Explain the relationship between quality of work life and organizational commitment in Shiraz electricity distribution employees

In recent research literature, the general attitude of organizational commitment is an important factor in understanding organizational behavior. Commitment can also have many positive consequences. Committed employees have more order in their work, stay longer in the organization and work harder. Managers must maintain employee commitment to the organization, and for this they must be able to increase employee commitment by using employee participation in decision-making and providing them with an acceptable level of job security. Management thinking is a major topic in management writing. . This idea is one of the core values on which the organization is based and employees are evaluated based on the criterion of commitment. Due to the importance of employee commitment in organizations and its effect on increasing performance, reducing absenteeism and leaving the service, in this study The relationship between quality of work life and organizational commitment We have dealt with the quality of work life model in order to increase the organizational commitment of employees and maintain this valuable resource for the organization. Because improving the dimensions of job characteristics, because it causes the work to be considered meaningful, creates a sense of responsibility and awareness of performance results for the person motivates him and this motivational force causes job satisfaction, performance improvement, leaving service and absence. Less and ultimately leads to more work commitment. This research is a descriptive survey research. The method of data collection in this research is a library and a questionnaire. The statistical population of the research includes 444 people and the statistical sample of the research includes 112 employees of Shiraz electricity distribution in Shiraz, of which 33% are women and 34% are men. According to education, they are divided into four categories: diploma (31.4%), master's degree (14.2%), bachelor's degree (11.7%) and master's degree and higher (3.8%). Regression was used to analyze the data. The analysis showed that the quality of work life such as skill diversity, task importance, task identity, feedback and independence with organizational commitment of employees with correlation coefficient (4.18) And has a significant relationship with employees' emotional commitment with correlation coefficient (4.44) . And no relationship was found between quality of work life and continuous commitment and normative commitment of employees. Finally, the managers of the organization have been suggested to increase the emotional commitment of employees and of course the organizational commitment of employees by upgrading the five job dimensions.