Work Life Research Articles

How CEO transformational leadership promotes firm innovation: mediating role of collective task self-efficacy

PurposeInnovative capabilities are essential for the survival and development of an organization. Previous studies have found a positive relationship between CEO transformational leadership (CEOTFL) and firm innovation. However, limited studies have endeavored to investigate the relationship between CEOTFL and firm innovation through the cognition and attitudes of the ordinary employees, despite their significant role in corporate innovation. Existing TFL literature has predominantly concentrated on “the close relationships” between leaders and their immediate subordinates, leaving the remote influence of CEOTFL on ordinary employees under-researched. Therefore, the current study aims to explain the relationship between CEOTFL and firm innovation from a micro-level perspective.Design/methodology/approachMultilevel and multi-sourced data from 1,627 employees across 145 firms was used to test the hypotheses in this study.FindingsThe results indicate that CEOTFL can enhance firm innovation by enhancing the collective task self-efficacy of regular employees. Moreover, this effect is not observed when employees are exposed to a low level of work–life balance practices.Practical implicationsThe findings suggest that CEOs can perform increased TFL to promote firm innovation. It is recommended that CEOs demonstrate their TFL not only to their direct subordinates but also to regular employees using various methods, such as participating in corporate activities with employees, delivering public speeches and sending emails to employees. Meanwhile, the HRM system should consistently align with the CEO’s leadership approach within the organization.Social implicationsThis study strengthens the importance of ordinary employees and their contribution to firm innovation.Originality/valueThe present study contributes to the literature on the micro-foundations of the relationship between CEOTFL and firm innovation by considering ordinary employee reactions as a mediator. Furthermore, this study enriches the CEOTFL literature by investigating the distant influence of CEOTFL on rank-and-file employees through the lens of social cognitive theory. Additionally, the authors expand cue consistency theory to the realms of CEO leadership and HRM literature by integrating CEOTFL and work–life balance practices into a unified model. The findings reveal the importance of coordination between CEO leadership and HRM systems within an organization. The inclusion of Chinese sample data in this study augments the cultural diversity of the sample within the CEOTFL literature.

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

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

Exploring Work–Life Balance among Female Staff Members (Teaching and Non-Teaching) in Higher Educational Institutions of Oman: A Study

This research investigates the intricacies of work–life balance among female staff members (including teaching and non-teaching) in higher educational institutions within the Sultanate of Oman. Despite the increasing participation of women in the workforce, achieving a satisfactory work–life balance remains a challenge. This study delves into the factors influencing work–life balance perceptions, considering individual, organizational, and cultural dynamics within the Omani context. Drawing on a quantitative approach, data were collected through structured questionnaires from 268 female respondents. The study explores the impact of factors such as organizational support, workload, family responsibilities, cultural norms, and career development opportunities on work–life balance. The findings reveal both strengths and areas for improvement within organizational support systems, workload management practices, and family-friendly policies. Additionally, cultural factors significantly influence work–life dynamics, emphasizing the need for culturally sensitive interventions. Career development opportunities also play a crucial role in shaping work–life balance perceptions. Statistical analysis, including mean scores, provides insights into the areas of strength and concern, guiding recommendations for policy and practice improvements tailored to the educational sector in Oman. Overall, this study contributes to a deeper understanding of the work–life balance complexities among female staff members (teaching and non-teaching) and offers insights for enhancing employee well-being and organizational effectiveness in Oman’s higher education institutions.

Effect of workload, leadership and work life balance, on burnout through emotional factors in secretariat employee’s regional secretariat of the Riau Islands Province

effect of workload, leadership and work life balance, on burnout through emotional factors in secretariat employee’s regional secretariat of the Riau Islands Province

Factors related to Quality of Work Life in Nursing Personnel of Public Hospitals in Southern Ecuador

Factors related to Quality of Work Life in Nursing Personnel of Public Hospitals in Southern Ecuador

How employee engagement mediates the training and development and work–life balance towards job performance of the private banks?

How employee engagement mediates the training and development and work–life balance towards job performance of the private banks?

Understanding subjective well-being across a multi-generational workforce in public relations: a qualitative study

PurposeThe current inquiry advances the public relations field and practice in several ways. First, this research addresses a clear gap in research on subjective well-being, specifically among PR professionals across career stages and generations. Second, the findings reveal important generational similarities and differences in how PR practitioners talk about well-being. This provides an empirical basis for developing tailored, multi-generational approaches to supporting well-being in PR workplaces. Lastly, this research provides practical implications for PR professionals to understand generational perspectives and to implement flexible policies to improve well-being.Design/methodology/approachThe current study explored subjective well-being (SWB) across generations of public relations professionals. Using a qualitative approach, semi-structured interviews were conducted with 12 PR practitioners at various career levels – entry, mid-level and senior.FindingsAnalysis revealed several similarities but a key disparity among cohorts. Senior-level professionals specifically reported struggling with work–life balance and the perceived ability to be autonomous, while entry-level professionals expressed commitment to setting boundaries on their time. These findings highlight a need for the PR industry to establish flexible workplace standards that enable employees at different career stages to collaborate and support one another’s well-being.Practical implicationsOur findings will appeal to your readers who seek to cultivate employee subjective well-being and understand generational issues via qualitative methods. By conducting a qualitative study in an understudied area, PR industry leaders and managers can support employee well-being across generations and career stages.Originality/valueOur study is the first to examine generational dispositions as it relates to SWB across the public relations industry.

Unequal Ground: Gender Disparities at Work Life in the Construction Industry

This research intends to explore how gender impacts different aspects of the quality of work life, emotional intelligence, and the work–family interface among professionals in the Indian construction industry. This study employs quantitative methodology using a questionnaire survey. The questionnaires were circulated to 900 construction professionals, and 724 valid responses were received, resulting in a response rate of 80.44%. The data were analyzed using descriptive analysis and independent sample t-Tests. The independent samples t-Test revealed significant (p < 0.05) gender disparities in various quality of work life factors, emotional intelligence, and work–family interface. Males had a more positive perception of career growth, management, and the working environment. In contrast, females experienced higher job satisfaction, work commitment, personal satisfaction towards their workplace and personal life, a higher work–family interface, and a better work–life balance. Females also experienced a higher level of physical exhaustion and had a higher level of emotional intelligence, while males experienced a higher level of mental exhaustion. There were no significant gender differences in satisfaction towards remuneration and fringe benefits, work culture, or the level of psychological exhaustion. The findings suggest that construction industry organizations could implement policies and practices that promote equal opportunities, provide support for work–family integration, and foster a culture of emotional intelligence. This research adds to the current body of knowledge by igniting novel empirical proof of gender-based differences in the Indian construction industry. It highlights the importance of addressing these disparities to improve the quality of work life, emotional intelligence, and work–family interface among professionals in the industry.

Engagement in student organizations and graduates’ readiness to enter the job market

Studies highlight particular concern about the work readiness of university graduates, which potentially leads to many undesirable outcomes, such as rising unemployment rates and low productivity levels in the workplace. This study aims to explore the differences between student organization and work experiences and further analyze student organization’s contribution to graduate’s work readiness. This research uses a qualitative approach with phenomenological methods, and the data is analyzed with thematic data analysis. Data were collected through interviews involving 15 recent graduates actively involved in student organizations and just starting their careers. The study also interviewed two more senior workers to serve as source triangulation, strengthening the validity of the collected data. The study found four key differences between student organizations and the world of work. These differences include primary orientation, feedback and reward system, hierarchical structure, and interaction experiences. The findings also indicate that student organization experiences enhance individual skill development, which later proves helpful in work life. In particular, student organizational experience significantly advances these skills: leadership, time management, self-confidence, problem-solving, integrity, critical thinking, communication, negotiation, teamwork, responsibility, and commitment. Additionally, the record of student organizational participation listed on curriculum vitae can be a valuable asset for recent graduates, enhancing their employment prospects.

Enhancing Job Satisfaction for Oncology Staff: Research Versus Inquisitive Conversations.

The burden of cancer is increasing, and this is putting incredible strain on the healthcare system, specifically on frontline oncology health care providers. This is well documented in the published literature, and the situation has been exacerbated following the COVID-19 pandemic. There is ample evidence about the concerns of healthcare staff as to what changes are needed to improve their work lives and make them more efficient and effective at their jobs. There can always be more research done in this area, but, more importantly, there is an urgent need to start taking concrete steps and appropriate action to improve the situation so cancer patients can get the best available care possible.

KUALITAS KEHIDUPAN KERJA PERAWAT PADA KRISIS KESEHATAN: PANDEMI COVID-19 DI RSUD DR LOEKMONO HADI KUDUS

Background: World Health Organization (WHO) stated that COVID-19 pandemic is a global health crisis which has affected health care sector. Nurse, as one of health care worker, had been affected by this crisis. The International Council of Nurses showed that the conditions of the COVID-19 pandemic had exacerbated the global shortage of nurses while many studies have reported that the COVID-19 pandemic has had a negative impact on the psychological well-being of nurses. However, Quality of Nursing Work Life (QNWL) study that focus on the psychological aspects in the domain of trust, care, respect, learn, and contribute have not been widely used. Objectives: This study aimed at describing QNWL focusing on psychological aspect with the domains of trust, care, respect, learn, and contribute during the COVID-19 pandemic in dr. Loekmono Hadi Kudus Hospital from April to May 2022. Methods: This study was a descriptive quantitative research with cross-sectional design. The study used total sampling technique with the number of respondents of 347 nurses (94% response rate). QNWL was measured using the QNWL Questionnaire by Utami et al. (2018) and analyzed univariately. Results: The majority of respondents had a high QNWL, but the age of 46-55 years had lowest QNWL in high category (57% of respondent). Domains with high QNWL above 90% were trust, care, and respect and domains with high scores below 90% were learn and contribute. Conclusions: The QNWL level in dr. Loekmono Hadi Hospital fro April to May 2022 period was high.

Predicting the Quiet Quitting Intention Among the Generation Z Workforce in Hotel Industry

ABSTRACT This research examined the factors leading to burnout and job embeddedness, and consequently, to the quiet quitting intention among young hotel staff in China. These determinants included employee engagement, affective organizational commitment, quality of work life, and work overload. The data were gathered through an online survey and 585 valid responses were obtained. Partial least squares structural equation modeling (PLS-SEM) was applied to assess the connections. The results indicated that affective organizational commitment and quality of work life had a significant positive impact on job embeddedness, whereas employee engagement, affective organizational commitment, quality of work life, and work overload had a significant negative effect on job burnout. Additionally, higher levels of job burnout and lower levels of job embeddedness are associated with a greater quiet quitting intention among Gen Z staff in the Chinese hotel industry. For this reason, hotel management should emphasize employee engagement, affective organizational commitment, quality of work life, and maintaining a manageable workload to enhance job embeddedness and reduce job burnout and quiet quitting intention among Gen Z staff in the Chinese hotel industry.

Evaluating the Impact of Behavioral Stress on Employee Productivity and Innovation in the Higher Education Sector of Pakistan

This research examines the effect of behavioral stress on employees’ performance and innovativeness in the higher education Industry of Pakistan. This involves forces put on the employees from personal or organizational factors which place psychological and emotional strains on them. In HEIs, these pressures are further compounded by workload, management pressure and expectations, role clarity and identity confusion, and fast technological changes that characterize the sector that could impact on individual and contextual productivity. The proposed research also follows a mixed-methods approach aimed at identifying the correlation between behavioral stress with productivity and innovation of the employees. Using a questionnaire, quantitative data were obtained from academic as well as administrative staff drawn from different universities in Pakistan regarding their stress level, job performance, and innovation capability. More open-ended interviews were conducted to establish which of these causes of stress impinges on the employees’ performance of their creative roles and output. These findings revealed the negative relationship between behavioral stress and averagely poor productivity of the employees since the high levels of stress affected efficiency, job interest, and performance of the employees. Another area, which promote creativity, open-mindedness and freedom, failed as stressed workers said that they had lower probability to experiment or introduce new ideas. Other organizational characteristics like lack of support from managers, role ambiguity and also scarcity of resources compounded the stress level of the employees and thereby limiting their productivity and innovation. But the employees who had positive leadership styles and good organizational climate experienced less stress and worked better in terms of performance and innovation. Based on the findings of the study, it can be concluded that one of the constructs; behavior stress is a key factor that degrades both, productivity and innovation in higher education sector of Pakistan. To overcome this, institutions should come up with supportive policies that will enhance work life balance, communications and counseling services. Therefore, by dealing with stress organizers and self-organizers, higher education institutions can create the best working environment that will be healthy, innovative and productive.

Exploring the Impact of Work-Life Balance on Employees: A Systematic Literature Review

The objective of this research is to provide a comprehensive understanding of work-life balance outcomes toward employees. The research adopts the Systematic Literature Review (SLR) approach. The researcher conducts a literature review encompassing the search and analysis of initial data collected from databases such as Scopus, PsycInfo, Emerald, Sciencedirect, Sage and Springerlink. The systematic literature review follows the Preferred Reporting Items for Systematic Reviews and Meta-Analyses (PRISMA) guidelines. The systematic literature review retrieved a total of 38 articles. After undergoing several stages, 25 articles met the criteria and were subsequently subjected to a more in-depth analysis. The findings of this systematic literature review have been categorized into two main outcomes: individual and organizational outcome. By knowing the outcome of work-life balance, the organization can identify the positive and negative impact of work-life balance for both individual and organization. Moreover, it also can be used to gain deeper insight into the importance of balancing work and personal life, as well as its implications in both individual and organization context.

Laboratory characterisation of sand-tyre mix as bedding material for buried structures

Bedding material directly interacts with buried structures and supports to sustain external loadings such as traffic and overburden soil pressure. Therefore, soil-structure interaction plays an essential role in the stability and safety of buried structures. In particular focusing on underground pipelines, the annual rate of failures in Australia is around 19 % per 100 km of pipeline and can cost millions of Australian dollars in maintenance. Of these annual failures, ground vibrations from heavy traffic and construction activities are a major cause. In order to reduce such effects of ground vibrations on buried structures, this paper presents the possible application of sand-rubber mixes as a bedding material, where rubber is sourced from recycled tyres. The performance of sand-tyre mixes with regard to the potential for vibration reduction is assessed through this experimental study which comprises of particle size distribution, standard proctor compaction, permeability test, direct shear test, California Bearing Ratio and Repeated Load Test. From these tests, it was found that sand mixed with up to 20 % recycled tyre rubber was the most suitable mix for use as a bedding material.

Trends and Regional Disparities in Working Life Expectancy Among the Older Population in Rural China from 2010 to 2020

Trends and Regional Disparities in Working Life Expectancy Among the Older Population in Rural China from 2010 to 2020

Work Life Balance Of Women Leaders: Review of Literature

Work Life Balance Of Women Leaders: Review of Literature

Work-Life balance and psychological well-being in early adult single women of Javanese Ethnicity

This study aims to investigate the impact of work-life balance on the psychological well-being of early adult single women who are Javanes-ethnic. A quantitative research method with regression analysis design was used in this study. The participants consisted of 435 early adult single women who work and are Javanese-ethnic, selected using incidental sampling technique. The measurement instruments used were the Work-Life Balance Scale (α=0.833) and the Ryff Psychological Well-Being Scale (α=0.858). The data analysis employed regression analysis using ANOVA. The research findings indicate that there is no significant influence of work-life balance on psychological well-being (t = 1.858 and sig. = 0.064). This suggests that there are other factors that influence the psychological well-being of early adult single women who work and are Javanese-ethnic. The implication of this study is the need for interventions that can enhance work-life balance for early adult single women to achieve a balance between their work and personal lives, leading to psychological well-being. Future research is expected to develop approaches to achieving psychological well-being for early adult single women who are Javanese-ethnic in managing their multiple roles both in their families and workplaces.

Tackling gender disparities in energy research: a diagnostic tool for equality in research centres

BackgroundIn a case study in Spain, the unequal proportion of men and women in a research organization in the energy sector is severe, and long-established dynamics that might determine differences in access to leadership positions and inequalities in research careers are evident. The gender gap in historically masculinized fields, such as energy engineering reflects more than simply the differences in male and female values and personalities. This study seeks to explore the gender gap in energy research centres and to identify barriers that potentially hinder the research careers of women. It proposes the development of a diagnostic tool, based upon indicators, to monitor and evaluate gender roles and inequalities in the management of research centres for identifying and addressing the dynamics and obstacles that hinder women's progress in the energy sector and their potential contribution to the field. This participatory multicriteria-based tool prioritizes the proposed indicators by their influence and importance in the context of energy research and applies it to the monitoring of a specific Spanish energy research centre.ResultsThe results are threefold: (i) the methodology is adaptable to different research centres; (ii) the analysis of indicators’ prioritization could lead to recommendations that should be addressed first; (iii) the diagnostic tool used in this in-depth case study of an energy research centre in Spain allowed results to be achieved in terms of gender dynamics. Two indicators stand out as the most relevant in our analysis: gender diversity in leadership positions and uncomplicated application of work–life balance measures. In this case study, the measurement of the first indicator has drawn unsatisfactory results, and the research of the latter is considered still insufficient. In conclusion, this difference becomes a vicious or negative circle for attracting and retaining more women to the research centre. Despite these results, no gender gap seems to be recognized and thus, no measures are being taken to improve the situation.ConclusionsComprehensive data and contextualized monitoring are necessary to effectively study and enhance the presence and participation of women in the energy science sector. This approach, combining quantitative and qualitative techniques, is suitable for any research centre that would like to monitor its gender gap, identify potential sources of inequity and address them.

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.