Research On The Relationship Between Knowledge Workers’QWL And Organizational Performance Of University

The concept of quality of working life emerged and be defined in the trade unionorganizations in the period of1960’s in western country firstly. Quality of working life paysattention to a series of questions of the employee’s life, emotions, family, workingenvironment, etc., It hopes to be able to achieve a higher standard of efficiency by raising theQWL. It is a reflection of concern for "humanity management”. The movement of QWL is thenecessary results of the development of human resource management theory and practice, andalso it has important waning sense to the human resources management of our country. Thesystem of university organizational performance evaluation has been a hotspot of humanresources management and adoption of methods become one of the focal topics in recentyears.This article is based on the knowledge-based employees of the universities in theChinese context as the object of study. Through defining the knowledge-based employees ofcolleges and universities and basing on foreign researching of the theory of QWL, itresearches the structure of the QWL for knowledge workers in Chinese colleges anduniversities.Little research on the relationship between QWL of the employees and organizationalperformance at home and abroad, especially in this particular environment of the universitiesis even less. In this paper, it uses the method of combining theoretical research and empiricalresearch, and analyzes the different nature between enterprises and universities to explore theimpact of the college quality of working life to its organizational performance, and to get thedesired effect.The main conclusions drawn in this paper can be summarized as follows:(1) The content of the structure of the quality of working life of Universityknowledge-based workers, including the four dimensions, namely: the task dimension, thedimension of the work environment, the organization’s recognition by the community andwork-life balance relationship. Among them, the organization’s recognition by the communityand work-life balance relationship can be unified the social environment dimension.(2) University of organizational performance evaluation criteria can be combined withthe balanced scorecard to be assessed, the evaluation criteria system is divided into fourdimensions, namely: financial performance, social satisfaction, teaching and researchperformance and faculty satisfaction.(3) Quality of working life of university knowledge-based workers has a difference indifferent demographic characteristics of variables. There is a significant difference in difference educational levels, but there are no significant differences in different gender andmonthly income.(4) Quality of working life of the overall university knowledge workers was significantlypositively related to organizational performance, and if the QWL improves, the performancewill increase too; the contrary, the QWL reduces, the performance will also be affected.