ASSESSMENT TOOLS AND DIRECTIONS FOR IMPROVING THE QUALITY OF WORKING LIFE OF PERSONNEL UNDER MARTIAL LAW CONDITIONS

Introduction: Nurses are amongst the employees whose lives are fully affected by the quality of work life (QWL) as a consequence of dynamic changes in work environment. The aim was to investigate the relationship among nurses' quality of work life, organizational culture and turnover intention at Assiut University Hospital. Design: A correlational descriptive design was used. Setting: four Intensive Care Units classified as follows: Causality Intensive Care Unit, General & Postoperative ICUs, and Coronary Care Unit (CCU).Subjects: Included all nurses working in aforementioned settings with a total number of 120 nurses. Four tools were used to collect data namely: socio-demographic data sheet, quality of nurses' work life, organizational culture questionnaire, and turnover intention questionnaire. Results: illustrated that nurses’ quality of work life scores was highly significant in relation to the department, marital status, organizational culture score, and turnover intention score. Conclusion: This study contributed to understanding the relationships between quality of nurses work life and organizational culture that will lead to turnover intention among the study sample of hospital nurses and found a positive correlation between quality of nurses work life and organizational culture with highly statistically significant relation and between quality of nurses work life and turnover intention . While, there was a negative correlation between turnover intention and organizational culture. Recommendations: Workshops on the quality of work life skills for nurses and nurse managers should be done periodically. In order to lessen intent to turnover for the nursing profession, staff nurses are encouraged to participate in nursing committees, assume leadership roles, and become decision-makers.

The impact of school organizational structure on the incidence of innovative teacher activities by mediating the role of quality of work life (case study: malekshahi primary schools)

Quality of Work Life (QWL) is an organization's effort to control behavior and maintain the work performance of its employees so that it continues to improve continuously. This study aims to determine the influence of organizational culture, leadership serve and personality on turnover with mediated by the quality of work life. Example 134 respondents. PT Nipindo Primatama Group North Jakarta City. Research Data were analyzed using SEM PLS analysis techniques with the help of SmartPLS program. The results of this study showed that organizational culture, leadership work positive and significant to the quality of work life, the better the organizational culture, leadership serve and personality then the better the quality of employee work life. The results also showed that the leadership serve, personality and quality of working life affect negatively on turnover, while organizational culture directly does not affect on turnover. Quality of employee work life, while a good organizational culture cannot always improve the quality of employee work life, organizational culture can degrade the high quality of employee work life.

Goal and objectives of the dissertationGoalThe main goals of the research are 1) to analyze the relationship between emotional intelligence, organizational deviance, and quality of work life, and 2) to determine their effects on turnover intentions. In order to reach these goals, first, a conceptual model has been determined. The first factor, emotional intelligence, represents the external variables, but organizational deviance, quality of work life, and turnover intentions represent internal variables.ObjectivesThere are three objectives of this dissertation. The first is to understand the direct relationship between emotional intelligence and internal variables. The second objective is related to analysis between relationship three variables (emotional intelligence, organizational deviance, and quality of work life) and turnover intention without mediating role. The third is to analyze quality of work life moderates the effect of emotional intelligence on turnover intention.MethodologyThis research has four different dimensional structures and the measures are developed from prior research in different models. Questionnaire of all dimensions has 43 items to measure respondents' attitudes in four parts. Emotional intelligence is measured by twelve-items from the scale developed by MSCEIT, EQ-I, and ECI models which are based on one used by Mayer, Salovey & Caruso (2004), Bar-On (2005; 2003) and Goleman (1998). Organizational deviance is measured by twelve-items from the scale developed by Hollinger & Clark (1982), Robinson & Bennett (1995), and Lawrence & Robinson (2007). Quality of work life is measured by twelve-items from the scale developed by Walton (1975), B. Gilbert (1989), and Sirgy, Efraty, Siegel & Lee (2001). Turnover intention is measured by four-items from the scale developed by Arnold & Davey (1999), and Tutuncu & Demir (2002). The scale is adapted into Turkish and respondents answered on a five-point Likert type scale (ranging from 1=strongly disagree to 5=strongly agree). Through conducting a face-to-face interview with the employees of five-star hotels in south-west coast of Turkey, of the 596 responses received, 563 provided answers to all questions. LISREL 8.80 is used to analyze the relationship among emotional intelligence, organizational deviance, quality of work life, and turnover intention for research hypotheses within structural equation modelling.ResultsThe findings indicate a significant relationship between internal and external factors. In this context, emotional intelligence, as an external factor, has a significant positive influence on decreasing employees' deviant behaviour. It means that this factor is negatively associated with organizational deviance. While this factor has a significant and positive influence on quality of work life, on the other hand, it has a significant negative influence on turnover intention. Thus, hypothesis related to emotional intelligence are supported. The findings indicate that there is a relationship between quality of work life and organizational deviance as well as turnover intention. The perceived quality of work life has a negative effect on organizational deviance as increasing employees' quality of working and social life. This research shows that this factor has a strong negative association with employees' deviant behaviour and high correlations are found between these two variables. Similarly, quality of work life has a significant and negative influence on turnover intention. As a result, hypothesis related to quality of work life are supported. Finally, organizational deviance is strong and positively associated with turnover intention. The results indicate that organizational deviance has a significant influence on turnover intention. Hypothesis related to organizational deviance is supported.Theoretical conclusionsThe recent researches show that the emotional intelligence has a crucial role with associated various organizational behaviour issues and it is increasingly relevant to organizational development and employees' standard of living. …

OBJETIVO: Esta pesquisa tem por objetivo analisar a qualidade de vida no trabalho dos profissionais de Enfermagem da pediatria, considerando os domínios: físicos/saúde, psicológico, pessoal e profissional. MÉTODO: Estudo transversal descritivo de abordagem quantitativa, com amostra por conveniência, desenvolvido no período de março a maio de 2018, utilizando duas categorias Enfermeiros e Técnicos de Enfermagem da pediatria em unidade de internação hospitalar, com coleta de dados mediante o instrumento Quality of Working Life Questionnaire, conforme a estratégia de snowball sampling (“Bola de Neve”). RESULTADOS: Foram encontrados oito profissionais de cada categoria, com faixa etária média entre 28-32 anos e renda salarial entre dois e três salários mínimos. Quanto a qualidade de vida no trabalho verificou-se o dominio profissional com escore médio de 42,38 classificando como insatisfatório, no dominio fisico/saúde, psicologico e qualidade de vida no trabalho total observou-se escore de neutralidade entre os profissionais avaliados, enquanto que o dominio pessoal obteve um escore satisfatorio. CONCLUSÃO: Os fatores como remuneração, carga horaria excessiva, jornada de trabalho, sono e suas necessidades fisiológicas afetadas interferem diretamente na qualidade de vida no trabalho desses profissionais.

This research aims to analyze, interpret and evaluate Human Resources Management, especially at the LP3I Jakarta Polytechnic Management through a description of the influence of leadership, quality of work life and self-development on work engagement. This research uses regression analysis method and path analysis using a research sample of 110 people using accidental random sampling technique. The research sample in question is a lecturer in the Jakarta LP3I Polytechnic environment. The data collection technique used is the survey method through the distribution of online questionnaires. The results of this study show: (1) Leadership has a direct positive effect on ape attachment; (2) The quality of work life has a direct positive effect on work engagement; (3) Self-development has a direct positive effect on work engagement; (4) Leadership has a direct positive effect on self-development; (5) The quality of work life has a direct positive effect on self-development; (6) Leadership has a direct positive effect on the quality of work life; (7) Leadership has a positive indirect effect on work engagement through mediating self-development; (8) The quality of work life has a direct positive effect on work engagement through the mediation of self-development; (9) Leadership has a direct positive effect on self-development through mediating the quality of work life. Based on the results of the study, it was concluded that the level of work engagement of LP3I Jakarta Polytechnic Lecturers could be determined by the level of leadership, quality of work life and self-development. So this research provides advice to the Leaders & Management of the LP3I Polytechnic to improve leadership, especially at the head of the study program, improve the quality of lecturers' work life and provide a wider space for lecturers to develop themselves, so that Lecturers in the LP3I Jakarta Polytechnic environment have stronger work engagements. in order to carry out its duties to educate the nation's life and print human resources who are ready to enter the professional era.

This research aims to analyze, interpret and evaluate Human Resources Management, especially at the LP3I Jakarta Polytechnic Management through a description of the influence of leadership, quality of work life and self-development on work engagement. This research uses regression analysis method and path analysis using a research sample of 110 people using accidental random sampling technique. The research sample in question is a lecturer in the Jakarta LP3I Polytechnic environment. The data collection technique used is the survey method through the distribution of online questionnaires. The results of this study show: (1) Leadership has a direct positive effect on ape attachment; (2) The quality of work life has a direct positive effect on work engagement; (3) Self-development has a direct positive effect on work engagement; (4) Leadership has a direct positive effect on self-development; (5) The quality of work life has a direct positive effect on self-development; (6) Leadership has a direct positive effect on the quality of work life; (7) Leadership has a positive indirect effect on work engagement through mediating self-development; (8) The quality of work life has a direct positive effect on work engagement through the mediation of self-development; (9) Leadership has a direct positive effect on self-development through mediating the quality of work life. Based on the results of the study, it was concluded that the level of work engagement of LP3I Jakarta Polytechnic Lecturers could be determined by the level of leadership, quality of work life and self-development. So this research provides advice to the Leaders & Management of the LP3I Polytechnic to improve leadership, especially at the head of the study program, improve the quality of lecturers' work life and provide a wider space for lecturers to develop themselves, so that Lecturers in the LP3I Jakarta Polytechnic environment have stronger work engagements. in order to carry out its duties to educate the nation's life and print human resources who are ready to enter the professional era.

BackgroundThe quality of working life depends on the working conditions of the staff, and the decline in the quality of nurses' working life leads to a decline in the delivery of clinical services.ObjectivesThe purpose of this study was to determine the relationship between qualities of working life and critical thinking in nurses.MethodsThe present study is descriptive-correlational that was conducted on 123 nurses working in Milad Hospital in Isfahan. The data collection tools included demographic information questionnaire, Nursing Critical Thinking in Clinical Practice Questionnaire, and Quality of Nursing Work Life Scale. Data collection was carried out during December, 2018. The data were analyzed in SPSS software version 23 using descriptive statistics including mean, standard deviation, and frequency as well as analytical statistics including Pearson correlation coefficient.ResultsAccording to the results, a majority of the participants in the present study were females (52%). The score of nurses' critical thinking was found to be 319.76. The total average of nurses' quality of working life was reported as 138.70. Based on these results, there was no significant relationship between quality of working life and critical thinking in nurses.ConclusionThe results of this study indicated that the critical thinking of nurses is good, and the quality of working life is moderate. There was also no relationship between critical thinking and quality of working life

BackgroundPersonal wellbeing (PW) including quality of life and work life is a very complex concept that influences health professionals’ commitment and productivity. Improving PW may result in positive outcomes and good quality of care. Therefore, this study aimed to assess the pattern and perception of wellbeing, quality of work life (QoWL) and quality of care (QoC) of health professionals (HPs) in southwest Nigeria. MethodsThe study was a convergent parallel mixed method design comprising a cross-sectional survey (1580 conveniently selected participants) and a focus group interview (40 purposively selected participants). Participants’ PW, quality of life (QoL), QoWL, and QoC were assessed using the PW Index Scale, 5-item World Health Organization Well-Being Index, QoWL questionnaire, and Clinician QoC scale, respectively. The pattern of wellbeing, QoWL and quality of care of HPs were evaluated using t-test and ANOVA tests. Binary regression analysis was used to assess factors that could classify participants as having good or poor wellbeing, QoWL, and quality of care of HPs. The qualitative findings were thematically analyzed following two independent transcriptions. An inductive approach to naming themes was used. Codes were assigned to the data and common codes were grouped into categories, leading to themes and subthemes.ResultsOf 1600 administered questionnaires, 1580 were returned, giving a 98.75% response rate. Only 45.3%, 43.9%, 39.8% and 38.4% of HP reported good PW, QoL, QoC and QoWL, respectively; while 54.7%, 56.1%, 60.2% and 61.6% were poor. There were significant gender differences in PW and QoC in favor of females. With an increase in age and years of practice, there was a significant increase in PW, QoWL and QoC. As the work volume increased, there was significant decrease in QoWL. Participants with master's or Ph.D. degrees reported improved QoWL while those with diploma reported better QoC. PWI and QoC were significantly different along the type of appointment, with those who held part-time appointments having the least values. The regression models showed that participant’s characteristics such as age, gender, designation, and work volume significantly classified health professionals who had good or poor QoC, QoWL, PW and QoL. The focus group interview revealed four themes and 16 sub-themes. The four themes were the definitions of QoC, QoWL, and PW, and dimensions of QoC.ConclusionMore than half of health professionals reported poor quality of work life, quality of life and personal wellbeing which were influenced by personal and work-related factors. All these may have influenced the poor quality of care reported, despite the finding of a good knowledge of what quality of care entails.

Background and purpose: Today, a new process has started in organizations, and work in organizations has gained a new meaning. Organizations that offer a good quality of work life to their employees have a good index in attracting and retaining employees; Therefore, the quality of employees' work life is the key to the success of any organization, which increases employee satisfaction, strengthens their learning and flexibility in a changing environment. Therefore, this research aimed to investigate the relationship between personality traits and psychological well-being with the quality of work life through the mediation of perceived social support. Methodology: The present research method was a path analysis type descriptive correlation. This research's statistical population was comprised of all the teachers working in education in Boyerahmad city. From the statistical population, 450 people were selected and studied by the available sampling method. To collect data, the social support questionnaires of Ziman and his colleagues (1988), personality traits (NEO), Riff's psychological well-being (1989), and Walton's quality of work life (2003) were used. Evaluation of the proposed model was done using path analysis. Results: The research findings showed that the direct paths of personality traits, psychological well-being, and perceived social support to the quality of work-life, as well as personality traits and psychological well-being to perceived social support, were statistically significant. Conclusion: The results showed that the indirect relationship between personality traits and psychological well-being through perceived social support and the quality of work life was significant. Overall, the research results showed that the quality of working life is affected by many factors, including personality traits, psychological well-being, and perceived social support.

Introduction: Improving the quality of the female employees' working life as an influential work force in meeting the organizations' goals is of particular importance because they are a wife, a mother and an employee at the same time .The present study aimed to investigate the identity styles and multiple intelligences, and their relationship with female employees’ quality of working life at Yazd university, in 2019.
 Method: This study was descriptive- survey in terms of data collection, and basic in terms of purpose. The statistical population of this study consisted of 159 female employees of Yazd University, among whom 120 were selected based on the Krejcie and Morgan table using simple random sampling method. Data were collected through Berzonsky's identity style, Armstrong's multiple intelligence, and Walton's quality of wor ing life questionnaires. Data were analyzed using Pearson correlation coefficient, chi- square test, one- sample t- test, analysis of variance with repeated measures, and Bonferroni test.
 Results: Intrapersonal intelligence and normative identity style dominated other types of intelligences among female employees of Yazd University. The quality of their working life was average. There was no significant relationship between identity styles and the quality of working life. Also, among multiple intelligences, only logical- mathematical intelligence had a positive and significant relationship with the quality of working life.
 Conclusion: Regarding employment, the managers of organizations should give priority to people with informational and normative identity styles, and also, provide opportunities to use multiple intelligences of the employees to improve the quality of working life in order to increase productivity.

Background and purpose: Today, a new trend has started in organizations, and work in organizations has gained a new meaning. Organizations that offer a good quality of work life to their employees have a good index in attracting and retaining employees. Therefore, the quality of employees' working life is the key to any organization's success, increasing employee satisfaction and strengthening their learning and flexibility in a changing environment. Therefore, this research aimed to investigate the causal relationship between personality traits and job stress with the quality of work life through the mediation of job attachment. Methodology: The research method was correlation and path analysis. The statistical population of the research was made up of all the teachers and teachers working in education in Ludab region (Boyer Ahmad city) in the academic year 2022-2023. The statistical sample of the research was 250 teachers who were selected by convenience sampling. In order to measure the research variables, Walton's (1973) work-life quality questionnaires, Davis et al.'s job stress (1991), NEO personality traits (Costa & McCree, 1985), and Edwards and Klipatrick's (1984) job attachment were used. Evaluation of the proposed model was done using path analysis. Results: The findings showed that the direct paths of personality traits and job stress and job attachment with quality of work life and the direct paths of personality traits and job stress with job attachment were statistically significant. On the other hand, the results showed that the indirect paths of personality traits and job stress through job attachment with the quality of work life were significant. Conclusion: Generally, personality traits and job stress significantly correlate with the quality of work life through the mediation of job attachment in teachers.

This study aims to identify the impact of Telework Strategy on the quality of work life during COVID-19 pandemic in Orange Jordanian Telecommunication Company. In order to achieve the objectives of the study, the researchers used the descriptive-analytical method. The study population is the employees of Orange Jordanian Telecommunication Company. Based on the company's annual report for the year 2021, (493) employees work in Public Administration Center. Therefore, the researcher chose a convenient sampling method to distribute (300) questionnaires soft copies via email to the sample, 248 questionnaires were received back, thus the percentage of valid questionnaires is (82.2%), which then where analyzed and about (17.8%) of these questionnaires were excluded because either they are incomplete or were not received back. The study concluded that there is a significant impact of Telework Strategy on the quality of work life in Orange Jordanian Telecommunication Company, the telework strategy contributed to the quality of work life about (79%), also the telework strategy has a significant impact on all quality of work life dimensions (Psychological Pressure, Flexible Schedule, Employee Satisfaction, Work-Life Balance), and the telework strategy has the highest impact on the work life balance. The study introduces a set of recommendations, the most important of which are; increasing interest in health and psychological safety of employees, encouraging them to take care of themselves and spending time with family and friends, in addition to securing a suitable work environment of a family nature by communicating with employees individually, on a personal approach away from functional hierarchy

Objective To understand the status quo of quality of work life and turnover intention of nurses, and to explore the correlation between them, so as to provide scientific basis for formulating nursing intervention measures to improve quality of life and reduce turnover intention. Methods In December 2018, Random sampling method was used to select 400 nurses from a third-class hospital as the subjects of investigation. The quality of life of nurses was assessed by the quality of work life scale. The turnover intention of nurses was assessed by the turnover intention scale. Results Nurses' quality of work life was average 2.97±0.59 points, 2.78±0.60 points for job security, 2.61±0.66 points for work welfare, 3.11±0.70 points for job change, 3.34±0.71 points for self-growth, 2.97±0.63 points for environmental support, 2.51±0.80 points for promotion system, 3.41±0.68 points for interpersonal interaction and 3.01±0.72 points for decision-making. Nurses' turnover intention was average 2.46 points. The eight dimensions of quality of work life were negatively correlated with turnover intention I (the possibility of resigning from the present job) and II (the motivation to seek other jobs) (P 0.05) . Multivariate regression analysis showed that age, nurse-job seniority, annual income and self-growth, job change, environmental support, job security and job welfare were negatively correlated with turnover intention I and II (P<0.05) , while night shift frequency was positively correlated with turnover intention I and turnover intention II (P<0.05) . Conclusion The quality of nursing staff's work life is low, which is closely related to their turnover intention. Managers should take targeted measures in some aspects such as environ mental support and promotion system to improve the quality of nursing staff's work life and reduce their turnover intention. Key words: Nursing staff; Quality of work life; Turnover intention

العلاقة بين جودة الحياة الوظيفية والاحتراق الوظيفي لدى الاخصائيين الاجتماعيين بالمؤسسات التعليمية ملخص: استهدفت الدراسة الحالية تحديد العلاقة بين جودة الحياة الوظيفية والاحتراق الوظيفي لدى الاخصائيين الاجتماعيين بالمؤسسات التعليمية. وتحقيقا لأهداف الدراسة اتبعت الباحثة نمط الدراسة الوصفية باستخدام منهج المسح الاجتماعي بالعينة من خلال تطبيق أداة الاستبيان على عينة قوامها (75) أخصائي اجتماعي من الأخصائيين الاجتماعيين بإدارة التربية والتعليم مدينة بني سويف، وأکدت نتائج الدراسة على أن مستوى جودة الحياة الوظيفية لدى الاخصائيين الاجتماعيين جاء متوسط، في حين مستوى الاحتراق الوظيفي لدى الاخصائيين الاجتماعيين بالمؤسسات التعليمية جاء منخفضا. کما أکدت الدراسة على وجود علاقة عکسية ذات دلالة إحصائية بين أبعاد جودة الحياة الوظيفية (المتعلقة ببيئة العمل المادية والمعنوية، وبيئة العمل التنظيمية والوظيفية)، ومستوى الاحتراق الوظيفي. وأظهرت نتائج الدراسة عدم وجود فروق دالة احصائيا حول جودة الحياة الوظيفية بين الأخصائيين الاجتماعيين تعزى للمتغيرات التالية (الجنس، العمر، الحالة الاجتماعية، عدد سنوات الخبرة). کذلک عدم وجود فروق دالة احصائيا حول الاحتراق الوظيفي بين الأخصائيين الاجتماعيين تعزى للمتغيرات التالية (الجنس، العمر، عدد سنوات الخبرة)، بينما وجدت فروق دالة احصائيا وفقا للحالة الاجتماعية للأخصائيين لصالح المتزوجين أنهم أقل تعرضا للاحتراق. وخلصت الدراسة إلى وجود علاقة ارتباطية بين جودة الحياة والاحتراق الوظيفي لدى الاخصائيين الاجتماعيين. مما يتطلب تدخلات لتحسين جودة الحياة الوظيفية، وتقليل الاحتراق، وزيادة مستوى الإنجاز الشخصي للأخصائيين الاجتماعيين، وفي النهاية تزويد العملاء بخدمات أفضل. الکلمات الدالة: جودة الحياة الوظيفية، الاحتراق الوظيفي، الاخصائيين الاجتماعيين. Quality of work life and Job Burnout among Social Workers in Educational Institutions Abstract: The purpose of this study was to investigate the relationship between quality of school work life (QSWL) and job burnout of social workers in educational institutions. To achieve these goals, the researcher followed the descriptive study, using the social survey. By applying the questionnaire tool to a sample of (75) social workers in the Education institutions, in Beni Suef City. The results of the study confirmed that the quality of work life of social workers in educational institutions Medium, and the level of job burnout among social workers in educational institutions was weak. The study also confirmed the existence of an inverse relationship with statistical significance between the dimensions of quality of work life (the physical and moral work environment, organizational and functional work environment), and the level of job burnout (Emotional Exhaustion, Depersonalization, Personal Accomplishment). The results of the study showed that there were no statistically significant differences about the quality of the work life among social workers, due to the variables (gender, age, marital status, and years of service). As well as, there were no differences about the job burnout among social workers, due to the variables (gender, age and years of service). While there were statistically significant differences according to the social status of social workers. Conclusions: The results of this study indicate that there was a correlation between the quality of work life and job burnout among social workers. Accordingly, interventions to improve the quality of work life, reduce burnout, increase the level of personal accomplishment, and ultimately provide clients with better services. Key words: quality of work life, job burnout, social workers.