Work Life Research Articles

Pengaruh Kualitas Kehidupan Kerja terhadap Kinerja Pegawai Melalui Kepuasan Pegawai

The research is aimed at examining the influence of the quality of work life variable on employee performance and job satisfaction as a moderating variable in the IPC Pelindo II Jambi City. Data collection was carried out by distributing questionnaires with a Likert scale to 70 IPC Pelindo II Jambi City employees. Data testing used includes measurement model testing (outer model) and structural model testing (inner model) using the SmartPls 3 application. The results of the research show that the quality of work life has a positive and significant effect on employee performance at IPC Pelindo II Jambi City, quality of work life has a positive and significant effect on job satisfaction at IPC Pelindo II Jambi City, job satisfaction has a positive and significant effect on employee performance at IPC Pelindo II Jambi City, and quality of work life has a positive and significant effect on employee performance through job satisfaction at IPC Pelindo II City Jambi. Therefore, it is recommended that companies from the quality of work life aspect need to encourage employees to convey ideas and suggestions, from the job satisfaction aspect there needs to be a periodic review of the salary structure to ensure employees feel appreciated according to their contribution, from the performance aspect the company is able to provide incentives for employees who are able to complete more tasks than the set target.

The Effect of Person Organization Fit and Competence on Employee Performance with Work-Life Balance as an Intervening Variable in Logistics Companies in Jakarta

This study aims to test the research model which is expected to obtain results from the influence of Person Organization Fit and Competency on Work-Life Balance and its impact on Employee Performance. Respondent data will use the results of the distribution of questionnaires to employees of Logistics Companies in Jakarta online through the Google Drive platform to 81 employees. In this study, 5 tests were carried out on the hypothesis based on variable indicators prepared using SEM PLS (Partial Least Square) analysis using the smartPLS method. This test consists of an outer model, an inner model, and a Hypothesis test. The results of the study show that person organization fit and competence have a positive and significant effect on work-life balance. Work-life balance also has a positive and significant effect on employee performance. However, person organization fit has a positive but not significant effect on employee performance, while competence has a positive and significant effect on employee performance. In addition, there is no indirect influence of person organization fit and competence on employee performance through work life. This study emphasizes the importance of person organization fit and competence in improving work-life balance and employee performance, although the role of intervening work-life balance in these relationships is not proven.

A Greek Conversational Agent for Hematologic Malignancies: Usability and User Experience Assessment.

Enabling patients to actively document their health information significantly improves understanding of how therapies work, disease progression, and overall life quality affects for those living with chronic disorders such as hematologic malignancies. Advancements in artificial intelligence, particularly in areas such as natural language processing and speech recognition, have resulted in the development of interactive tools tailored for healthcare. This paper introduces an innovative conversational agent tailored to the Greek language. The design and deployment of this tool, which incorporates sentiment analysis, aims at gathering detailed family histories and symptom data from individuals diagnosed with hematologic malignancies. Furthermore, we discuss the preliminary findings from a feasibility study assessing the tool's effectiveness. Initial feedback on the user experience suggests a positive reception towards the agent's usability, highlighting its potential to enhance patient engagement in a clinical setting.

The Influence of Work Life Balance and Work Environment on Employee Performance with Job Satisfaction as a Mediation Variable at UPTD KPH North Bali

The Influence of Work Life Balance and Work Environment on Employee Performance with Job Satisfaction as a Mediation Variable at UPTD KPH North Bali

An interpretative phenomenological study on nurses’ perceived affective wellbeing at work

Nurses face increasingly complex and challenging workloads, exacerbated by high rates of absenteeism, mental health issues, and low morale, all of which significantly impact patient care. This study focuses on exploring nurses’ perceived affective wellbeing, perceived workload burden, and the current working conditions they face. The objective was to understand nurses’ perspectives on affective wellbeing, self-care, and work-life balance. We utilized an interpretative phenomenological approach to design the data collection and management for this study. Through open dialogue, we explored the notion of wellbeing at work with nurses of varying levels of work experience, from fairly novice to expert practitioners who have worked for decades in their fields. The broader responsibilities of nurses of nurses within the National Health Service (NHS) were also examined. Two experts in interpretative phenomenological analysis led the discussion in three different groups, which each consisted of nurses with similar years of work experience, averaging 13 years. Thirty-eight registered nurses volunteered to participate in these discussion groups, with participants recruited from postgraduate courses and representing both acute and community care settings in regional hospitals. Nurses shared insights into what makes nursing a rewarding job but also acknowledged the significant challenges they face. Discussions highlight the stressful and traumatic circumstances nurses often encounter, particularly noting a lack of collegiality among nurses at all levels, limited career aspirations, inadequate support with workloads, and the emotional distress experienced in daily work life. Nurses described their jobs as exhausting and draining, leading to physical and emotional fatigue, detachment, and isolation. These findings hold relevance within the current landscape of nurse and resource shortages in the NHS. Of note, this study identified deeper concerns within the nursing workforce, including emotional dissonance, role dissonance, and disengagement.

The Role of Organizational Commitment in the Influence of Competency and Knowledge Sharing on Organizational Citizenship Behavior (Study At Udayana University)

Organizational Citizenship Behavior (OCB) refers to the actions of individuals within an organization who support each other in the work context. As explained in social exchange theory, reciprocal actions that a person performs without expecting anything in return are related to the quality of work life involving voluntary behavior, which is rooted in assumptions of reciprocity and fairness. Employees who have high competence tend to have high organizational commitment and display OCB, because they feel more capable and confident. Knowledge sharing between employees in an organization, also encourages organizational commitment and OCB, because employees who share knowledge feel more capable and confident in carrying out their duties. Organizational commitment makes Employees feel bound by their obligations and responsibilities to contribute to the organization. The respondents in this research were employees at Udayana University. The number of respondents in this study was 1,296 respondents, the sample size was set at 306 Udayana University employees determined using the Slovin formula. Determination of sample size which taken using Proportionate Stratified Random Sampling. This research uses Structural Equation Modeling (SEM) analysis using SmartPLS 3.0 software. The results of this research show that competence and knowledge sharing positive and significant effect on organizational commitment. Competence, knowledge sharing, and organizational commitment positive and significant effect on OCB. Commitment organization capable mediate influence No direct competence and knowledge sharing towards OCB. Effect mediation variable commitment organization on influence not direct competence and knowledge sharing towards OCB in nature partially mediated.

Examining the Stability and Durability of Child Care Arrangements during the COVID-19 Pandemic in Canada

La pandémie de COVID-19 a provoqué d'importantes perturbations dans tous les secteurs du travail et de la vie familiale, y compris les services de garde éducatifs à l'enfance (SGÉE). Les recherches démontrent que l'instabilité (soit les interruptions aux services de garde) et l'absence de durabilité des SGÉE (soit le maintien des mêmes services de garde au fil du temps) peuvent exacerber le stress des parents et nuire au développement de l'enfant. S'inspirant des données d'un sondage original réalisé en décembre 2020 auprès de 882 parents de jeunes enfants de quatre provinces canadiennes, les autrices ont examiné les choix des parents au sujet de la garde d'enfants avant la pandémie et les répercussions de la COVID-19 sur ces dispositions, dans l'immédiat et à long terme. Dans leur échantillon, elles ont trouvé que a) les services hors du domicile étaient plus instables et plutôt moins durables que ceux à domicile; b) la perte d'accès pendant la pandémie à cause de la fermeture des centres de la petite enfance était moins marquée en Colombie-Britannique, ce qui était toutefois contrebalancé par un taux relativement élevé de retraits volontaires; c) l'Ontario a présenté un taux relativement élevé de pertes d'accès en raison des fermetures et des retraits volontaires; d) dans l'ensemble, 64 % des dispositions en matière de garde se sont révélées durables, mais e) la durabilité était plus faible dans les familles à plus faible revenu et en Ontario. En revanche, la durabilité était beaucoup plus élevée au Québec, ce qui fait ressortir le rôle possible des investissements dans les politiques des SGÉE pour protéger les parents et les enfants en cas d’événements déstabilisants.

Workplace loneliness: Relationships with abstract entities as substitutes for peer relationships

AbstractWorkplace loneliness is an epidemic in the United States and a serious problem in organizations. The solution may seem obvious: create high‐quality interpersonal relationships. Employees, however, are not guaranteed to establish such relationships for a multitude of reasons. This raises the question: are there influences that would buffer against loneliness even in the absence of high‐quality interpersonal relationships? Addressing this issue, we propose that understanding loneliness in the workplace requires looking beyond one's relationships with people to consider other key elements of work life, such as an employee's relationship with their work and the organization. We hypothesize that work centrality and organizational identification substitute for high‐quality relationships with peers (conceptualized as team–member exchange, TMX). In a survey separating predictor variables and loneliness in time, we find that TMX is negatively associated with workplace loneliness and that work centrality acts as a substitute for TMX. Organizational identification does not substitute for TMX, and this finding is discussed. This paper contributes to the nascent body of work on workplace loneliness by investigating what factors contribute to workplace loneliness and whether relationships with abstract entities can provide a bond sufficient to substitute for interpersonal relationships.

Strategies of Achieving Work-Life Balance Among Married Female Journalists of Taraba State Broadcasting Service (TSBS) Jalingo

In order to reconcile their demanding professional and family commitments, married female journalists frequently confront particular difficulties. The strategies married female journalists use to strike a work-life balance, the effects of such strategies on the mechanisms to aid them overcome the challenges are examined in this study. This research uses in-depth interview, to examine the coping strategies, networks of support, and self-care routines these women employ to manage the demands of their careers and personal lives. The results show that they synergize with their colleagues to meet up, they also have to work ahead of time. It was also revealed that excessive demands and responsibilities lead to conflict leading to increased stress and anxiety due to conflicting demands and responsibilities. The study used Role Conflict Theory which proposes that individuals experience conflict when trying to fulfill multiple roles (e.g., work, family, personal), leading to stress, anxiety, and decreased performance. The theory holds that, excessive demands and responsibilities lead to conflict and that incompatible demands and expectations from different roles also lead to conflict. The study recommends that media stations should recognize and reward hardworking married female Journalists, implement gender sensitive policies like parental leave, childcare. Married Female Journalists should employ maids to relief them of domestic duties; and stations should provide creches for married Female Journalists to take care of their babies. The study contributes to our understanding of the complex interplay between work and family life among married female journalists, providing insights for promoting their well-being and career sustainability.

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.

Cause and Management of Stress at Workplace: A Case of Nepalese Commercial Banks

This study examines the cause and management of stress at workplace in Nepalese commercial banks. Employee turnover intention is the dependable variable. The independent variables are work ambiguity, job insecurity, work overload, work life conflict, peer relationship and work environment. The primary source of data is used to assess the opinions of the respondents regarding the cause and management of stress at workplace in Nepalese commercial banks. The study is based on primary data of 122 respondents. To achieve the purpose of the study, structured questionnaire is prepared. The correlation coefficients and regression models are estimated to test the significance and importance of different factors influencing employee turnover intention in Nepalese commercial banks. The study showed that work ambiguity has a positive impact on employee turnover intention. It indicates that higher the work ambiguity, higher would be the employee turnover intention. Similarly, work life conflict a positive impact on employee turnover intention indicating that increase in work life conflicts leads to increase in employee turnover intention. Likewise, job insecurity has a positive impact on employee turnover intention. This implies that higher the job insecurity, higher would be the employee turnover intention. Similarly, work overload has a positive impact on employee turnover intention. This revels that increase in work overload leads to increase in employee turnover intention. However, peer relationship has a negative impact on employee turnover intention indicating that healthy relationship among the colleagues leads to decrease in employee turnover intention. Moreover, working environment has a negative impact on employee turnover intention indicating that supportive working environment leads to decrease in employee turnover intention.

Consequences of Outsourcing Strategies on Employee Quality of Work Life, Attitudes and Performance in Nepalese Commercial Banks

This study examines the consequences of outsourcing strategies on employee quality of work life, attitudes and performance in Nepalese commercial banks. The dependent variable is organizational performance. The selected independent variables are employee satisfaction, employee commitment, cost-efficiency, quality control, training and development and leadership behaviour. The primary source of data is used to assess the opinions of the respondents regarding employee satisfaction, employee commitment, cost-efficiency, quality control, training and development and leadership behaviour. The study is based on primary data of commercial banks with 120 respondents. To achieve the purpose of the study, structured questionnaire is prepared. The regression models are estimated to test the significance and importance of consequences of outsourcing strategies on employee quality of work life, attitudes and performance in Nepalese commercial banks. The result shows that employee satisfaction is positively correlated to organizational performance. It indicates that higher the employee satisfaction, higher would be the organizational performance. Likewise, the result shows that employee commitment is positively correlated with organizational performance. It indicates that higher the employee commitment, higher would be the organizational performance. The result also reveals that cost-efficiency is positively correlated with organizational performance. It indicates that increase in cost-efficiency leads to increase in organizational performance. Similarly, training and development is positively correlated with organizational performance. It indicates that providing proper training and development to employees leads to increase in organizational performance. Likewise, quality control is positively correlated to organizational performance. It indicates that better the quality control of products, higher would be the organizational performance.

Work life-related loneliness among nurse managers and its effect on life satisfaction: Turkey's example.

To determine the effects of perceived workplace loneliness on life satisfaction among nurses working as managers. Nurses working as managers often encounter negative situations, and their consequences extend beyond their professional responsibilities to encompass nonprofessional domains, including life satisfaction. This study enrolled 158 nurse managers (NMs) after gaining their consent. Data from the descriptive cross-sectional study were obtained using the "Descriptive Information Form," "Loneliness in Work Life Scale," and "Life Satisfaction Scale." The relationship between relevant scales was assessed using Pearson's correlation analysis and multiple linear regression. A moderately strong, negative, and significant relationship was observed between work life-related loneliness and life satisfaction among NMs. Multiple regression analysis revealed that three independent variables-two LAWS subscales and the job satisfaction status-significantly affected NMs' life satisfaction (adjusted R2=0.39, p<0.001). Perceived loneliness and professional satisfaction are important predictors of life satisfaction among NMs. Thus, it is crucial to determine the factors that negatively affect the professional satisfaction and perceived loneliness of nurses working as managers and to implement psychosocial interventions in such cases. This study demonstrates the significance of identifying problems in the professional lives of NMs, who are involved in planning nursing services and implementing interventions to address these problems.

The Long Red Summer on the Railroads: Labor, Race, and Exclusion in Appalachia

Abstract This essay examines the relationship between race, work, and exclusion during the Long Red Summer of 1919. I focus on several “transportation towns” of railroad employees in Appalachia to argue for the combined importance of labor history and racial ideology in attempts to understand wartime violence. Academic and federal government investigations inform my analysis, as does the robust body of scholarship on railroad labor. After examining racism embedded in railroad work, unions, and community life, the essay then turns to the Wilson administration’s nationalization of the roads during the war. Wartime changes resulted in higher wages for Black workers and many perceived threats to the racialized labor hierarchy. What was once white railroaders’ effort to exclude African Americans from certain jobs became one to expel them from the industry entirely. In several transportation towns that experienced wartime migration, however, this impulse transformed into a campaign to remove Black people from their communities once and for all. I cite testimony from a grand jury trial of an expulsion, railroad union journals, and newspaper accounts of mob violence that made it clear that the transportation towns belonged to white labor at the end of the Long Red Summer.

A cross-sectional study of the quality of work life of hospital pharmacists in southern Vietnam

A cross-sectional study of the quality of work life of hospital pharmacists in southern Vietnam

The Influence Of Quality Of Working Life On Employee Performance Mediated By Job Satisfaction Of Netira Embroidery UMKM Tasikmalaya City

This research aims to determine the effect of quality of work life on employee performance which is mediated by job satisfaction of the netira embroidery SMEs in the city of Tasikmalaya. This type of research uses quantitative research methods. Data analysis used is linear regression and path analysis. The population in this study was 44 Netira Embroidery employees, the sampling technique used total sampling. Data was obtained using a questionnaire which was directly given to production employees, then the data was analyzed using lines. The results of data analysis showed that there was a significant influence between the variables of the quality of work life (X) on job satisfaction (Z). There is a significant effect between the quality of work life (X) on employee performance (Y) There is a significant effect between the variables Job Satisfaction (Z) on Employee Performance (Y) and Job Satisfaction (Z) mediates the relationship between the quality of work life (X) on Employee Performance (Y) at Netira Embroidery, Tasikmalaya City.

A social price to the rising cost of living? The bidirectional relationship between inflation and trust.

This study examines whether social trust, the general belief that most people are honest and trustworthy, shapes perceptions of personal increases in cost of living and whether perceptions of increases in cost of living affect social trust. We analyze panel data from the Canadian Quality of Work and Economic Life Study (N=2353) that was gathered between the fall of 2021 and spring of 2022, when inflation rose precipitously in Canada. Using a combination of entropy balancing and logistic regression, we estimate a statistically significant but weak causal effect of social trust on the perception of an increase in cost of living. The estimated causal effect of subjective inflation on declining trust is substantially larger. Additionally, financial strain does not moderate either estimated causal effect. In conclusion, rising inflation appears to not only threaten economic security-inflation also appears to harm the social fabric by depleting social trust.

Integrating vertical farm into low-carbon high-rise building in high-density context: A design case study in Hong Kong

Today's world faces multiple challenges, including climate change, biodiversity loss, and food security. In addition, in the post-pandemic era, there is an urgent need to re-design urban habitats to reduce the epidemic's enduring impacts and reconnect citizens with healthy community activities. As a city with the top population density level in the world, Hong Kong is home to many high-rise communities. This article took the architectural design competition “Green Tower Hong Kong” as an entry point to discuss the technical feasibility and design strategies of integrating high-rise residential buildings with urban agriculture to improve urban food security, enhance on-site solar energy utilization, and develop a sustainable residential environment conducive to low-carbon living and working. The issue of how to improve the dietary structure of Hong Kong residents and reconnect them through space design was focused. Finally, taking the site of Kwun Tong Center as the case study, a resilient residential high-rise building integrated with shared gardens and greenhouses was proposed with a technical-oriented methodology and optimization framework. The final design of mixed-use buildings can provide apartments for 2500 individuals, produce 340,750 kg of vegetables with 156 % self-sufficiency, and generate electricity of 1,080,000 kWh annually. This paper examines strategies for integrating urban agriculture into high-rise residential buildings in high-density urban environments. It proposes a technology-based design optimization method, offering a reference for future explorations of low-carbon, resilient communities.

Development of a gratitude intervention model and investigation of the effects of such a program on employee well-being, engagement, job satisfaction and psychological capital.

In a demanding working life, it is important to determine how individuals can thrive at work. In a previous study we investigated whether a program of gratitude interventions can increase psychological wellbeing, engagement, job satisfaction, and psychological capital showing promising results. of the present study was to present the development of a manager coached group intervention program related to gratitude at workplaces and to investigate the effects of such a program on the same variables. The intervention included five group sessions of gratitude dialogue between employees, supervised by their first line managers. Participants were assigned to an intervention or control group. Assessments were made before and after the intervention program and followed-up at 6 months post-intervention. Both quantitative and qualitative analyses were performed. Both groups completed instruments measuring positive psychological capital (PCQ), work engagement (UWES), psychological wellbeing (PGWB-S), and job satisfaction (aJDI). All managers were interviewed after the intervention. Compared with the control group the gratitude dialogue intervention was found to significantly enhance psychological wellbeing, engagement, and job satisfaction. The results were supported by the interviews with managers. our results suggest that gratitude dialogues at work may be an effective way of improving employee wellbeing. Suggestions on how to improve the results from this kind of gratitude intervention further are presented.

The Impact of Workload on Work Life Balance towards Job Satisfaction of Non-Academic Administrative Officers of Higher Education Institutions in Sri Lanka

The Impact of Workload on Work Life Balance towards Job Satisfaction of Non-Academic Administrative Officers of Higher Education Institutions in Sri Lanka