Factors of Quality of Work Life Affecting Employees’ Happiness at Work in Convenience Stores in Western Bangkok: A Case Study of a Retail Business Organization

Abstract

This study aimed to: (1) examine the effects of personal factors on the happiness at work of convenience store employees; (2) assess the level of quality of work life among convenience store employees; and (3) investigate the influence of quality of work life factors on employees’ happiness at work. This study employed a quantitative research design. The population consisted of 463 convenience store employees working in Western Bangkok. A sample of 215 employees was determined using Yamane formula with a 95% confidence level and a 0.05 margin of error. Participants were selected through purposive sampling. Data were collected using an online questionnaire administered via Google Forms. Descriptive statistics, including frequency, percentage, mean, and standard deviation, were used to analyze the data. Inferential statistics consisted of the Independent Samples t-test, one-way analysis of variance (One-way ANOVA), and multiple regression analysis. The results revealed that: (1) personal factors, including gender, age, marital status, job position, and work experience, had no statistically significant effect on employees’ happiness at work at the .05 significance level, whereas average monthly income had a statistically significant effect; (2) the overall quality of work life of convenience store employees was at the highest level, with work environment and workplace facilities receiving the highest mean score, followed by management and organizational policies, and career advancement and development; and (3) quality of work life factors jointly explained 52.4% of the variance in employees’ happiness at work (R² = 0.524, p < .05). Among the factors examined, work environment and workplace facilities exerted the strongest positive influence on employees’ happiness at work. The findings suggest that organizations should prioritize enhancing employees’ quality of work life, particularly by improving the work environment and workplace facilities, while also providing fair and appropriate compensation. Such initiatives are likely to enhance employees’ happiness at work, improve job performance, and support sustainable human resource management.