Abstract:
Main goal of this study is the relationship between quality work life (including 8 components: adeuate payment, healthy and safe job, providing growth opportunity and continuous, legislation in organization, social correlation of working life, general space of life, social cooperation and correlation in work organization, improving human capabilities) and organizational commitment of the Melli Bank stuff of the Guilan Province.
The method of the descriptive research is in correlational type. Population includes all Melli Bank staff of the Guilan Province in year 2010-11 that among them 210 people who were chosen by random stratified sampling appropriate to the population, and the questionnaires to the population, and the questionnaires were distributed to them, two standard questionnaires: a quality of work life including 32 questions according to Likert Scale and organizational commitment including 94 questions based on Likert Scale were used.
The validity of the questionnaires was investigated by adaptation of reliable scientific references and studying by advisor and leader and it’s reliability was studied by primary investigation and 20 chosen samples from the population that by using Cronbach Alpha coefficient quality of work life questionnaire is 0.84 and for organizational commitment , the reliability has been measured 0.87.
The collected data in this study has been analyzed by using descriptive statistics (measuring frequency, percent, drawing graphs and tables) and inferential statistics (multiple variables regression analysis test and Pierson correlation coefficient test).
The results of the study indicate that:
1- There is a meaningful relationship between the quality of work life and organizational commitment of the Melli Bank of the Guilan Province. And among quality of work life: adequate payment, healthy and safe job, general space of life can be the best predictor for organizational commitment.
2- There is a positive and meaningful relation ship between the adequate payement and the organizational Commitment of staff.
3- There is a positive and meaningful relationship between the healthy and safe job and the organizational Commitment of staff.
4- There is a positive and meaningful relationship between providing growth opportunity and continuous safety and the Continuance Commitment of staff.
5- There is a positive and meaningful relationship between legislation in organization and the organizational Commitment of staff.
6- There is a positive and meaningful relationship between the social correlation of working life and the organizational Commitment of staff.
7- There is a positive and meaningful relationship between the general space of life and the organizational Commitment of staff.
8- There is a positive and meaningful relationship between the social cooperation and correlation and the organizational Commitment of staff.
9- There is a positive and meaningful relationship between improving human capabilities and the organizational Commitment of staff.
Key words: Quality of Work Life, Organizational Commitment, Meli Bank Staff.
1- Organizational society ↑

1-Quality of work life ↑
. SM khan ↑
. Jin- Wook Han, Do youg pyun, & Jae Hyun Ha. ↑
. Donald B Fedor, Steven Gald Well, David M Herold. ↑
. M Joseph Sirgy, David Efraty, Phillipsieyel, Dong- Jinlee. ↑
. Commitment ↑
. Affective commitment ↑
. Continuance commitment ↑
. Normative commitment ↑
. Matheiu, Zajac & Steers ↑
. Bateman, Strasser ↑
. Vandenberg and Lance ↑
. Sarminah samad ↑
. Champion Ruth ↑
. Job enrichment ↑
. Eric terist ↑
. Tavistock ↑
. Social- technical ↑
. Nadler and Lavler ↑
. Dales ↑
. Job design ↑
. Participative management ↑
. Effective leadership ↑
. Job satisfaction ↑
. Self- actualization ↑
. Performance ↑
. Intrinsically motivated ↑
. Absenteesm, Turnover ↑