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Academic staffs are essential to the universities mission and vision achievement. However, in Ethiopia, universities are characterized by poor working conditions, lower quality of work-life and commitment, and higher turnover. The main purpose of this study was to investigate factors related to the quality of work-life and examine the effect of quality of work-life on the academic staff's organizational commitment in Ethiopia. The study employed an explanatory design and a quantitative approach. The data for the research is collected through a structured five-point Likert scale questionnaire from 185 samples that were selected using a simple random sampling technique. Confirmatory Factor Analysis is employed to determine the relationship between the manifest and latent variables that fit each other. The final step is the structural equation model, which develops a new proof of the author's proposed theory. As per the Structural Equation Model results, compensation, reward, and work-life balance are statistically significant and positively related to the organizational commitment of the academic staff. Further, quality of work-life is found to have a statistically significant and positive association with the organizational commitment of higher education teachers. As a result, maintaining a more balanced work-life balance through appropriate strategic human resource management is critical to increasing academic staff work engagement and improving the university's quality of services.
Abebe et al. (Sat,) studied this question.