Employee Quality Of Work Life Research Articles

Exploring the Influence of Organizational Policy on Quality of Work Life and Employee Engagement in Nigerian Manufacturing Companies

This study delves into the examination of organizational policies and their impact on the quality of work life (QWL) and employee engagement (EE) within manufacturing companies in Nigeria. It seeks to explore the factors within organizational policy that influence QWL and EE, both directly and indirectly. Historically, organizational policies have been formulated solely by management-level staff, yet there is a growing recognition of the benefits of involving all employees in policy formulation or review processes. Against this backdrop, this research investigates the relationships between organizational policy, QWL, and EE. The study assumes that organizational policy plays a significant role in shaping employee QWL and, consequently, their engagement. It identifies four key stages of organizational policy: formulation, adoption, implementation, and evaluation, highlighting the importance of employee involvement throughout these stages. The findings shed light on the importance of organizational policy and QWL in fostering employee engagement and emphasize the need for organizations to prioritize employee participation in policy-making processes.

Enablers of quality of work life of employees in garment industry: an integrated hybrid approach of Pareto, SEM and ISM

Purpose The purpose of this study is to determine the enablers of the quality of work life (QWL) of employees working in the Garment industries. Design/methodology/approach The study was carried out in a fivefold step. In the first step, the enablers of QWL were identified through an exhaustive literature survey, in the second step identified vital few components through Pareto analysis. Then the third step was followed by exploratory factor analysis (EFA) to further, to identify the precise components and validate the same using confirmatory factor analysis in fourth step. The final step included interpretive structural modeling and Cross-Impact Matrix Multiplication Applied to Classification analysis to model the validated components and determine the interrelationships and linkages. Findings Predominant QWL enablers of employees working in the garment industries are training and development, satisfaction in job, compensation and rewards, relation and co-operation, grievance handling, work environment, job nature, job security and facilities. Research limitations/implications In this study, the interpretive structural model is designed based on the opinion of the experts who are working in the garment industry considering the responses from employees in garment sectors. The framework can be extended further to the other sectors. Practical implications In future, the researchers in QWL may develop a model to quantify the level of employees’ QWL who are working in different sectors. Enablers of QWL are essential, and based on this further statistical analysis can be carried out. This study will provide limelight to the researchers in choosing the valid and reliable set of enablers for the empirical studies. Organizations can get benefit by implementing the outcome of this research for the enhancement of the QWL of employees. Originality/value The study was carried out in 133 garment industries where 851 workers constituted the final valid responses that were considered for analysis. The outcomes from the study help administrators, policy and decision-takers in taking decisions to enhance QWL.

IMPACT OF CORPORATE SOCIAL RESPONSIBILITY ON FINANCIAL PERFORMANCE: MEDIATING ROLE OF QUALITY OF WORK LIFE

This study examines the influence of perceived corporate social responsibility (CSR) on corporate financial performance (CFP). Based on win-win paradigm, this study uncovers the mediating role of Quality of Work Life (QWL) on CSR-CFP nexus. A questionnaire based cross-sectional survey was conducted to accumulate data from 355 employees working in public and private sector banks of Pakistan. Structural Equation Modeling (SEM) was used to examine the hypotheses. The results depict that CSR is positively related with CFP, and employee QWL partially mediates this relationship. According to our noesis, the review of previous literature regarding the association of CSR and CFP reveals that QWL has not been empirically tested as a mediator between these two variables. This study findings proposes that banks engaged in CSR activities are actually establishing a healthy work environment for their employees which ultimately helps the banks to improve their financial performance. This study highlights the importance of CSR activities for enhancing the CFP of the banking sector in the developing countries. Keywords: Corporate Social Responsibility, Quality of Work Life, Agency Theory, Financial Performance.

Quality of work-life: scale construction and validation

PurposeThere is a compelling need for developing constructs in management science rather than adapting the constructs that have been developed in other domains. Having emerged in the 1950s, quality of work-life (QWL) measures have proved to be ineffective due to the lack of conceptual clarity and theoretical support. The article analyses the QWL measures highlights their coherence and verifies them for being used in specific contexts.Design/methodology/approachThe study includes three stages to develop a QWL Measurement Scale. Fourteen questions were developed based on QWL concepts. They were validated using exploratory factor analysis (EFA) which split the dimensions into five factors. A survey was conducted on 375 medical residents. Finally, confirmatory factor analysis (CFA), convergence and validity were tested along the five dimensions.FindingsResults extend the QWL concept and provide theoretical support for the same. Five dimensions were developed to measure QWL namely: pay and benefits, supervision, intra-group relations, working conditions and training.Practical implicationsThe study may offer an overview of evaluation strategies to researchers and organizations that aim to improve employee QWL while they enhance its effectiveness through reliable instruments.Originality/valueThe scale developed in this study contributes to the body of QWL literature in the healthcare arena. It may be beneficial to carry out further research in this domain.

Quality management practices and quality of work life – a conceptual model development

PurposeThe present study analyzes the research articles linking quality management practices (QMP) and quality of work life (QWL). The investigation leads toward the formulation of the hypothesis and developing a conceptual framework of QMP and QWL.Design/methodology/approachThe study uses a systematic literature review to explore the relationship between QMP and QWL using the Scopus, Web of Science, PubMed, Eric, IEEE Xplore, ScienceDirect, Directory of Open Access Journals (DOAJ), and Google Scholar database and identifies critical factors of QMP and QWL using Pareto analysis. Further study proposes a conceptual framework of articles linking QMP and QWL.FindingsA thorough review of the literature identifies three different categories of research articles: “factor identification” articles, “QMP implementation” articles, “scale development” articles, and “influence of QMP on various organizational and employees-related factors” articles. Many studies have attempted to study the relationship and influence of QMP on employee-related factors but not by considering them holistically, thus, underlining the significant gap in the QMP and HRM literature.Research limitations/implicationsTo review the literature on QMP and QWL, only a handful of databases were reviewed. Further, the proposed conceptual model is based on the QMP and QWL/HRM literature review, and it is not empirically validated. Further research can be considered to test and validate the proposed conceptual framework empirically.Practical implicationsThis study highlights a gap in the existing research studies and an incomplete consideration of employees' aspects of QWL. Researchers and organizations are advised to adopt a broader view while assessing QMP implementation's influence on employees.Originality/valueThis study uses a systematic literature review and Pareto analysis to find the critical factors of QMP and QWL, thus providing a new research avenue for researchers, quality experts and human resource managers to consider all the aspects of employees, that is, QWL of employees, to understand the influence of QMP on employees to achieve firm success.

A Study on Quality of Work Life of Employees in LPG Bottling Plant

Goal: Quality of Work Life (QWL) draws more attention in the present context, and it is a multidimensional construct. The oil and gas industries have realized the significance of employees' QWL to retain and attract a talented workforce in the competitive job market. This study examines the status of QWL of employees in the LPG Bottling Industry.
 Design / Methodology / Approach: A measuring scale was designed and validated to evaluate the employees QWL working in the LPG bottling plant. The data for the study was gathered from 435 employees working in four LPG bottling industries. Using Exploratory Factor Analysis (EFA), predominant components of QWL are identified. With the Confirmatory Factor Analysis (CFA), the designed scale is validated. With percentage analysis and chi-square analysis, the data was analyzed, and meaningful inferences were drawn. 
 Results: EFA and CFA resulted in four components of QWL with 19 items representing superior model fit. The model fit indices reported from the model namely Chi-Square value = 399.020; CMIN = 2.978, AGFI = 0.900; CFI = 0.937; GFI = 0.915; IFI = 0.938; NFI = 0.909; TLI = 0.920 and RMSEA = 0.068 are in the acceptable range. 51.5% of the respondents expressed to be satisfied with present condition of QWL. The research outcome revealed that among demographical characteristics, nature of activities significantly impacts on the status of QWL of employees.
 Limitations of the investigation: The data was collected from 435 employees working in four industries because of time constraints. 
 Practical implications: This research's outcome will help the policymakers of LPG Bottling industries to implement QWL interventions for improving the work-life of employees.
 Originality/value: The present paper is one among the few studies carried out in the oil and gas sector as minimal research has been done in this area.

Ethics Institutionalization and Employees Performance in Pakistan: The Role of Work-Life Quality

In recent years, ethics, quality of work-life (QWL), and job satisfaction are increasingly being identified as progressive indicators related to the function and sustainability of business organizations. Ethical cultures create trust within and outside corporations. Trust encourages appropriate risk-taking, which leads to innovation, which propels progress—and ultimately profitability. LRN(2006). However, little is known about ethics QWL nexus and how it impacts performance outcomes. This study aims to investigate the association between the institutionalization of ethics, QWL, and employee job-related outcomes and motivation to contribute to society (WMCS) in Pakistan. We proposed a theoretical framework modifying Koonmee et. al. (2010) model to include social responsibility factors. We hypothesize that Ethics institutionalization (in 1. Implicit and 2. Explicit form), as well as Social responsibility toward workers, positively affect employees QWL. And QML would in turn improve Job satisfaction, Organizational commitment, Team spirit, and Motivation to contribute to society. Empirical validity was established by conducting a survey using a close-ended questionnaire. Data was collected from 300 human resource managers of companies listed on the Pakistan Stock Exchange (PSX). It was analyzed using confirmatory factor analysis and structured equation modeling. Our study results reveal a positive relationship between both forms of ethics institutionalization, as well as Social responsibility towards workers, on QWL. Whereas, QWL seems to have a positive effect on all four outcomes i.e. Job satisfaction, Organizational commitment, Team spirit, and Motivation to contribute to society. Hence, QWL positively mediated the effect of both implicit and explicit ethical institutionalization along with Social responsibility towards workers, on all four outcomes. We also witnessed a direct effect of explicit form on Job satisfaction, and Motivation to contribute to society, and a similar direct effect of implicit form on Organizational commitment, and Team spirit. Implications and limitations of the study are discussed.

Quality of Work Life: Perception of Employees in Private Technical Educational Institutions in Bhopal, Madhya Pradesh

The success and survival of any organization depends upon the potential and motivation of the employees working in it. Several research studies in the world have measured the quality of work of employees in industries, universities, government and nongovernment organizations. This study helps to know the quality of work life of the employees working in private technical educational institutions in Bhopal M.P. This study also highlights the overview of quality of work life of the employees under the various dimensions. Quality of work life (QWL) facilitates employee’s training opportunities, job satisfaction and working conditions. A better QWL improves the expansion of the employees along with the organization growth. The data were gathered through a five point Likert scale questionnaire from 312 teaching and 104 nonteaching (total-416) respondents of six private engineering colleges of Bhopal. The questionnaire was designed based on the nine important dimensions of QWL. The collected data after being coded were analyzed using Statistical Package for Social Sciences Research (SPSS) Mean, Standard deviation, one way ANOVA, T-test were carried out to serve the purpose of study. The correlation analysis reveals that all the dimensions of QWL are positively correlated with QWL of employees, which indicates that enhancement within the dimensions of QWL, is repeatedly lead to increase the overall QWL of employees. Keyword: Quality of work life, college employees, perception Cite this Article: Ajay Pramod Vaidya, Atul Lumba. Quality of Work Life: Perception of Employees in Private Technical Educational Institutions in Bhopal, Madhya Pradesh. E-Commerce for Future & Trends. 2020; 7(2): 24–45p.

Proactive Human Resource Management and Improved Employee Quality of Worklife: Incident from Organizations in Southern Nigeria

Proactive Human Resource Management and Improved Employee Quality of Worklife: Incident from Organizations in Southern Nigeria

Systematic review and meta-analysis of quality of work life in Iran (2011–2017)

Background:Quality of work life (QWL) is considered as a universal concept in human resource management and organizational development, and its promotion is the key to the success of organizations’ management. Therefore, the present study aimed to evaluate the QWL in Iran through systematic review and meta-analysis.Methods:In this study, all articles related to the QWL in Iran during the years 2011–2017 were systemically reviewed by searching national and international databases such as Science Direct, PubMed, Scopus, Web of Science, Springer, SID, Magiran, Barakat Knowledge Network System, Medlib, and the Google Scholar search engine using valid keywords. The results of the studies were combined using the random effects model. The heterogeneity of studies was studied using the I2 index. Data analysis was done using STATA ver 11.Results:The mean QWL score of 15,323 samples were 60.13, 36.80, 76.19, 58.90, 68.78, 50.69, 32.24, 8.01, 70.63, 39.70, and 44.41 based on Walton, Casio, Sirgy, Mirsepasi, SF-36, Ghasem zadeh, Dehghan, Dargahi, NIOSH, Venlar, Quality of nursing work life questionnaires, respectively. Meta-regression showed that the QWL of employees had no significant relationship with the sample size and years of research.Conclusions:The mean score of QWL in Iranian employees was 56.90, with the highest and the lowest score for the questionnaire.

A study on the employees quality of work life with reference to saarc tool-tech (p) Ltd., coimbatore

Quality of work life refers to the level of happiness or dissatisfaction with one's career. ‘Quality of work life’ emphasizes on how an employee and employer should keep a proper relationships. Employees in future will be looking for companies that focus on good quality of work life. Healthy human resources have emerged as a top priority for organizations. The objective of the study is to determine the factors contributing towards Quality of work life in Saarc Tool Tech (P) Ltd, to determine socio-demographic characteristics of the employees in Saarc Tool Tech (P) Ltd and to determine the relationship between socio-demographic characteristics and the factors contributing towards Quality of work life in Saarc Tool Tech (P) Ltd and to suggest the measures to improve Quality of work life in Saarc Tool Tech (P) Ltd. Primary data has been collected from the sample of eighty through the structured questionnaires. Convenience Sampling is adopted to collect the data. The findings and analysis shows that quality of work life of employees is satisfactory. The suggestions have been made to improve the present system of quality of work life and make their future as goal oriented. The new global work place demands certain prerequisites such as higher order of thinking skills lik. abstraction system thinking and experimental inquiry, problem-solving and team work.

Factors Influencing Employee Quality of Work Life in Andhra Pragathi Grameena Bank with Special Reference to Kadapa District

The term Quality of work Life (QWL) aims at self-propelled entire structure climate by humanizing work, individualizing the organization and self-propelled the structural and group action system. It seeks to create culture of labor commitment at intervals the organization which might guarantee higher productivity for the company and greater job satisfaction for the employees, it's as vital to acknowledge that there are sure issues that everyone folks have in common, a minimum of to a point. Quality of labor Life policies are more and turning into a part of the business ways and focus is on the potential of those policies to influence employee’s quality of operating life and more significantly to assist them maintain work-life balance with equal attention on performance and commitment at work. One in all the foremost vital determinants of Quality of work Life (QWL) is that the career growth opportunities as supported by varied researches drained past

A study on quality of work life (QWL) in PSPCL

This research paper explains the concept of quality of work life (QWL) through various definitions of QWL by eminent researchers. It also examines different models of QWL and various components of quality of work life (QWL) based on earlier studies on QWL in various sectors in India and abroad. It aims to ascertain the major components of quality of work life (QWL) through summarizing various components of QWL to assess the level of QWL of employees of PSPCL. The future research in this area should focus on assessment of employee satisfaction level on each of these major components of quality of work life (QWL) of employees of PSPCL. It can be achieved through drafting of a questionnaire to elicit employee responses on these major components of quality of work life (QWL) of employees of PSPCL. However, Staines (1980) concluded that only certain spheres of work life are positively correlated with other spheres outside the work. In support of this hypothesis, Leiter and Durup (1996) add that the spillover effect between job satisfaction and personal life may be either direct or indirect. In a simple form, the concept of quality of work life (QWL) is concerned with employee job satisfaction, particularly in relation to the tangible aspects of work such as income and employment benefits (Lau and Bruce 1998).

Investigating the Impact of Organizational Policy TowardsQuality of Work Life on Employee Engagement in Manufacturing Company Nigeria

Abstract This paper is devoted to study of organizational policy towards the impact of quality of work life on employee engagement. It is important to investigate the factors of organizational policy that have impart to influence quality of work life on employee engagement antecedent variables directly and indirect through organizational policy role. The practice in the past by organizations was for the management level staff to formulate policy for the smooth running of the organizations. While this approach is working in its own way, it is equally important to consider a novel idea of involving all employee staff in policy formulation or in the reviewing of the existing policy. Against this backdrop, this study presents findings of the three variables: organizational policy, quality of work life and employee engagement This study tends to investigate how organizational policy (OP) can have influence on employee Quality Work Life (QWL) on Employee Engagement (EE). Linkage between these three factors will be established and various levels of each of the factors will also be identified. In the paper, four major stages of organizational policy are identified namely: the policy formulation, adoption, implementation and evaluation. Policy formulation is normally embedded in the minds of individuals and it is difficult to capture or communicate to others. On the other hand, adoption, implementation and evaluation policy is formal, typically documented and easily communicated and shared with others. The study assume that the focus of organizational policy and quality of work life should be placed on the employee engagement, thus the importance of organizational policy and employee quality of work life on employee engagement should be given greater attention.

Investigating the Impact of Organizational Policy TowardsQuality of Work Life on EmployeeEngagement in Manufacturing Company Nigeria

This paper is devoted to study of organizational policy towards the impact of quality of work life on employeeengagement. It is important to investigate the factors of organizational policy that have impart to influence qualityof work life on employee engagement antecedent variables directly and indirect through organizational policyrole. The practice in the past by organizations was for the management level staff to formulate policy for thesmooth running of the organizations. While this approach is working in its own way, it is equally important toconsider a novel idea of involving all employee staff in policy formulation or in the reviewing of the existing policy.Against this backdrop, this study presents findings of the three variables: organizational policy, quality of worklife and employee engagement This study tends to investigate how organizational policy (OP) can have influenceon employee Quality Work Life (QWL) on Employee Engagement (EE). Linkage between these three factorswill be established and various levels of each of the factors will also be identified. In the paper, four major stagesof organizational policy are identified namely: the policy formulation, adoption, implementation and evaluation.Policy formulation is normally embedded in the minds of individuals and it is difficult to capture or communicateto others. On the other hand, adoption, implementation and evaluation policy is formal, typically documentedand easily communicated and shared with others. The study assume that the focus of organizational policy andquality of work life should be placed on the employee engagement, thus the importance of organizational policyand employee quality of work life on employee engagement should be given greater attention

Enhancing quality of work life in India: the role of workplace flexibility

PurposeIt has been claimed that workplace flexibility is beneficial for employees as well as employers. However, not many studies have attempted to examine the impact of workplace flexibility on employees. The purpose of this paper is to examine the impact of flexibility dimensions on quality of work life (QWL) of employees.Design/methodology/approachData were collected from a sample of 380 middle-level employees from service and manufacturing sector in India. Analyses were carried out using multiple regressions with the help of SPSS AMOS 21.FindingsFlexibility in time and place as well as operations has a significant impact on QWL of middle-level employees. Additionally, flexibility in time and place is indicated to be a strong predictor for enhanced QWL particularly for married female employees as compared to their male counterparts. The type of organisation and sector also influences QWL of middle-level employees.Research limitations/implicationsThis study has projected theoretical justification indicating how workplace flexibility satisfies needs of middle-level employees and promotes their QWL. It contributes to positive psychology literature by illustrating empirical evidence supporting the crucial role of flexibility at workplace in enhancing QWL of employees in India.Practical implicationsThe findings may be valuable in all kinds of organisational settings when reviewing and proposing motivational employee well-being related policies. The empirical findings may have practical implications when it comes to designing jobs for enhanced work engagement.Originality/valueThe variables examined in this study reflect an understanding about how support mechanism at workplace creates a positive effect in employees’ well-being in unique cultural settings of India. Thus, this study is a significant contribution to the well-being literature in India.

The Biographical and Human Resource Management Predictors of Union Membership Engagement of Low- and Middle-Income Workers

In this study, the researcher investigated the biographical and human resource management (HRM) predictors of union membership. The literature reviewed revealed that there is little research on this topic in the South African context. The literature reviewed also showed that males, permanent employees, employees who are less committed, who have a level of quality of work-life (QWL) and engagement, and those who are satisfied are more likely to be unionized. A cross-sectional survey design was used to address the research questions. One thousand questionnaires were distributed and 874 were completed by the respondents at Marabastad Mall in the City of Tshwane Metropolitan Municipality (CTMM) in South Africa. The study results showed that employment status was the highest predictor ( -1.782, p<0.05) of union membership, and gender and job satisfaction were not predictors of union members. This study had managerial implications, in the sense that when hiring employees on a part-time basis, having employees who are committed and offering employees QWL (i.e. excellent fringe benefits) will impact negatively on union membership. In terms of policymakers, the study revealed that developing remuneration policies that are pro-employee (i.e. offering excellent working conditions and fringe benefits) would make them satisfied, possibly be productive, and they would engage less in counterproductive industrial actions like strikes, which in South Africa are the amongst highest in the world.

The Biographical and Human Resource Management Predictors of Union Membership Engagement of Low- and Middle-Income Workers

In this study, the researcher investigated the biographical and human resource management (HRM) predictors of union membership. The literature reviewed revealed that there is little research on this topic in the South African context. The literature reviewed also showed that males, permanent employees, employees who are less committed, who have a level of quality of work-life (QWL) and engagement, and those who are satisfied are more likely to be unionized. A cross-sectional survey design was used to address the research questions. One thousand questionnaires were distributed and 874 were completed by the respondents at Marabastad Mall in the City of Tshwane Metropolitan Municipality (CTMM) in South Africa. The study results showed that employment status was the highest predictor ( = -1.782, p<0.05) of union membership, and gender and job satisfaction were not predictors of union members. This study had managerial implications, in the sense that when hiring employees on a part-time basis, having employees who are committed and offering employees QWL (i.e. excellent fringe benefits) will impact negatively on union membership. In terms of policymakers, the study revealed that developing remuneration policies that are pro-employee (i.e. offering excellent working conditions and fringe benefits) would make them satisfied, possibly be productive, and they would engage less in counterproductive industrial actions like strikes, which in South Africa are the amongst highest in the world.

Service climate: how does it affect turnover intention?

PurposeThis study aims to develop a conceptual model of service climate in hospitality, which tests its relationship with psychological capital (PsyCap), quality of work life (QWL) and turnover intention.Design/methodology/approachData were collected among hotel employees by using an intercept approach and Qualtrics online survey system. Structural equation modeling examined the hypothesized relationships among the constructs in the conceptual model.FindingsService climate showed a positive relationship with PsyCap and QWL, and PsyCap partially mediated this relationship. Employees’ level of PsyCap had a powerful impact on QWL. Specifically, employee QWL was a critical mediator (full mediation) between service climate and turnover intention. Finally, PsyCap and QWL showed combined mediating effects between service climate and turnover intention.Research limitations/implicationsThis study extends the service climate literature in hospitality by offering a new conceptual model representing employees’ perceptions of service climate that influence their willingness to leave the organization with the mediating effects of PsyCap and QWL based on the theory of work adjustment.Practical implicationsThe theory of work adjustment provides a deeper understanding of how employees’ perception of service climate affects their turnover intention in hospitality, based on a sample of hotel employees.Originality/valueThis study demonstrates the importance of service climate in understanding the turnover intention of hotel employees.

ASSOCIATION BETWEEN QUALITY OF WORK LIFE (QWL) AND PERFORMANCE OF EMPLOYEES IN COMMUNITY HEALTH CENTERS AND SELECTED HOSPITALS OF AHVAZ JUNDISHAPUR UNIVERSITY OF MEDICAL SCIENCES, 2016

Quality of work life is one of the key factors affecting employees performance. The aim of this study was to determine the relationship between the quality of work life and performance of employees in community health centers and selected hospitals affiliated with Ahvaz Jundishapur University of Medical Sciences. In this cross-sectional study, 210 employees were randomly selected as the statistical samples of community health centers and hospitals of Ahvaz Jundishapur University of Medical Sciences in 2016. Data were collected by the validated questionnaires of employees quality of work life (Waltons questionnaire) and the employees work performance (Pattersons questionnaire). The results showed that the quality of work life of the administrative staff was significantly higher than hospital nurses and health care workers (P=0.011). There was a significant relationship between the components of quality of work life and work performance. Based on the regression analysis, the quality of work life significantly results in improving the employees' performance (B=0.164; 95% CI: 0.091-0.237). In other words, for each unit of increase in the quality of work life for employees, the performance will increase significantly. There is a positive and direct relation between the quality of work life and performance. The social integrity leads to creation of a work environment in which the employees feel a sense of belonging. In case of having such integrity, it is possible to achieve the organizational goals. Since the higher quality of work life is associated with higher performance, managers can improve some important components of quality of work life for the employees by adopting appropriate solutions, thus providing the necessary conditions to improve performance.