Comparing the Quality of Work Life and Job Embeddedness Based on the Life Orientation of Optimistic-Pessimistic Nature: Case Study, Pasargad Insurance Offices in Kermanshah

Abstract

Introduction: Today, the insurance industry is considered one of the most essential factors in wealth and social well-being production. This industry is based on economic service and has a critical and sensitive position in economic growth and development, especially in developing countries. Since human resources are the most valuable capital to realize the goals of this industry, therefore, it is necessary to examine the factors related to the psychological empowerment of employees. Based on this, the current research was conducted to compare the quality of work life and job embeddedness based on the life orientation of optimistic-pessimistic nature in Kermanshah insurance offices. Methods: This study was a causal-comparative study in terms of goals and descriptive in terms of the data-gathering procedure. The sample size of the research was 280 people (62 women and 218 men) from the employees of Pasargad Insurance in Kermanshah city in 1401, which were selected by convenience sampling. To collect data, Walton's Quality of Work Life (QWL), Ardalan et al.'s Job Embeddedness (JEQ), and Sheyer & Carver's Life Orientation (LOT) questionnaires were used. The research data were analyzed using SPSS-27 software and multivariate analysis of variance. Results: The results of the MANOVA test showed that all the dimensions of the quality of work life are different based on the life orientation of optimistic-pessimistic nature. This claim is also true about the six components of occupational institutionalization and shows, that the dimensions of job embeddedness are based on the life orientation of optimistic-pessimistic nature have a significant difference. Conclusion: Optimism as a hopeful expectation in a specific situation can play a significant role in the quality of working life, and the desire to continue working and creating attachment to organizational tasks. As a result, it is suggested that managers prepare training programs for employees to adopt an optimistic orientation in life to reduce job abandonment and attachment to the organization, which is a consequence of job embeddedness.