Work Life Of Employees Research Articles

EFFECTIVENESS OF HUMAN RESOURCE MANAGEMENT PRACTICES ON QUALITY OF WORK LIFE OF THE EMPLOYEES IN MSME SECTOR IN COIMBATORE DISTRICT, TAMIL NADU, INDIA

Quality of work life (QWL) of employees is necessary in MSME sector because it is significantly influencing performance, competitiveness, profitability and reputation of MSMEs and it is affected significantly by working conditions, fulfillment of personal requirements of the employees, security of job, better compensation, proper training and development, performance and satisfaction in their jobs and balancing personal and work life in MSME sector. Meanwhile, efficient implementation of HRM practices is providing better QWL to the employees working in MSMEs. The findings reveal that significant difference is found in HRM practices in MSME sector amidst profile of the employees. Significant difference is also prevailed in QWL in MSME sector amidst profile of the employees. Besides, recruitment and selection, performance appraisal, compensation and career planning are significantly and positively affecting QWL of the employees in MSME sector. Further, interaction between training and development and career planning and interaction between performance appraisal and career planning are also positively and significantly affecting QWL of the employees in MSME sector. Thus, it is also concluded that career planning moderates the relation between training and development and QWL and performance appraisal and career planning and QWL of the employees in MSME sector. Therefore, all the hypotheses are proved by the findings. Therefore, all the hypotheses are proved by the findings and limitation of the study is also presented.

The Influence of Employee Engagement and Work-Life Balance on Performance through Job Satisfaction at the Regional Development Planning Agency of Makassar City

This study aims to determine and analyze the Effect of Employee Engagement and Work Life Balance on Job Satisfaction and Employee Performance of the Makassar City Regional Development Planning Agency. This type of research is quantitative research using questionnaires as a source of data collection, the analysis used is path analysis using the AMOS 24.0 application. The results showed that: 1. Employee engagement has a significant positive effect on job satisfaction, 2. Work-life balance has a significant positive effect on job satisfaction, 3. Employee engagement has a positive insignificant effect on employee performance, 4. Work-life balance has a significant positive effect on employee performance, 5. Job satisfaction has a significant positive effect on employee performance, 6. Employee engagement has a significant positive effect on employee performance through job satisfaction, and 7. Work-life balance has a significant positive effect on employee performance through job satisfaction.

Multiple Role Conflicts In The Employment Field In Indonesian Government Agency Institutions with Work Life Balance (WLB) and Job Stress As Mediator Variables on Employee Performance

Work-life balance issues are an important aspect of the psychology of happiness, which is determined by a strong sense of self-worth, satisfaction, and a variety of life-affirming relationships. This study aims to explore how dual role conflicts affect employee performance in the Manpower Office (Disnaker) in Indonesia, by considering the role of work-life balance (WLB) and work stress as mediator variables. The research method used involved collecting data from 154 employees in the disnaker through questionnaires and interviews. The data was then analyzed using statistical analysis techniques to identify the relationship between multiple role conflicts, WLB, work stress, and employee performance. The results showed that dual role conflict had a significant effect on WLB and work stress, but did not affect employee performance levels. Meanwhile, work stress and WLB cannot mediate the dual role with performance. This research provides important insights for human resource management in government agencies to develop policies and programs that support the balance between work and personal life of employees. An emphasis on managing multiple role conflicts and work stress in the work environment can improve employee well-being as well as the overall effectiveness of the organization. The practical implications of this study are the importance of appropriate interventions to improve the working conditions of employees in the public sector, while improving quality public services.

The impact of robotic working patterns on employee work life and job satisfaction: evidence from ethnic minority businesses in the UK

The impact of robotic working patterns on employee work life and job satisfaction: evidence from ethnic minority businesses in the UK

THE EFFECT OF EMPLOYEE ENGAGEMENT AND WORK-LIFE BALANCE ON EMPLOYEE PERFORMANCE AT BAZNAS TANGERANG CITY

TThe purpose of this study is to determine the influence of employee engagement and work-life balance on employee performance at BAZNAS Tangerang City. This study uses a quantitative approach. The population in this study is 38 employees at BAZNAS Tangerang City with a sample of 38 respondents. The sampling technique used is saturated samples. Primary data collection was obtained from the distribution of questionnaires. The analysis technique used is multiple linear regression analysis using SPSS version 26 software. The results of the study showed that partially the employee engagement variable (X1) had a positive and significant effect on employee performance (Y), this was shown by the ttable > tcount of 3.339 > 2.0280 and a significance value of 0.002. For the variable work life balance (X2) has a positive and significant effect on employee performance (Y), this is shown by the tcount > ttable, namely 2.472 > 2.0280 and a significance value of 0.018. And simultaneously the variables employee engagement (X1) and work life balance (X2) have a positive and significant effect on employee performance (Y), namely Fcal > Ftabel of 15.799 > 3.27 and a significance value of 0.000. With a determination coefficient of 47.4% and the remaining 52.6% is influenced by other factors that were not studied in this study.

Dampak Kepribadian Narsistik terhadap quality of work life dalam Era Hybrid Working

Hybrid working is the work model chosen by many companies. In practice, changing your work style to a hybrid can affect the quality of work life. Quality of work life is an employee's perception which includes aspects of job and career satisfaction, general well-being, distance from homework, stress at work, control at work, working conditions. On the other hand, employee personality is a kind of diversity in the workplace. One of the personalities in the workplace is the personality of narcissism. Narcissism is part of the dark triad personality. Narcissism is demonstrated by behavior of self-admiration, domination, and superiority. The aim of this research is to explain the role of narcissistic personality in the quality of work life of employees who work in a hybrid manner. The participants were 217 hybrid working employees who filled out the Quality of work life and Short Dark Triad Personality scale instruments. The participants consisted of government agency employees, male and female, private employees, government agencies and start-ups, ranging in age from 20 to 55, with D3 to S3 educational backgrounds. Participants were selected using a purposive sampling method. The research results show that narcissistic personality plays a role in the quality of work life (b=0.055; p<0.001). Companies need to manage narcissistic traits through personnel management to improve the quality of work life in a hybrid work environment.

THE EFFECTS OF DIGITALIZATION ON EMPLOYEES' JOB SATISFACTION: AN APPLICATION ON EMPLOYEES IN PARTICIPATION BANKS

This study investigates the effects of the digitalization process on the job satisfaction of employees in participation banks. During the pandemic period, technological efforts that allow banking transactions to be carried out contactless and remotely have accelerated, and suitable financial products have been put into service. Participation banks have swiftly adapted to the digitalization activities observed in the banking sector, much like their counterparts. By offering digital products that adhere to Islamic principles, customers can remotely and contactlessly conduct their banking activities. This transformation has had an impact on the employees of participating banks. The study examines the effects of digitalization on the work lives of employees in participating banks through the administration of a survey. Considering the demographic characteristics of the workplace, the job satisfaction levels of employees have been measured. The effect of digitalization on the job satisfaction of employees was also measured by regression analysis. In the findings, internal and external satisfaction with digitalization were measured. According to the measurement results, it was found that digitalization positively increases the job satisfaction of employees in participation banks.

Inter-departmental dyadic coordination in organizations with reference to human resource and operations management

PurposeWith today’s increasing globalization and associated growing demand for talented operations managers, human resources management (HRM) in operations management (OM) has emerged as a top priority for firms. However, a thorough analysis of HRM issues in operations domain has not been made so far. The study presents current status of interaction, collaboration and coordination between operations and HRM and importance of coordination that helps in improvising the outcomes of the organization.Design/methodology/approachOperations management consists of employees responsible for creating highest level of efficiency and productivity within the organization. The initial studies on HRM and OM put forward strong arguments that the coordination between the departments happens to be at a low level, whereas, strong effective interaction, collaboration and coordination is required between both the departments to positively bring forth the organizational outcomes. A study on sample of 257 with descriptive research design was conducted. Out of 257, the valid 228 responses were used for testing of model and analysis.FindingsThe findings of the study conclude that the operations department employees should be in constant touch with their human resource partner. The overall organizational performance and productivity improve and strengthen when there is good interdepartmental coordination between operations and HRM. Employee job satisfaction and work life balance remains appropriate when there is proper synchronization between the departments. The study recommends organizations should work upon better integrating the team such that there is strong synchronization, mutual understanding, harmony, proper communication and information flow between the HRM and OM.Originality/valueCoordinated efforts and working of both the teams helps in bringing out more productive results, thereby contributing positively to the overall success of the organization, employee satisfaction and better productivity.

THE RELATIONSHIP BETWEEN WORKLOAD, TECHNOSTRESS, WORK LIFE BALANCE AND EMPLOYEE PERFORMANCE IN THE REGIONAL SECRETARIAT OF THE CITY OF SURABAYA

Bureaucratic Reform is one way to achieve good governance and make fundamental changes and renewals to the government administration system, especially in terms of institutional (organizational), administrative and human resource aspects. Through improvements to human resources. This study was conducted at the Regional Secretariat of Surabaya City with the aim of determining the relationship between the influence of workload, technostress, work life balance and employee performance. The research method is a quantitative approach where variables are measured using a Likert scale. The population in this study were employees who use technology in their work. Sampling was taken with a 95% confidence level using the Slovin technique, 193 people were obtained. The research variables consist of three independent variables, namely workload, technostress, work life balance and the dependent variable is employee performance. Data collection was carried out by distributing questionnaires. The results of the data collection were then analyzed using the Structural Equation Modeling Technique using the SMART PLS – 3 application. The results of the study showed that: (1) Workload has a positive effect on Technostress at the Surabaya City Regional Secretariat (2) Technostress does not affect Employee Performance at the Surabaya City Regional Secretariat. (3) Workload does not affect Employee Work Life Balance at the Surabaya City Regional Secretariat. (4) Work Life Balance has a positive effect on Employee Performance at the Surabaya City Regional Secretariat (5) Technostress has a negative effect on Work Life Balance at the Surabaya City Regional Secretariat (6) Workload does not have a significant negative effect on Employee Performance at the Surabaya City Regional Secretariat.

Work-life Balance: Telepressure and Marital Status Interaction

Telepressure in the workplace, represented as an employee's concern and urge to reply fast to work-related communications through the use of information and communication technologies, which may be concerned about poorer employee work-life balance and the employee’s inferior well-being. This study aims to identify the relationship between telepressure and work-life balance. This study further tested the moderating role of marital status between telepressure and work-life balance. Data for the present study was collected from 558 volunteers from Malaysia by getting responses through online surveys. The employing simple technique was convenience. Data was analysed through PROCESS macro using SPSS. Results showed the significant influence of telepressure on work-life balance. Results further confirmed that employees' marital status moderates this relationship of telepressure on work-life balance. Results also found that the telepressure is seen high among married people but low among single people. Present study’s model is supported by the Role Conflict Theory. Which covers the conflicts arises between work and personal life of employees as a result of extra demand of work. This is a unique combination that is important in the post-COVID context, and it was less explored previously. While no study has been found covering "telepressure->marital status->work-life balance" in context of Malaysia previously.

Factors Related to a Good Quality of Work Life for Employees in the Poultry Processing Industry in Northeastern Thailand

OBJECTIVE This study aims to analyze factors related to a good quality of work life (QoWL) for employees in the poultry processing industry in northeastern Thailand. METHODS This study was a cross-sectional analytical study. The sample size was 229 poultry processing workers with good and 458 with not-good QoWL. The Work-related Quality of Life Scale-2 Online Website (THQWL) questionnaire was used. A test of the reliability of the questionnaire found a Cronbach’s alpha of 0.899. The principal analyses used the Chi-squared test, the Fisher exact test, and binary logistic regression. Confidence intervals were set at 95% (95% CI), and a p-value of less than 0.05 (p < 0.05) was considered statistically significant. RESULTS Factors significantly related to employees with a good QoWL were working in departments other than slaughtering departments (AOR = 15.58, 95% CI: 7.62, 31.83, p < 0.001), having less than a bachelor’s degree education level (AOR = 6.65, 95% CI: 3.05, 14.49, p < 0.001), being a unit leader or in an upper level position (AOR = 7.26, 95% CI: 3.30, 15.98, p < 0.001) and working 40 or more hours per week (AOR= 1.92, 95% CI: 1.17, 3.16, p = 0.010). CONCLUSIONS Not working in the slaughtering department showed the strongest association with good QoWL. Other factors significantly linked to good QoWL included an education level lower than a bachelor’s degree, holding positions as unit leaders or in upper management, and working 40 hours or more per week. The study’s findings can be applied to enhance and promote the QoWL of workers in the poultry processing and related industries as well as to help improve and reinforce the knowledge, skills, and other attributes important to the efficient performance of employees in the poultry processing industry. KEYWORDS quality of work life, poultry processing industry, work- related quality of life scale, slaughtering

Factors That Affect Overtime Work and Employees Motivation In Restaurant Bebek Sultan Pattimura Dumai

The research was carried out at the Restaurant Bebek Sultan Patimura Dumai, this research aims to find out Factors that Affect Overtime Work and Employee Motivation, this research is a qualitative descriptive evaluation, and data collection is done through interviews and documentation, as for the population and the sample of the study were employees of Restaurant Bebek Sultan Patimura Dumai which numbered 12 people. The results of this study prove that employees work overtime and do not get bonuses, and the motivation of employees depends on each individual. The factor of overtime work greatly affects employee motivation, resulting in fatigue and potentially reducing the quality of employee work life. The imbalance between workload and rest time can physically and mentally harm employees, reducing enthusiasm and satisfaction at work. In addition, the negative impact on employees' health and physique can affect productivity and cause a decrease in morale. Therefore, Restaurants need to pay attention to employee needs between work and rest time to increase employee motivation and overall work comfort.

The Influence of Equal Employment Opportunities and Islamic Work Values on The Quality of Work LIfe of Employees CV. Profish International

Nowadays, several companies recognize the value of employee loyalty as one of the tools for their growth. Improving the quality of work life of employees is one approach to maintaining employee loyalty and increasing job satisfaction. The purpose of this study is to find out how the influence of equal employment opportunities and Islamic work values variables on the quality of work life. This research was conducted at CV. Profish Internasional which is a company that has a focus on the world of fisheries from cultivation to the distribution of fresh water fish. The population used in the study were all employees of C.V Profish Internasional, totaling 113 people. By using the Isaac and Michael formula, the sample in this study was 89 people. Data analysis used Patrial Least Square-Structural Equation Model or PLS-SEM analysis using SmartPLS. The results show that equality of employment opportunities and Islamic work values have a significant influence on the quality of work life of CV Profish International employees

A Study on Employees Perception Towards the Quality of Work Life

Work-life balance is considered to be important for both, business practice and academic research. The literature shows that work-life balance is a central issue affecting wellbeing, as family and work are the most important elements of everyone’s life. Work life balance from the employee viewpoint: the dilemma of managing work obligations and Personal/family responsibilities. Research suggests that improving the Balance between our working lives and our lives outside work can bring real benefits for Employers and employees.In the dynamic landscape of the Information Technology (IT) industry, employees often find themselves navigating a delicate balance between their professional responsibilities and personal lives. The concept of work-life balance has gained considerable attention in recent years, as organizations recognize the importance of fostering a supportive and harmonious work environment. This study aims to explore how employees perceive their work-life balance. By examining factors such as workload distribution, job autonomy, support from supervisors, and the availability of work-life balance programs, this research seeks to identify areas where improvements can be made to enhance the overall quality of work life for employees. The findings of this study will provide valuable insights that can inform the development of strategies and policies to promote a healthier work-life balance within the organization.

The Effects of Workload Excess on Quality of Work Life in Third-Level Healthcare Workers: A Structural Equation Modeling Perspective.

Examining the workload and working conditions of healthcare workers is crucial regarding the quality of the work life of employees and the quality of services provided. This study aims to determine the effects of the perceptions of workload on the quality of work life of health personnel working in two different tertiary hospitals affiliated with the Ministry of Health and the Higher Education Institution in Türkiye with structural equation modeling. This study was conducted in two hospitals in Malatya province: İnönü University Turgut Özal Medical Center affiliated with the Higher Education Institution and Malatya Training and Research Hospital affiliated with the Ministry of Health. The mean score of the Individual Workload Perception Scale was 106.18 ± 16.5, and the mean score of the Work-related Quality of Life Scale was 66.39 ± 15.33. Total workload scores had a statistically significant positive effect on total quality of work life scores (β1 = 0.98; p = 0.001). It was concluded that there was a statistically significant relationship between workload and quality of work life and age, unit of employment, working time in the profession, and hospital type.

Employee’s Well Being dan Job Satisfaction : Tinjauan Peran Family Supportive Supervisor Behaviors dan Work-Family Conflict

This research aims to explore the influence of family supportive supervisor behaviors on work-family conflict and its impact on work life balance and work engagement, which in turn influences employee job satisfaction. This research method used purposive sampling and involved 357 aircraft cabin crew from airlines in Indonesia. Data analysis was carried out using Structural Equation Modeling (SEM). The research results show that family supportive supervisor behaviors have a negative influence on work-family conflict. Furthermore, work-family conflict also has a negative influence on employee work-life balance and work engagement. However, work life balance and work engagement positively influence employee job satisfaction. The managerial implication of this research is that the implementation of family supportive supervisor behaviors in companies can help reduce the level of work-family conflict, so that employee performance and productivity can increase. Thus, companies can obtain long-term benefits through attention to these aspects. Conclusion, this research contributes to the understanding of the relationship between family supportive supervisor behaviors, work-family conflict, and employee work welfare factors. The practical implications of this research provide guidance for companies in developing management policies and practices that support balance between work life and personal life of employees, so as to increase overall job satisfaction and productivity. Keywords: Employee's Well-Being, Family Supportive Supervisor Behaviors, Job Satisfaction, Role Analysis, Work-Family Conflict

Lifestyle, Work, and Social Lives of Retail Employees

Lifestyle, Work, and Social Lives of Retail Employees

Work Performance Drivers and Its Impact on QWL- Special Reference to Educational Sector

People are of the utmost importance for the growth of any organisation. To make them perform and deliver their best needs constant monitoring of the key variables or factors that motivates them to work. These drivers inflate quality of work life of employees. Unlike any other sector, education sector also requires highly skilled academicians to perform work so as to shape the upcoming generation. The study strives to explore the work performance drivers and how they are related to QWL of employees. Descriptive research design was used. For the collection of primary data, five pointer Likert scale questionnaire using convenience sampling. Mean, Median, Mode, skewness, standard error of skewness, ANOVA, Chi Square tests, Regression tools were used for interpretation of data. Salary was considered to be the most crucial factor affecting QWL and that was followed up by working conditions and stress-free environment. As a result, workplace drivers need more emphasis to improve QWL.

The impacts of a high commitment work system on well-being: the mediating role of organization support and employee work-life balance

PurposeThis study aims to examine the effect of a high commitment work system (HCWS) on employee well-being and the mediating role of organizational support and work–life balance.Design/methodology/approachUsing structural equation modeling (SEM) for analysis, a quantitative approach was adopted to collect data from the 235 employees from the public sector in the United Arab Emirates (UAE).FindingsResults show that HCWSs have a significant influence on organizational support and employee work–life balance. Therefore, there is a significant positive effect on employee well-being. The consequence of HCWS on well-being is not mediated by organizational support. Organization and work–life balance do not support the idea of reducing the negative effects of high-commitment work systems on well-being. There is a significant influence of work–life balance on employee behaviors to have well-being.Originality/valueManagers can devise a strategy to involve the employees to join participating in decision-making. The research advances knowledge of how HCWS improves employee well-being and emphasizes the significance of organizational support in the environment of public organizations. Organizations are expecting to develop new strategies that help employees engage with their environment and increase their confidence. In this perspective, the present study has identified a crucial key factor of HCWS affecting of organization support and employee work–life balance, which can help propelling employees well-being. The research expands the knowledge of the organizational and cultural elements that influence employee behavior and performance in this setting by evaluating the effects of HCWS on employee well-being in the UAE.

Work-Life Balance dalam Meningkatkan Kinerja Karyawan Milenial

This research was conducted to determine work-life balance in improving employee performance at Ngudi Waluyo University. The aim of this research is to understand the implementation of work-life balance for millennial employees, as well as adjusting the balance between personal and work life for millennial employees at Ngudi Waluyo University. The research method used is a qualitative method with a phenomenological approach. The number of research informants was 8 employee informants, consisting of lecturers, education staff, security guards, and office boys (OB). The research location is at Ngudi Waluyo University, Ungaran, Semarang Regency. The results of research from in-depth interviews found that the better the work-life balance that employees have, the more their performance will increase until they are able to achieve good quality. The advice aimed at millennial employees is to better understand time management in order to achieve work-life balance.