Work Life Of Employees Research Articles

A Study on Quality of Work Life of Employees of Power Sector with Special Reference to Human Relations

Quality of Work Life is a very important aspect of every employee irrespective of the sector. It is no more an exception to the employees in Power sector. The employees of Power Sector have to work hard to solve the problems of the public. In this process they are unable to manage their work life balance. It is in this context the present study assumes significance. In this paper an attempt is made to present the various aspects of the quality of work life of employees of power sector with special reference to maintaining human relations.

Pengaruh servant leadership terhadap quality of work life pada karyawan generasi milenial

Indonesia is entering a demographic surplus era where millennial generation employees occupy most of the existing work opportunities. When the organization pays attention to and fulfills the needs of millennial generation employees, this arguably will prosper the employees so that their quality of work life can be realized. Organizational support provided by leaders who try to prioritize common interests over personal interests or servant leadership is one of the things that creates employees’ welfare because the employees’ needs are met. The purpose of this study was to determine the effect of servant leadership on the quality of work life of millennial generation employees. This study used quantitative methods with the sampling technique employed is using total sampling with the number of subjects in this are 96 people at BUMN X in West Nusa Tenggara. The data collection method used the servant leadership scale of 18 items and the quality of work life scale of 34 items. Data analysis used the simple linear regression technique. The results showed that there was a significant positive effect of servant leadership on the quality of work life. Servant leadership has an effect of 48.6% on the quality of work life for millennial generation employees (F = 88.893, p = 0.000, = 0.486).

Analysis of the enterprise`s readiness to implement modern tools of corporate culture development

Corporate culture is a unique attribute of the enterprise that positively affects the socio-economic results of its activity and develops under the influence of external and internal factors. The paper suggests a group of factors influencing corporate culture that determine the effectiveness and speed of its development. This group includes the level of competence of HR managers; the level of influence on staff of formal and informal leaders and their attitude to changes; the presence of cultural bugs, the attitude of the existing culture to changes, the degree of hierarchy, the speed of communication channels, the level of staff satisfaction with the situation, the presence of feedback. An analysis of global trends of enterprises’ corporate culture development allowed formulating the following areas of its improvement for the domestic enterprises: formation of a passionate employee, ensuring a balance between work and personal life, an individual approach to personal development and the effectiveness of staff activities, the organization of a virtual office, diversification as a part of teams, and reduction of hierarchy levels. The assessment of the domestic enterprises readiness to implement measures in the framework of the identified areas indicates that the most enterprises are ready to introduce modern tools for the development of corporate culture. At the same time, the necessity was revealed to introduce the individual approach to identify areas for improving professional skills and ensuring a balance between work and personal life of employees.

Impact of health literacy on health practices in the working life of young Japanese nurses and care workers.

To continue to work healthily, health practices are necessary. This study assessed the impact of health literacy (HL) on health practices in the working life of young Japanese nurses and care workers, occupations with heavy physical and psychological burdens. A web-based survey was conducted with 500 women (330 nurses and 170 care workers) under the age of 30 in 2019. Data regarding their demographic characteristics, HL and health practices in their working life were collected. A significant association was found between high HL and better health practices, such as being likely to rest when tired, working at their own pace maintaining a good work-life balance and regularly performing self-check-ups, which were common to nurses and care workers. In addition, sub-analysis among the high-HL group revealed that the attendance of lectures regarding working life and health for new employees was effective for taking rest when needed, working when not overtired and a good work-life balance. The results of this study suggest that high HL relates to healthy practices in the working life of young Japanese nurses and care workers. Increasing HL or fundamentally enhancing attitudes towards their own health or both may, therefore, have some benefits for healthy working practices.

The Quality Of Work Life And Job Stress Among Librarians In Public Tertiary Institutions.

The issues regarding the quality of work life and job stress is a global phenomenon which cuts across diverse changing and work environment. The success of any organization depends largely on the strategies adopted to improve the quality of work life of employees especially that of the librarians. The overall focus of the paper is to analyze the nature of work life and employment stress among librarians in public tertiary institutions. It is meant to determine the effect of job stress on the effectiveness of librarian’s performance in public tertiary institutions. It examines the causes of job stress among librarians in public tertiary institutions. It evaluated theories related to various components of quality work life and job stress. The research design used for the study was descriptive form of research and the study tested the hypotheses with relevant statistical instruments. The results showed that most librarians experienced high job stress resulting in unsatisfactory quality work life. It revealed the effects and impact of stress on librarians and their over-all performance. Job stress on librarians results in ill-health and loss of man hour which further manifests in low productivity. It is therefore necessary to ensure that stress is reduced to the barest minimum in the library workplace. Creating a healthy working environment is paramount in this regard. The provision of adequate facilities is also important since it helps librarians to perform optimally. Both the male and female library staff need to strike a balance between their job and family. Those who have children must as a matter of fact ensure that they employ adult house help to manage their home activities and take good care of their children while at work. It is indeed difficult to manage the work and home fronts without putting adequate plans in place. The population was obtained from various public tertiary institutions in Ogun state. Data analysis was done through descriptive statistics where measures of central tendencies and dispersion include frequency counts, means and percentages. The data was further analysed with the ANAVO with the help of the statistical package ver23

PENGARUH QUALITY WORK OF LIFE DAN DISIPLIN KERJA TERHADAP KINERJA PEGAWAI PADA DINAS KEPENDUDUKAN DAN PENCATATAN SIPIL KABUPATEN SUMENEP

The aspect of human resources is an important aspect in an organization and bureaucracy at this time, thus it is expected that the quality work of life with work discipline is able to provide encouragement and positive effect for the development of performance in several related agencies. The office which is engaged in public services that focuses on services to the general public requires an adequate quality work of life (QWL) for its employees. So that, assurance of the quality of work life of employees will have a good impact on employee performance. The quality of work that needs to be considered includes participation in decision making, opportunities for self-development, adequate income, and last education level. And it will be achieved if the relationship between leaders and subordinates is very good. The purpose of this study is to find out whether there is an effect of quality work of life and work discipline on employee performance, and whether there is an effect of quality work of life on work discipline. The data analysis technique in this study used Partial Least Square (PLS) with the help of Smart PLS 2.0 M3 software. PLS as a general method to estimate paths model using latent variables with multiple indicators.

Workplace Bullying and Incivility: Using Organization Development for Improving Healthy Work-life for Employees

Abstract Globally, a range of terms has been used to describe workplace violence at work such as bullying and incivility. Workplace bullying is an array of violent behavior in the workplace such as mobbing, assaults, emotional abuse, or incivility. Incivility is similar to bullying but more subtle and difficult to identify including behaviors as rudeness or inconsiderate. Bullying is different from aggression in that aggression may involve a single act, and bullying involves repeated acts of these ongoing patterns. The employees are the cornerstone of the organization, and management needs to work on the quality of work-life for their employees to achieve organizational goals and objectives. Therefore, workplace bullying and incivility need to be addressed to promote a culture of trust and respect. When dealings with violence in the workplace, it must take time to improve organizational effectiveness. Therefore, Organizational development would be useful in dealing with bullying and incivility in the organization.

Translating CDSMP to the Workplace: Results of the Live Healthy Work Healthy Program.

Report the results of a randomized, controlled trial of Live Healthy, Work Healthy (LHWH), a worksite translation of the Chronic Disease Self-Management Program (CDSMP). 14 worksites were randomly assigned to LHWH, standard CDSMP (usual care) or no-intervention (control) group. The diverse set of work organizations centered around a rural community in SE US. 411 participants completed baseline data with 359 being included in the final analyses. LHWH had been adapted to fit the unique characteristics of work organizations. This translated program consists of 15 sessions over 8 weeks and was facilitated by trained lay leaders. The primary outcomes including health risk, patient-provider communication, quality of life, medical adherence and work performance were collected pretest, posttest (6 mos.) and follow-up (12 mos.). Analyses were conducted using latent change score models in a structural equation modeling framework. 79% of participants reported at least one chronic condition with an average of 2.7 chronic conditions reported. Results indicated that LHWH program demonstrated positive changes in a most outcomes including significant exercise (uΔ = 0.89, p < .01), chronic disease self-efficacy (uΔ = 0.63, p < .05), fatigue (uΔ = -1.45, p < .05), stress (uΔ = -0.98, p < .01) and mentally unhealthy days (uΔ = -3.47, p < .001). The translation of LHWH is an effective, low cost, embeddable program that has the potential to improve the health and work life of employees.

한국 금융기관종사원의 DISC행동유형이 경영성과에 미치는 영향: 조직몰입 및 직무만족을 매개로

Organizational commitment and job satisfaction based on DISC behavioral traits (dominance, Influence, Steadiness, and Conscientiousness) have been studied for a variety of professions, but research on financial industry employees has not been very active. Therefore, the objective of this study was to find ways to improve management performance by enhancing the level of organizational commitment and job sat- isfaction of financial industry employees based on the type of DISC personality traits by identifying charac- teristics of each personality trait of the financial industry employees and the correlation among organiza- tional commitment, job satisfaction, and the behavioral traits, thereby contributing to the effective work life of employees of financial institutions. For this study, 367 employees in financial institutions were analyzed and the structural equation of AMOS VER. 20.0 program was used for analysis. In addition, the conformity and validity of the measurement model were tested to verify the suitability of the questionnaire. The results of the study are as follows. First, among the types of DISC traits, Dominance, Influence, and Conscientiousness traits were selected as they showed positive correlation with organizational commitment, while there was no correlation for Steadiness traits. Among the DISC behavioral traits, Dominance and Influence traits showed positive correlation with job satisfaction, but the study also found that there was negative correlation between Steadiness and job satisfaction, which was on the contrary to the initial hypotheses; furthermore, the study showed that there was no correlation between Conscientiousness trait and job satisfaction. Second, Dominance and Influence traits were selected as they showed positive correlation with manage- ment performance. Steadiness and Conscientiousness traits, in contrast to the hypotheses, were found to have negative correlation with management performance, but were rejected. Steadiness traits, in general, want to stay comfortable and exhibit serene personality, thereby are reluctant to be dominant, determined, committed and show a strong, positive drive, which all entails that the trait is not suitable for the role of a manager (Kang Hyun-suk, 2003). Furthermore, it is implied that Conscientiousness trait may be too cautious in making quick decisions in handling work and miss out on important timing, which could be disadvantageous to management performance. Third, among the types of DISC behavioral traits, Dominance and Influence traits were shown to have positive effects on organizational commitment parameter, and thus also affect a dependent variable, management performance. Next, Conscientiousness trait was shown as a full mediator, which correlates pos- itively with the organizational commitment parameter, and then also affected the management performance, a dependent variable. Dominance and Influence traits have positive correlation with job satisfaction param- eter, and thus also on a dependent variable, management performance. Steadiness trait was shown as a full mediator, which correlates negatively with the job satisfaction parameter, and thus also affects a dependent variable, management performance. However, Steadiness trait had no mediation effect on job satisfaction. Therefore, it is important to have a management strategy for employees with Conscientiousness and Steadiness traits to uplift their level of organizational commitment and job sat- isfaction since these traits positively correlate with management performance only through mediator pa- rameters which are job satisfaction and organizational commitment. Fourth, the organizational commitment parameter and the jab satisfaction parameter were showing different effects.

The Mediating Role of Job Satisfaction in the Relationship Between Quality of Work Life and Turnover: The Moderating Role of Gender

Purpose – The purpose of this study is to examine-using a moderation role of gender- the mediating role of job satisfaction between quality of work life and turnover intention. Design/methodology/approach – Data were collected from healthcare organizations employees (n = 325) in Ankara. The hypotheses were tested using The Mediation Analysis and Moderated Mediation Analysis. The questionnaire method, which is the primary data collection tool, was applied for the study. Survey data were analyzed using SPSS program. Findings – The mediation analysis showed that the job satisfaction has mediating effect on the relationship between quality of work life and turnover intention of employees. Second, Moderated Mediation Analysis showed that gender moderated the relation between quality of work life-job satisfaction and job satisfaction-turnover intention. When job satisfaction increases, the turnover intention of men is much higher than women. Finally, gender didn’t moderate the relation between the quality of work life and turnover. Discussion – The participation of female employees in the workforce has recently become an important issue. It is important to understand the relationship between the quality of work life and job satisfaction, and its effects on turnover intention, due to the woman's responsibilities regarding home and family. In this context, managers are recommended to make some arrangements in the organization to increase the job satisfaction and quality of life of female employees. With these arrangements, employee turnover intention will decrease and the organization will be more successful.

Well-being at work and its association with work-home interactions: a study of young Vietnamese employees

BackgroundStudying well-being at work and how it is related to employees’ work-home interactions has been of great con-cern to both researchers and policy-makers in recent years. The aim of this study is to investigate the status of well-being at work of young Vietnamese employees working in Hanoi city and how dimensions of their work-home interaction contribute to their well-being at work.Participants and procedureA self-administered questionnaire survey was conducted on 675 Vietnamese employees whose age was un-der 35 years. Demo and Paschoal’s well-being at work scale and the Survey Work-Home Interaction – Nijme-gen (SWING) scale were applied to measure employees’ well-being at work and work-home interactions re-spectively. The control variables include employees’ sex, marital status, working tenure, work position, mentor-ing, and type of organization.ResultsThis study documented differences in the status of well-being at work between groups by gender, work posi-tion, mentoring, whereas no difference was found between groups in age, marital status, working tenure or types of organization. Regression results demonstrated that altogether positive work-home, negative work-home, positive home-work interactions and work position can explain quite well the variance of employees’ well-being at work, and the predictive power of positive interaction for well-being at work was significantly stronger than that of work position and negative work-home interaction.ConclusionsOur results suggested that to promote employees’ well-being at work, organizations should invest in boosting the positive interactions between work and home life of employees. Work position, gender issue and mentoring are also meaningful determinants of well-being at work.

Reconciliation of Family and Work Life in the Department of Gynecology and Obstetrics - Systematic Assessment in Different Occupational Groups of a German University Hospital

Reconciliation of family and work life is an important topic for employees. Due to common work in shifts within the health care sector, this is even more essential for health care workers and has great implications in work satisfaction and individuals ́ health. Within all employees of the department of OB/GYN of the German university hospital Ulm, an anonymous and voluntary survey on compatibility of work and family was performed in the summer of 2017. The questionnaires consisted of established and newly designed tools to assess reconciliation of family/work life as well as work-family (WFC) and family-work conflict (FWC). Return rate of questionnaires was 63% (n=136). Physicians (n=33), nurses (n=53), and midwives (n=31) were grouped together as "medical staff" (n=115). There was no significant difference between employees with (n=73) or without children (n=59) regarding WFC and FWC. The group of nurses/midwives and the group of physicians had a significantly higher inter-role conflict (p<0.001) than the group of administrative staff. A negative correlation with "work satisfaction" was found for WFC and FWC. The group of nurses/midwives has significantly higher inter-role conflicts than the administrative staff. Especially the negative correlation of work satisfaction and inter-role conflicts shows the enormous need for improvement in sufficient compatibility of work and family life of employees in the health care sector. This needs to be addressed quickly and effectively as there is an alarming deficit of nurses and midwives in the German health care system.

The Invisible Leash: The Impact of Organizational Expectations for Email Monitoring After-Hours on Employee Resources, Well-Being, and Turnover Intentions

Emerging research demonstrates detrimental effects of work-related email use after-hours on employee emotions and well-being. This article extends existing literature by examining organizational expectations for email monitoring (OEEM) during nonwork hours as an antecedent of employee low work detachment, emotional exhaustion, diminished work–life balance, and increased turnover intentions. Adapting the conservation of resources perspective, we theorize that OEEM leads to negative individual and organizational outcomes via two different paths: lack of work detachment, and emotional depletion. The findings of a study with time-separated data collected from a large sample of 570 working adults support our predictions that OEEM decreases employee work–life balance through both low work detachment and emotional exhaustion, while the indirect effect of OEEM on employee turnover intentions is mediated by employee emotional exhaustion, and by work detachment through emotional exhaustion. We also find that decrease in work–life balance is negatively correlated with employee intentions to leave the company, but that this direct effect is not significant in the full model. Finally, we demonstrate that the time employees spend on work-related emails after-hours is not the main driver of negative outcomes. Taken together, our findings highlight deleterious implications of OEEM on employee resources and subsequent organization-related outcomes.

A study on the employee work life balance in the MSME sector

A study on the employee work life balance in the MSME sector

Employee Work Life Balance and Organizational Performance of the County Governments in Kenya

There is growing need to investigate the effects of work-life on organization performance. The study intended to examine the effect of Work Life Balance (WLB) organizational performance (OP) in the County Government of Busia. The unit of study was the County Government of Busia which is one of the 47 Counties in Kenya. The study was guided by Exchange and Spill over Theories. The researcher used census survey research design. The study population targeted 91 respondents of the County Government of Busia. Questionnaires were the main data collection instruments. Results of the study were: There was a positive, linear and significant association between flexible work schedule, telecommuting, compressed work weeks and organizational culture on OP. It was recommended that organizations must strive to fully operationalize flexi time, compressed work schedule, shift schedule and job sharing in their organizations. Organizations should make provisions of more platforms that would encourage employees to away from their places so that organization reduces the cost of hiring offices, space and increasing profitability. It encourages managers to ensure results expected and to push further for WLB culture in the organization, setting a pace of effective and accountable management practice.

AFFECTION OF CSR TO JOB SATISFACTION MEDIATED BY QUALITY OF WORK LIFE (CASE STUDY OF FOUR STAR HOTEL IN INDONESIA)

The purpose of this study is to discuss the perceptions of employees in the hospitality industry on corporate social responsibility and their influence on employee job satisfaction which is mediated by the quality of life of employees. This study hypothesizes about employee job satisfaction with corporate social responsibility mediated by the quality of work life. The population in this study consisted of the hotel industry with 4-star classes working for companies where CSR practices. Methods of data collection include the distribution of survey questionnaires. Using samples taken from four-star hotel employees in DKI Jakarta Indonesia, 175 samples were used as samples for analysis using the Structural Equation Model. The results showed that there are influences of each dimension of CSR (legal, economy, ethical, philanthropic) to the quality of work life. This study also shows the influence of employee job satisfaction to the quality of work-life of employees. There is a mediation of the quality of work-life between CSR dimensions to job satisfaction. This research is expected that the company can find out the needs that must be met by the company for job satisfaction of its employees through CSR activities.

Employee work–life balance and work satisfaction: an empirical study of entrepreneurial career transition and intention across 70 different economies

PropósitoEsta investigación investiga si la insatisfacción con el empleo actual aumenta la intención de crear su propio negocio. El propósito es ver si la insatisfacción con el trabajo asalariado y el bajo potencial de equilibrio entre la vida laboral y la personal pueden explicar la intención de una persona de entrar en el negocio más allá de los indicadores generalmente utilizados en investigaciones anteriores, como la autoeficacia o el reconocimiento de oportunidades. Además, descubrir si estos factores son más frecuentes en las mujeres que en los hombres es también uno de los objetivos.Diseño/metodología/enfoqueSe reunió una muestra de 36 129 trabajadores asalariados de 70 países de la Encuesta de población adulta del Global Entrepreneurship Monitor (GEM) 2013 para probar la predicción del modelo de evento empresarial de que la falta de equilibrio entre el trabajo y la vida laboral de un empleado son factores de desplazamiento en una transición de carrera empresarial.ResultadosLa satisfacción laboral y el equilibrio entre el trabajo y la vida en el trabajo actual disminuyen la probabilidad de que una persona asalariada desarrolle la intención de iniciar un nuevo negocio en los próximos tres años, pero solo para los países impulsados por la innovación. El impacto del equilibrio trabajo-vida en la intención de iniciar un negocio en el mismo para hombres y mujeres.Limitaciones / implicaciones de la investigaciónSe necesitaría un análisis detallado del impacto de los factores institucionales, económicos o culturales en este proceso, por ejemplo, el acceso a guarderías infantiles subvencionadas u oportunidades comerciales en el mercado. Sin embargo, en los países más desarrollados, las organizaciones que dependen de empleados con un fuerte potencial empresarial para innovar y desarrollar mercados deben tener en cuenta su satisfacción laboral y el equilibrio entre la vida laboral y familiar, para mantenerlos comprometidos y no verlos irse para comenzar su negocio propio.Originalidad/valorLos hallazgos sugieren que los factores de desplazamiento relacionados con el modelo de evento empresarial (Shapero y Sokol, 1982) son relevantes para estudiar la transición de la carrera del trabajo asalariado al espíritu empresarial, y viceversa.

The Relationship Between Work Engagement and Work–Life Balance in Organizations: A Review of the Empirical Research

Employers increasingly attempt to create the right environments where employees experience work–life balance. At the same time, organizations concerned with their organizational-level outcomes encourage improving employee work engagement. The question becomes, how do employee work–life balance and work engagement relate to one another? A similar question concerns human resource development (HRD) practitioners who seek to help both employees with balancing their work and life and employers with their organizational goals. A body of literature has examined the relationship between work–life balance and work engagement, which we review in this article. We identify and synthesize the findings of 37 articles empirically investigating the relationship between work–life balance and work engagement. The findings showed the various antecedents, mediators, and moderators that depict the relationships between work engagement and work–life balance. Furthermore, we provide insight into HRD scholarship regarding how to clarify the direction of causality between two concepts, which has been largely left inconclusive. Finally, our article proposes insightful directions for future research and practice in the field of HRD.

Mediation Effect of Career Planning and Development and Organizational Development on Quality of Work Life: using Structural Equation Modeling

The aim of the study is to identify the association between human resource development practices with respect to quality of work life. The researcher has taken various factors like: performance appraisal, training and development, coaching and counseling and career planning and development. The study is concerned to all levels of management in APSRTC-NELLORE zone. The survey method is applied to procure the data from various responses. Identified various factors which will impact on work life of employees. The total 546 respondents were collected from various categories of employees in the organization. A Conceptual model has been developed which explains quality of work life of an employee. The outcome of the research explores about what are the various human resource development factors which impact on individual work life of employees.

Impact of Quality of Work Life of Employees on Employee Turnover in Engineering Sector

Current business environment has numerous challenges in front of employers due to high employee turnover when workers working in various sectors such as IT, textile, telecommunications or manufacturing sector leave the current employer and join another organization. When these experienced staff or people holding important roles in the organization leave the organization it creates an adverse effect on the ongoing projects, meeting the requirements of clients, fulfilling the demands of regular customers, delivering of various goods and services on time, even sometimes it can reduce the total units produced, total sales or the overall revenue generated in that particular year, reduce effective customer service, reduce quality control of an organization's products or services. The industry again have to incur various cost and their time in the recruitment and training process of employees, it often leads to decreased morale of present employees within the organization. It creates a negative impact on the organization as the organization performance, productivity and the overall profitability of the industry is reduced. There are various reasons causing the employee turnover such as job dissatisfaction, improper working environment or working conditions, less salary or benefits, more working hours. All these work dimensions are associated with the concept of QWL. This paper focuses on the QWL, their attributes and their effect on the rate of employee turnover in various engineering sector. The results indicated a significant association between respondent’s demographic factors such as gender, age, qualification, marital status and QWL. In the present study, some recommendations are made to reduce employee turnover in industry.