providing growth opportunity and continuous security can affect social capital of Shahid Modarres Hospital.
0.296 8.285 0.000 H0 rejected H1 confirmed 4 Legalism in organization can affect social
capital of Shahid Modarres Hospital. 0.364 11.235 0.000
H0 rejected H1 confirmed 5 Social attachment of work life can affect social
capital of Shahid Modarres Hospital. 0.162 3.289 0.000
H0 rejected H1 confirmed 6 whole space of work life can affect social
capital of Shahid Modarres Hospital 0.261 7.703 0.000
H0 rejected H1 confirmed 7 social integration in organization can affect
social capital of Shahid Modarres Hospital 0.212 5.701 0.000
H0 rejected H1 confirmed 8 development of human capabilities can affect
social capital of Shahid Modarres Hospital 0.356 8.303 0.000
H0 rejected H1 confirmed
According to analysis of multivariate regression results, all components of quality of work life have significant effect on social capital with sig
level below ά=0.05 and the significance is
positive. According to obtained regression coefficient for each variable, quality of work life components have affected social capital. Hence, it could be found that quality of work life and its
components have effect on social capital and all hypotheses have been confirmed. As a result, main hypothesis has been confirmed.
14. Friedman RANKING TEST
In order to rank variables, Friedman ranking test is applied.
Tale 6: mean rank of research variables based on Friedman Test
row variables mean rank 1 legalism in organization 5.16 2 development of human capabilities 4.49 3 providing growth opportunity and
continuous security
4.17
4 fair payment 3.93
5 whole space of work life 3.52 6 social integration 3.06 7 safe and healthy workplace 2.63 8 social attachment of work life 2.38
Table 7: significance level of Friedman Test
statistical indices obtained values
number 194
chi square (x2) 48.114
df 7
sig 0.000
According tooutput of significance test,
numerical value of sig level is equal to 0 that is below standard level (0.05). As it is obvious in output of mean ranks of variables, among
15. Discussion And Conclusion And Suggestions
This studyhas been adopted with the purpose of determining effect of quality of work life on social capital in employees. Obtained results from the study indicate that improvement of quality of work life of employees can affect their social capital positively. According to obtained results, among components of quality of work life, legalism in organization has the most effect on enhancement of social capital. Other components with respectively lower effect include development of human capabilities, providing growth opportunity and continuous security, fair payment, whole space of work life, social integration, safe and healthy workplace and finally, social attachment of work life. Compared to previ9ous studies, in study of Taherian Masud (2011) with purpose of identification of effect of quality of work life ion social capital of Raja Company Employees, development of human capabilities (0.64) has the most effect on social capital and legalism has lowest effect (0.30) on social capital. In regard with high effect of variable development of human capabilities on social capital is in consistence with the study according to second rank. However, it is inconsistence with this study in terms of effect of legalism in organization. In another study, Peidayi Mehrdad (2013) has designed a model to discriminate relationship between quality of work life and social capital of employees in an academic institute and has found that the factors of growth opportunity and continuous security has the most effect on social capital. Moreover, he indicated that safe and healthy workplace has lowest effect on social capital. Compared to this study, effect of safe and healthy workplace on social capital is in consistence with the present study due to low rank in this study. In regard with effect of growth opportunity and continuous security in the study, it has been the highest effect; although at the present study, it is average to high level. In study
adopted by Gudarzi Hojjat (2013) under the title of the relationship between quality of work life and social capital in personnel of Mehe Eghtesad Novin Bank in Arak Province, it has been found that there is significant and positive correlation between social attachment and integration in organization and social capital. Compared to this study, the two components are opposite to the present study due to low rank of the two components. Shahbazi Behzad (2009) has conducted a study under the title of determining the relationship between quality of work life and performance of managers in academic groups of Isfahan University. He has found that there is no significant correlation between fair payment and performance that is inconsistence with the present study that fair payment has average to high effect. Hatami et al (2011) has adopted a study under the title of the relationship between
quality of work life and organizational
commitment and productivity in University of Medical Sciences. In this study, through investigating relationship of dimensions of quality of work life with organizational commitment, it has been demonstrated that there is significant and direct correlation between all components of quality of work life and organizational commitment, except for growth opportunity and continuous security. According to obtained results, whole space of work life is also in direct correlation with organizational commitment and at the present study, whole space of work life has average to low effect and hence, the finding is inconsistence with this study.
individual development direction and through taking benefit of skill and profession of employees, their capability can be enhanced. Through providing growth opportunities, job promotion conditions should be provided and through improving individual capabilities, the opportunity to use acquired skills of security can be also provided in field of income. Wages should be adjusted to efficiency of every employee and should be paid on time to enhance
social capital of employees. According
torelatively high work pressure of employees, through codifying entertaining plans, good free times should be provided for employees and it is suggested to provide some conditions for them to be able to play social roles like educating and cooperating in other jobs. They should be encouraged to form social teams and groups to make sense of socialization in organization and to create field of thought and practice cooperation to
help organizational integration. Moreover,
through creating physical environment and determining logical working hours, a peaceful and satisfying workplace should be provided. Workplace should be good and free from any kind of danger physically. Employees should feel relax in their workplace. It is suggested to identify regulations of the society and observe them to protect the environment.
REFERENCES
1. Alwani Shiravani, E, 2011, Social capital, central principle of development, Journal of Tadbir, the fifteenth year, number 147 (7)
2. Boniadi, A, 2013, in-service training of
human resources of university and its impact on the quality of working life and performance of staff (case study: Staff of University of Science Technology) Journal of Management of Farda, twelfth year (35), (32)
3. Sanai Pour, H, Shahbazi, B, VAEZI, M, 2009,
relationship between quality of work life and performance of heads of departments of Isfahan University, Public Administration, Volume One, Number 3 (80)
4. Hatami, Mir Jafar, Mojahedi, JAHROMI,
autumn 2011, the relationship between job satisfaction and organizational commitment and productivity in employees Jahrom University of Medical Sciences, scientific research Quarterly of New Approach in Educational Administration, the second year (3), (26,27)
5. Zahedi, M.J, Shiani, M, Ali Pour, P, 2009, relationship of social capital and social welfare, Journal of Social Welfare, ninth year (32), (111)
6. Sotudeh, H.A, 2013, the quality of working life, Zabol University of Medical Sciences Journal of Ofoghe Talaei Salamat, Medical Assistance of Zabol University
7. Singh Hunejan, Monica. 2013, to study the effect of quality of work life on employee performance in Legal Department and Iran Melli Bank lawsuits, Azad University of management of Central Tehran
8. Sheikhani, M, Shabani, A, Nakhli, S.R, the summer of 2013, the effect of social capital on Human Development: A Case Study of Iran districts, science and research Journal, the eighteenth year (2) (127, 147)
9. SHARIFZADEH, F, Jazini, A.R, Mohammadi
Moghaddam, Y, 2011, to explain the dimensions of the components of quality of work life in NAJA preventive police, science-extension Journal, the sixth year, No.23, (26) 10.Taherian, M., Winter 2011, the impact of
quality of work life on social capital of employees of Raja Company of Islamic Azad University of Rudehen, Journal of Social Issues, 13 (61,62)
11.Ghaffari, M, Khani, L, 2013, the relationship
between social capital and cultural
intelligence and academic performance of Medical Sciences Students, Iranian Journal of Medical Education, (10/7)
12.Gholami, AR, August and September 2009,
factors affecting quality of work life in the human development in organization, police journal, sixth year, (81,82)
14.Mobasheri, M, (2008), what is social capital? Hamshahri Newspapers, 16th year, No.4679, 30 (4)
15.Mahdad, A, Mahdavi Rad, N, Golparvar, M, (2011), assessing the relationship between quality of work life and organizational commitment and its components, new findings in sociology, 5th year, No 20 (42) 16.Peidayi, Mir M, (2013), designing the model
of determining relationship between quality of work life and social capital in educational
organization employees, Faculty of
Management and Accounting, Islamic Azad University of Shahre Rey, Journal of Development Management, (33, 40)
17.Moradi, Sh, (2013), assessing effect of social capital on quality of work life (among personnel of Amiralmomenin Hospital in Arak), Islamic Azad University of Ashtian, (4, 34)
18.Mehrmanesh, B, (2015), improvement of
quality of work life, Newspaper of World of Economy
19.Noori, H, (2013), quality of work life, derived from Wikipedia of Sharif University, (1) 20.Nadrlu, M, Yaghmaei, F, (2014), quality of
work life of teachers employed in exceptional schools, specialized journal ofPsychiatric Nursing, science-research journal of academic association of nursery of Iran, second course, No.2, (9/13)
21.Nematollahi, Z, Farajollahi, A.H, Mir Jalili, M.H, Momenifard, H, (2013), assessing factors affecting social capital of students of Imam Ali Police University, Science-Research Journal of System management, 13th year, No.50, (192)
22.Hadizadeh Talasaz, Z, Noorani Sa'dedin Sh,
Shakeri, M.T, (2015), assessing the
relationship of components of quality of work life and job satisfaction of midwives, Journal of School of Nursing and Midwifery, Tehran University of Medical Sciences, 21st course, No.1
23.Harandi, A, (2014), determining role of social
capital and knowledge transfer in
organizational learning of knowledge-based
companies, Journal of Technology
Development Management, first year, No.4, (179)
24.A literature review on quality of work life and leaderships styles. T s nanjundeswaraswamy d r/ international journal of engineering research and applications (ijera) may-jun 2012،by Dr. Swamy (1053)
25.A study on quality of work life: key
elements& it’s implications. Assistant
professor, (axis colleges) iosr journal of business and management (IOSR-JBM) (mar. 2014) ،by Shefali Srivastava, Rooma Kanpur، (54, 58)
26.An investigation the relationship between
quality of work life and social capital (a case study: staff of mehr-e-eghtesad bank, markazi province)international journalof business and management invention ISSN (online ) august.
2013،byHojjat Taheri goodarzi, mohamadreza
Jaberansari, Reza Azadi، Borujerd Branch Islamic Azad University, Borujerd, IRAN (36, 46)
27.Does capital at home matter more than capital
at school? Social capital effects on academic achievementmikaela j. parcel2013،by Kelly p. Troutman،Mikaela J. Dufur،Toby L. Parcel(1) 28.effects of quality work life on the performance
of public health workers in Kenya: a case study of Kenyatta national hospital, Kenya otiende 2010،by Gilbert ogolla (7, 37)
29.Neighborhood Social Capital and Social
Learning for Experience Attributes of Products،2013،byJae Young Lee and David R. Bell ،Marketing Science,forthcoming
30.Social Capital and Aboriginal Communities: A critical assessment, Journal de la santé
autochtone, ،The University of
Manitoba،November 2009By Javier Mignone,
PhD, Faculty of Human Ecology (101) 31.Social capital and political،trust in West
