جودة الحياة الوظيفية للعاملين في جامعة آل البيت وعلاقتها بدرجة ممارستهم للبراعة التنظيمية
The current study aimed to identify the level of quality of work life, and organizational ambidexterity, and to identify whether there are statistically significant differences in the level of quality of work life, and organizational ambidexterity due to the variables of gender, academic qualification, years of experience, and job title. It also aimed to examine the correlation between the quality of work life and organizational ambidexterity. The sample of the study consisted of (280) male and female teachers who were chosen by simple random sampling technique. To achieve the objectives of the study, the correlative descriptive survey method was used. After its reliability and validity had been verified, a questionnaire was used as the research instrument for collecting data. To measure the quality of the work life, the first part of the questionnaire consisted of (36) items distributed to four dimensions: stability and job security, work-life balance, leadership and supervisory style, and progress and promotion. To measure the organizational ambidexterity, the second part of the questionnaire consisted of (16) items divided into two dimensions: the optimal investment of opportunities and the exploration of new opportunities. The validity and reliability of research instruments were tested. The study revealed the following results: 1) The quality of the work life of the employees at Al al-Bayt University was at a moderate level, and that their practice of organizational ambidexterity was at a moderate level too. 2) There were no statistically significant differences in the level of quality of work life due to the gender variable in all dimensions and the overall degree. 3) There were no statistically significant differences in the level of quality of work life due to the effect of years of experience in the dimensions of job stability and security, and progress and promotion, and the total degree, and the presence of differences in the dimensions of work-life balance, leadership and supervisory style in favor of less than 10 years. 4) There were statistically significant differences in the level of quality of work life due to the educational qualification variable in all dimensions and the total degree. The differences came in favor of post-graduate studies. 5) There were statistically significant differences due to the effect of job title in the dimensions of stability, job security, career progression and overall degree. The differences came in favor of an administrative employee, and there were no differences in the dimensions of work-life balance, leadership and supervisory style. 6) There were no statistically significant differences in the degree to which employees practice organizational ambidexterity due to the variables ofgender and years of experience in all dimensions and the total degree. 7) There were statistically significant differences in the degree to which employees practice organizational ambidexterity due to the educational qualification variable in the optimal investment of opportunities. The differences came in favor of graduate studies, and there were no statistically significant differences in exploring new opportunities and the total degree. 8) There were statistically significant differences in the degree to which employees practice organizational ambidexterity due to the job title variable in all dimensions and the total degree. The differences came in favor of an administrative employee. 9) There was a positive, statistically significant relationship between the quality of work life among Al al-Bayt University employees and their practice of organizational ambidexterity. In light of the results of the study, the researcher recommends a set of recommendations, the most important of which are: Introducing the concept of quality of work life into the training courses and workshops offered by Al al-Bayt University to members of the teaching and administrative staff; to help them understand the meaning of quality of work life which is reflected in their level of organizational ambidexterity at the university. (Author’s abstract)