ILMA Journal of Social Sciences & Economics (IJSSE)

E-ISSN: 2790-5896 P-ISSN: 2709-2232

Volume 2.2 108-123 (2021)

Impact of Quality work life and Workplace Empowerment on

Employee Commitment: A Study of Banking Sector of Pakistan
______________________________________________
Muhammad Suhrab1* |
Abstract

Banking sectors is one of emerging sectors in Pakistan, but it stands out when it comes to employee
quality of work life and the workplace empowerment and that lead to the lack of employee commitment.
The target of this study to find the influences made by employee empowerment and quality of work life
on the commitment of employees towards their organization. This investigation solely has targeted the
branch banking employees of Pakistan. This analysis is perform using the data collected from the banks
of Pakistan through the distribution of the questionnaire and the sample of 215 has been distribute to
different branches of banks of Pakistan. Out of which 200 were found correct in all aspects. The software
used in data interpretation and analysis were SPSS and AMOS for the determination of reliability and
running the structural model equation respectively. The results suggested that the employee commitment
has a positive and direct relation with the employee empowerment at workplace and the quality of work
life of [Link] investigation provides an insight of the branch bankers of Pakistan and it gives an
idea that the branch employees contain some grievances in context of their job. Hence this paper could
be used as the highlights of the problems faced by the branch bankers of Pakistan.

Keywords: Overtime, Late sittings, Quality of work life, Employee commitment, Workplace
empowerment.

Author’s Affiliation:
Institution: Research Associate, TARBIYAT
Country: Pakistan
Corresponding Author’s Email: * writetosohrab@[Link]

The material presented by the author(s) does not necessarily portray the view point of the editors
and the management of the ILMA University, Pakistan.
(Online) 2790-5896 (Print) 2709-2232 ©2021, published by the ILMA University, Pakistan.
This is open access article under the license. [Link]

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I. INTRODUCTION
Organizations spent billions of rupees in building resources, employees are
considered as one of most prominent assets for a company. in emerging markets
quality of work life is considered as most important factory for employees
commitment and firms accepts that it is essential to provide rewarded against the
fulfillment of given task by the employeesOmofowa (2021) stated that quality of
work life depend on the commitment of a employee, his career development and
how well organization provide the opportunity of grow in his or her career. There
should be career opportunity in workplace because it enhances their commitment
toward performance.

Hence there is no doubt that these values appear to have potentially serious
consequences if not implemented; for a core of committed individuals who are the
source of the organization. Muramalla (2021) endorsed that remunerates offered
in the form of reward enhance the employee overall job satisfaction but many
employees’ job commitment is associate with how well organization committed
in employees training and development furthermore he found that employees not
prefer to have strict supervision during work.

Empowered employees are those employees whom organization provide some

of the essential authority for decision making and employees prefer self efficacy
so they can make decision quickly, Zeeshan(2021) investigated that empowered
employees make their decision more efficiently and this quick decision making
increase their productivity and ultimately it increase employees work engagement
and commitment toward the final goal of organization. He endorsed that employees
in banking sectors required more self empowerment in their decision making which
will create employees involvement in their job.

There are some complex areas for us as in our research which is for the branch
banking employees of Pakistan; the problems are such that the idea of empowerment
is very limited in this area because many things like SOP’s, policies and procedures
are regulated through the state bank of Pakistan and if the managers start to
empower employees in this context so it will be a violation of the law. So a slight
empowerment idea has been involved like initiatives, flexible hours for work etc.
Baird et al (2018) investigated the importance of the enabling use of controls,
through their significant association with the level of employee empowerment and
their indirect influence on organizational performance. Hasan (2021) Revealed that
organization can influence the commitment of an employee by working on the work
life balance where companies can enforce strict compliance on completing work
within the working hours, further more study suggest that when an organization
assign tasks it must analyze who is the best for the given task, and tasks should
be assigned as per the interest and filed of the individual employee. Employee’s
commitment will increase once an organization maintain clear line between the life
of work and the employee’s personal life.

AlKahtani (2020) studied that organizations which give empowerment to

their employees have found more commitment of their employees toward the

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organization and further endorsed that there is positive relationship exist between
employees empowerment and their commitment toward their organization further
more committed employees seems to be more satisfied from their job.

Organizations are facing an ever increasing competition and they prepare for new
challenges one of the key components of survival is maintaining and upgrading
the organization ability to use human resource effectively and [Link],
A. (2017) endorsed Achievements of an organization’s goal are directly related
to employee’s commitment towards organizational objective it has been realized
that when employees were in stress they could leave organization which increases
turnover ratio. It is considered that the continuity of the long term contribution by
a specialized employees with organization committed and high performance to the
organization will contribute to the growth in productively as well as competitive power.
(Singh A. Chauhan, 2018) stated in the environment of an organization’s employee
management it is one of the complex tasks for an employer, different techniques
are used for enhancing the performance of employees, employees empowerment is
consider as one of them; it means delegation of authority and responsibility to the
employees and it is based to enhance service quality and productivity of employees
as well If employees are given importance, encouragement, priority and recognition
for their work then it will create the feeling of belongings in them accordingly their
performance will also increase employee absenteeism will also decrease and they’ll
work with full of their efficiency and effectiveness.

Omofowa (2021) Employee’s career progression promotes quality of employee’s

work life, furthermore employee commitment, career development and the place
where he or she work can foster employee’s willingness to work. Quality of work
life is one of the factor what not only effect employee’s productivity but it also
effect his culture and his approach to contribute employee’s commitment toward
[Link] et al (2019) explainedthe employee’s satisfaction and retention
are critical to the conduct of business in the competitive market place and business
environment today. The commercial banks have thus set out on different management
strategies as resort to promote employee job satisfaction. Bazillai (2021) endorsed
that Working culture of today industry make employee fully fatigued, the reason
behind employee’s exhaustion is long working hours, late setting during working
hours and have long length of responsibilities that not only decrease employee’s
productivity but also affect his or her commitment toward the organization such
issues not only hit working life but affect their personal life by increasing medical
problems in the form of diabetes issues, increasing hypertension, psychological
and furthermore their attitude [Link] (2019) High commitment is one of
the key element which is required in today challenging environment and employers
need to understand that quality of work life which is organizational internal factor
of their employees and if employer want to improve the productivity of employees
he or she must work on the quality of life which he offer in the form of organization
environment, employer have to overcome the gap that exist between quality of
work life and employees engagement.

Nayak et al (2019) also claimed in a study of health sector keeping the mutual variable
in consideration (employee empowerment) that this variable is sufficient enough to

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enhance the commitment of employees.(Saleem et al. (2019) has also concluded in

their findings that the empowered employee’s results in better competent employees,
so these all studies are generating an idea that the empowerment is linked with
the quality of work and outcomes plus the enhanced commitment of employees
as well. Similarly (Baired et al. 2018) studied the employee empowerment in
manufacturing sector found significant results of it on the organization’s overall
performance, by which we can understand that the better performance of employee
is related to their enthusiasm for the organization which could be an indicator for
the commitment of employees This research is targeted towards the branch banking
employees of Pakistan so we cannot claim that it will be applicable globally. This
study contributes to highlight the problems faced by bankers of Pakistan in context
of their work and provides valid solutions for them. The need of this study a raised
because the branch banking employees of Pakistan hasn’t been addressed in near
past and if so then limited work has been done on it.

1.1) Scope of the study

This research will benefit the human resources department in the domain of
controlling the turnover rate of the branch banking employees. This study has been
focused towards the branch employees of the banks of Pakistan and such kind of
investigations (in the domain of HRM of banks) are too rare to find in Pakistan.
The HR personnel can use this study as a reliable source to understand the mindset/
grievances/ problems of the branch employees which they might not get through a
formal appraisal session.

II. LITERATURE REVIEW

General System Theory is Widely apply theory explained that an organization
consists on different parts and these parts combined and make a system, every
system has interdisciplinary system human force is considered one of the major
part of a system and change in one part overall effects all parts of the system and
this system is totally influenced by its environment, space and time. Structure of a
system is defined through functions.

Extensive studies has been conducted on employees commitment and other related
factors,many studied confirmed that Employees who are committed, involved in
job, involved in creative and innovative activities are less likely to leave their jobs.
Brendonk Et all.(2014) investigate the quality life for nursing in a trauma of dementia
and the impact in Quality of work due to dementia emotionally wellbeing. The
finding of the study endorse that quality of work live has positive impact on overall
performance of an organization and it increase job satisfaction, work strain and
[Link], Saavedra (2016) explained Organization must include Human
resource practices in their organizational vision and this could be one of their key
reason of success and staff of an organization could add competitive advantage of
an [Link], J. (2016) Studies employee empowerment, training of
employees and their team work in Malaysian educational sector, different methods
were used to check their relationship and final conclusion of this study endorsed
Commitment of employees is considered one of the most important element that

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ensure organizational effectiveness the reason behind this statement is that such
employees can help an organization to achieve its set outcome. Hence this study
clearly confirms employee’s commitment is positively depend on training of
employees and their training.

Potnuru et al. (2018) analyzed empowerment of employee and building team and
its impact on employee competencies and role of modern organizations in learning
culture. The findings of the study suggest that there is a significant relationship between
organizational learning culture and team building and employee empowerment on
employee competencies. . Baired et al. (2018) examined the relation that taken
place between uses of control with the level of employee empowerment; they used
manufacturing organization as randomly chosen, overall finding were in favor to
provide more empowerment to employees to take independently decision the results
of study also highlighted to importance of enable use of [Link] Et al (2018)
imperially analyzed the relation of job satisfaction and employee empowerment,
and its implications for change management of organizational and to understand the
socio-cultural environments. Study found that the empowerment has an significant
positive relationship with job satisfaction that show that the employee empowerment
has a strong connection in job satisfaction in urban Malaysia which have upgrade
their potential of productivity and innovations has policy makers should make
policies in their organization of empowering employees so that ultimately it will
benefit the organization and subsequently country. Juan et al (2018) analyzed the
organizational performance in private and government institutions through human
resource management and the main objective is to know the link between structural
empowerment and organizational performance, the findings of this study suggest
that organizational performance is positively associated with both structural
empowerment and psychological empowerment whereas the strategic integration of
HRM shows a positive and significant association with organizational performance.
Ashley et al (2019) conducted an investigation about the impacts of quality
practices and empowerment of employees on the organizational outcomes which in
this investigation is specific to health sector. The results of the study suggested that
the support of organization for improvement in general programs has a significant
impact on the quality practices and frontline empowerments. While the doctor’s
support is linked significantly with the employee empowerment which could
mean that the support of managers and/or bosses towards their subordinates at
the workplace could be of greater importance if aimed to enhance the employee
empowerment. Sinvaletal. (2019) studied the quality of work life and its impact
on overall organizational development, employee’s commitment is very essential
element for high productivity with greater confidence concerning its internal
structure and its relation to other behavioral constructs such as work engagement.
Jabeenetal. (2019) investigate on Quality of work life of Emirati women and its
influence on job satisfaction and turnover. They used job satisfaction quality of
work life and turnover intention. Result of the study was found to have a significant
relationship with all variables in the model, and they found, as positive effect
on job satisfaction and a negative effect on turnover intention and Public sector
organizations. Job satisfaction, as it will ultimately result in less staff turnover,
greater productivity, and will also support the localization strategy. Furthermore it
is indicated that public sector employers should formulate policies that will address

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female employees’ requirements in relation to employee.

Nayak et al (2019) in past have investigated the link between workplace
empowerment, employee commitment in relation to quality of work life in
the health sector industry. The results generated revealed that the workplace
empowerment sufficiently impacts the commitment of employees in private health
sector organizations.

Saleem et al. (2019) investigated how employee performance and organizational

commitment were affected by transformational leadership and employee
empowerment Results endure that Integrity can enhance the performance of
employees in banking sector which is positively associated with employee
empowerment.

Mohammed,2021Triguero,2021YIMER2021) Studied quality of work life in

relationship with job security, training, pay and recognition the research concluded
quality work life is the only factor that effect organization performance. There is
need to address issues related to personnel. The finding of this study concludes
that quality of work life have positive impact on organization [Link]
(2021) Studied job satisfaction and its related variable work life balance and its
evidence from Palestinian industry this study explained the importance of quality
of work life and employees awareness about this important element. The final result
of this study revealed that employees satisfaction and balance work life is positively
associated with overall organization’s commitment. '

Sujatha (2021) Explained employees prescriptive and normalizing commitments

have positive influence on the organizational operational performance, organizations
policies which give importance to employees commitments seems to have highly
outcome oriented.

Moda, Nwadike, Danjin (2021) concluded that industry should balance the life of
workers with personal life, if firm take initiative which reduce stress during work,
and ensure the safety of worker in workplace, wellbeing of health of employees
then can have high productive employees and all these variables are part of quality
of work life. Hence final finding of this study stressed the need of having quality of
work life which increases the commitment of employees toward their organizational
task.

Ali (2021) stated that once a company create better training opportunities, and
employee’s commitment can create better environment in banking sectors.
This theory clearly endorses the quality of work life which can be considered as
one of the part of an organization system and if employer work on this part of the
system it will influence other parts which includes human resources as well.
.
III. RESEARCH METHODOLOGY

3.1) Research approach:

Mainly there are three approaches which are adopted while conducting any research,
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following are mentioned and elaborated further. Quantitative approach is adopted

when the paradigm of study is positivist and post positivist it involves collection
and conversion of data into numerical form. Qualitative [Link] a study is
related to social constructions so this approach is adopted. In this study our research
approach is quantitative because this research approach make results more valid,
reliable and generalize a large population. This approach is in numeric form which
will enable us to reduce biasness in analysis of [Link] are three kind of research
purpose that define purpose of the research, following are elaborated as under:
The purpose of explanatory research is to test or verify specific theories and make
amends of research that explain the aspects of theory. Correlational research design
in this approach researcher used techniques to establish a relationship between two
closely connected variables.

Figure 1
3.2) Nature of Research

The research is Qualitative in nature. SPSS is employed to check that how much and
in what direction the independent variables i.e. quality of work life, and workplace
empowerment impact the dependent variable employee commitment. We collected
data in raw form it was firsthand data collected from bank’s employees which
later converted into interpretable form. The population of our study comprised
on the employees working in branches of private banks of Pakistan, the reason
behind collecting data from urban city Karachi is that the economic activities are
concentrated in large cities thus rapid organizational change highly effect urban
workforce.
3.3) Sample

The target sample/audience of study is branch employees of the banking sector of

Pakistan. Researcher selected the target audience for study using snow ball sampling
technique, but keeping in view selecting employees from officer cadre and middle
management and branch service officers. A self- administered questionnaire were
the source of collection of data. Zikmund (2000) augmented this as one of the
best approaches to data collection in management research is via self-administered
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questionnaires. The sample size is n=200. we considered this sample size and
response rate effective base on the guidelines spelled out by Tabachnick and Fidell
(2013)

3.4) Research Tool

The selected tool for the research is questionnaire. Questionnaires are self-
structured and are based on 1-5 Likert Scale. 1 denotes strongly disagree on Likert
scale whereas, 5 denotes strongly agree on Likert scale. Cronbach’s alpha is used
to check the reliability of the research tool. The Cronbach Alpha of the study is
0.968.

The questionnaire have two parts, part A part consist of demographic of the
respondents whereas, part B consists of three scales i.e., QWL (quality work life),
WE (work empowerment) and EC (employee commitment) after extensive review
of literatures.

QWL scale have 18 items, WE scale consists of 16 items and EC scale contains
10 items, all these items are adopted from Nayak, T., Sahoo, C. K., &Mohanty,
P. K. (2018) to measure the extent to which employees are committed to their
organization.

3.5) Hypotheses:

H1: Workplace empowerment has a positive relationship with Quality of work life.
H2: Quality of work life has positive relationship with the employee commitment
in banking employees.
H3: Workplace empowerment has a positive relationship with the employee
commitment in banking sector.

IV. RESULTS
4.1) Demographics:

As presented in Table 1 the study includes 145 male and 55 females which constitutes
of 72.5 per cent of male and 27.5 per cent of female respondents. Respondents aged
between 20 and 25 years (32.5 percent) followed by 26- 31 years (29 percent), 32-
37 years (14 percent), 38-43 years (11.5 percent) and above 43 (13 percent ). In total
of respondents 53.5% were unmarried and 46.5% were single. Among respondents
Graduate were (80%), while under graduate were (20%), post graduate employees
were also the respondent (9%) respondents have others education were also part
of study. Among respondents 41% were working 10-11 hours on daily basis, 36%
were working 9-10 hours on daily basis, 15.5% were working 8-9 hours on daily
basis and 7.5% were working in different variable hours on daily basis.

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4.2) Reliability and validity analysis

To check the Cross Validation of the Data that has been collected from banking
sector of Pakistan reliability test was run on SPSS. The Cronbach’s alpha value
for workplace empowerment is 0.925, for Quality of work life is 0.920, and for
Employee Commitment is 0.935. The overall Cronbach’s alpha of the study is
0.968. For Social Science the benchmark for the reliability test was kept equal to/
more than 0.70

4.3) SEM analysis

This study also applied one of very authentic statistical approach structural equation
model for further endorsement of the analysis, the results and interpretation given
below.

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Table-3 Cronbach’s alpha

In our research the three hypothesis H1, H2 and H3, and all have been supported
by the p- value P which contains the benchmark of determination which should be
lesser than 0.05. Hence our all hypothesis determined in this regard are significant
and direct in nature.

The Workplace Empowerment (WE) which is independent variable has a positive

and direct relationship with Quality of work life (QWL) containing an SRW value
of 0.822. Which reveals that a unit’s change in the Workplace empowerment (WE)
will bring an increase of 0.822 units of Quality of work life (QWL). Similarly, a
unit’s change in the Quality of work life (QWL) will bring a change of 0.518 units
in the Commitment level of Employees (EC). And for the final case (H3); a unit’s
change in the Workplace Empowerment (WE) will bring about a variation of 0.354
in the Employee Commitment (EC).

Table-4 Exploratory Factor Analysis

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Confirmatory factory analysis is analyzed to study the relationship that construct

amongst different variable and their items (Shelby, 2011). The results presented in
above table-4 clearly endorsed loading of most of the factor is less than 0.60 hence
it constructs a clear relationship exist among variables.

V. CONCLUSION
Based on our Test it is Revealed through reliability Test and SEM that Employee
Empowerment is sufficiently, positively and directly linked to quality of work life
and employee commitment therefore policy makers should consider this these
factors in order to improve Employee Performance in order to Achieve Firm’s
goals. in our review of literature it has also been shown that such practices (to
empower and improve the lives related to work of employees) has a great influence
to enhance the commitment of employees. The data collection which was a
challenge in the process because hardly anyone was able to participate voluntarily
in it and what more, the branch bankers are such a busy body that they cannot
divert their attention on something other than work especially the operational staff.
The data analysis revealed thatin this Study a broad research has been done on
Employees that people spend a huge portion of their life at their work this is why
our study could be an effective tool or a contributor for Quality Improvements. In
addition, the Employee Empowerment is strongly related to the quality of working
lives, which Provides rise to an idea that Employee empowerment could prove
to be of huge significance that could have an effect on the turnover ratio and the
end outcome that could also lead to organization to better perform. So all of these
researches (which we reviewed) give rise to the concept that empowerment is related
to the quality of job and results as well as increased employee performance and of
course the commitment with organization. The issues are such that the concept of
empowerment is not appreciated in banks and somehow has limitations in these
areas because many thing like sop’s, policies and processes are controlled through
Pakistan State Bank and if the executive initiates empowering employees and this
will result in a breach of law. Therefore this research helps to highlight the issues that
Bankers in Pakistan Faces during their job. This study has been conducted with the
focus in mind that the branch bankers in Pakistan spend approximately more than
10 hours of their day at work without being compensated for it (overtime payments)
and other hurdles which could affect their commitment for the organization (which
was our dependent variable). So we started to review past papers based on such
scenarios and then found some relevant stuff e.g. instrument, variables etc. The
instrument was then modified and approved through an experienced academician
and researcher. Based on our analysis the results extracted were sufficient, positive
and the benchmark values were met the impact between empowerment in the
workplace and quality of work life were linked with sufficient numerical weights
and similar was found in the case of quality of work life and commitment level of
employees and in the third case also; which was work place empowerment and
employee’s commitment.

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VI. RECOMMENDATION
The recommendations for policy makers, employers, HR personnel/decision
makers are as follows:
Regulatory authority of banking sector should designed a strategy which promote
quality of work life and release the stress of employees who works in branches
every day employees suffers because of late working hours and then not getting
compensations or reward against it, authority should implement policy that can be
on the basis of suggested two scenarios:
Prominent recommendation which this research suggest is to promote quality of
work life in the form of giving importance to employee’s training development,
employee productivityactivities such as providing skills programs which will
eventually promote quality of work life and employees orientation toward
organization.

Employer should make sure to promote initiative taking environment that will
foster of sharing knowledge and employer should appreciate employees once he or
she take initiative which will enhance loyalty and commitment of employees.
To decrease the timings of the bank’s dealing with the public which will provide the
staff sufficient time to wind up the closing processes.
To compensates for the extra hours spent by the staff on closing process of the
branch.

Banks should promote flexible work schedules in Organization, employees work

long hours which ultimately destruct their personal life that make them pressured
during the work.

FUTURE RESEARCH
Since Banking Sectors was focus center of our study so access we don’t have
the access to the policy maker’s especially state bank of Pakistan. Therefore we
recommend future researchers to contact policy makers and ask their point of view
in employee empowerment.

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