Quality Of Work Life Research Articles

The Effect of Quality of Work Life on Employee Performance with Organizational Commitment and Job Satisfaction as Intervening Variables at the Department of Social Work and Labor Yogyakarta City Transmigration

The Effect of Quality of Work Life on Employee Performance with Organizational Commitment and Job Satisfaction as Intervening Variables at the Department of Social Work and Labor Yogyakarta City Transmigration

Work Hazards Training Program and Its Effect on Quality of Work Life and Turnover Intention among Staff Nurses at Suez Canal University Hospital

Work Hazards Training Program and Its Effect on Quality of Work Life and Turnover Intention among Staff Nurses at Suez Canal University Hospital

Quality of Work Life as a Predictor of Employee Turnover Intention

Employees who resign and leave their job can affect the running of the company and reduce efficiency. Companies need to retain employees, so they do not feel like changing jobs. Turnover Intention can be prevented by working life factors through pleasant, satisfying working conditions, and a prosperous quality of work life. These working conditions are reflected in the quality of work life in the workplace. The purpose of this research is to determine the effect of quality of work life on turnover intention of outsourcing company employees. This research was conducted using a non-experimental quantitative method on 56 employees of an outsourcing company. Quality of work measurement tools adapted quality of work life questionnaires made by Timossi et al. and turnover intention used adaptations and modification measurements from Mobley et al. The data analysis technique used a simple linear regression test. The results showed that quality of work life affects the turnover intention of outsourcing company employees. The constitutionalism aspect has the greatest influence on the quality of work life in influencing employee turnover intention. The implication of this research finding is that to prevent turnover intention, the main concern of outsourcing company management can be directed to ensure that employees are satisfied with the constitutionalism aspect of their work.Karyawan yang mengundurkan diri dan keluar dari pekerjaan dapat mempengaruhi jalannya perusahaan dan mengurangi efisiensi. Perusahaan perlu mempertahankan karyawan agar tidak merasa ingin berganti pekerjaan (turnover intention). Turnover Intention dapat dicegah dengan faktor working life melalui kondisi kerja yang menyenangkan, memuaskan, dan kualitas kehidupan kerja yang membuat sejahtera. Kondisi kerja tersebut tercermin dalam kualitas kehidupan kerja (quality of work life) di tempat kerja. Tujuan dari penelitian ini adalah untuk mengetahui pengaruh quality of work life terhadap turnover intention karyawan perusahaan outsourcing. Penelitian ini dilakukan dengan metode kuantitatif non-eksperimental pada 56 orang karyawan sebuah perusahaan outsourcing. Alat ukur quality of work life mengadaptasi kuesioner quality of work life yang dibuat oleh Timossi et al. dan turnover intention menggunakan adaptasi dan modifikasi pengukuran dari Mobley et al. Teknik analisis data menggunakan uji regresi linier sederhana. Hasil penelitian menunjukkan bahwa quality of work life berpengaruh terhadap turnover intention karyawan perusahaan outsourcing. Aspek constitutionalism memiliki pengaruh terbesar pada quality of work life dalam mempengaruhi turnover intention karyawan. Implikasi dari temuan penelitian ini yaitu untuk mencegah turnover intention, perhatian utama pihak manajemen perusahaan outsourcing dapat diarahkan untuk memastikan bahwa karyawan merasa puas pada aspek constitutionalism pekerjaan

Predictors of Quality of Work Life in Health Care Workers at Adult Critical Care Units: A Cross-sectional Study.

Satisfaction with the quality of work life reflects the inadequate distribution of the workforce in critical care units and is not enough; on many occasions, they work in precarious conditions and with high levels of physical, emotional, spiritual, and social demands, impacting the quality of care. To identify predictors of the quality of work life of healthcare workers in adult critical care units (ACCU). Quantitative study, cross-sectional analytical design with stratified two-stage sampling; three instruments were applied to 209 healthcare professionals in adult critical care units in different sites in a region of Colombia, concerning Quality of Life at Work-GOHISALO, Copenhagen Psychosocial Questionnaire-COPSOQ and Professional Quality of Life-ProQoL V. Multiple ordinal logistic regression was performed with exposure variables from the COPSOQ and ProQoL domains; the outcome variables were the dimensions of the Quality of Work Life instrument. Ethical standards for research involving human subjects were ensured. According to the results of the multiple logistic models, quality of work life is predicted by job integration and predictability (OR = 6.93; 95% CI = 3.6-13.9), leisure time management and double presence (OR = 4.5; 95% CI = 1.22-8.79). Both job satisfaction and job security are related to leadership quality (OR=3.82; 95% CI = 2.27-6.55 and OR = 3.18; 95% CI = 1.22-8.79), respectively. The quality of work life of healthcare workers in adult intensive care units is predicted by quantitative demands, double presence, emotional demands, work pace, predictability, vertical trust, and quality of leadership. Quinones-Rozo LP, Canaval-Erazo GE, Sandoval-Moreno LM. Predictors of Quality of Work Life in Health Care Workers at Adult Critical Care Units: A Cross-sectional Study. Indian J Crit Care Med 2024;28(4):355-363.

THE INFLUENCE OF ORGANIZATIONAL CULTURE AND QUALITY OF WORK LIFE ON MOTIVATION AND ITS IMPLICATIONS ON EMPLOYEE LOYALTY

Management Study Program, Faculty of Economics and Business, Widyagama University Malang, "The Influence of Organizational Culture and Quality of Work Life on Motivation and Its Implications for Employee Loyalty (Study of PT. Kutai Timber Indonesia Employees)".Supervisor 1: Adya Hermawati, Supervisor 2: Soedjono M.M. This research aims to identify the influence of organizational culture and Quality of Work Life on employee motivation, as well as its implications for employee loyalty. A healthy organizational culture and good Quality of Work Life can act as crucial factors in building high motivation among employees, which in turn can form strong loyalty. This research method uses a quantitative approach by distributing questionnaires to 67 respondents, such as regression and path analysis, is used to evaluate relationships between variables. The research results show that a better work culture and quality of work life can increase motivation, a better work culture and quality of work life can increase loyalty, better motivation can increase loyalty, work motivation can be a mediating variable between work culture and loyalty, and quality of work life on loyalty.

Diversity and Inclusion Initiatives: Influence on Organizational Performance

Employee retention is an important challenge for organizations today. This study proposes a research framework for understanding how diversity and inclusion can influence employee retention through job satisfaction. The theoretical basis of this research is based on existing literature on inclusive leadership, quality of work life, work-life balance, leaders' emotional intelligence, and compensation as factors that influence job satisfaction. The proposed model proposes that diversity and inclusion have a positive indirect effect on employee retention through job satisfaction. Further research using this framework can help organizations develop strategies to increase employee retention by building more diverse and inclusive work environments.

Improving the quality of working life of employees (on the example of social partnership acts and judicial practice)

Quality of working life is a concept used in regulations adopted at the regional level. At the same time, employee satisfaction with the quality of working life is characterized by various indicators, including compliance of working conditions with safety and labor protection requirements, as well as additional guarantees and compensations provided by the employer to the employee. Providing additional guarantees that affect the employee’s subjective satisfaction with the quality of work life can be achieved by including appropriate conditions in collective bargaining agreements, agreements, and employment contracts. The author of the article analyzes social partnership acts and judicial practice in disputes regarding the implementation of the terms of employment contracts that improve the quality of life of workers.

Kualitas Pelayanan dan Sistem Manajemen SDM Toko Listrik Dan Eliktronik, Sinar Welisa Jaya Surabaya, Jawa Timur

Companies really need competent and quality human resources, especially in this era of globalization. All business organizations must be ready to adapt and strengthen themselves in order to compete so that they are able to answer all challenges in the future. Human resources in this case are employees who always play an active and dominant role in every organizational activity because humans are planners, actors and determinants of the realization of goals. Human resource management (HRM) is a process of dealing with various problems within the scope of employees, employees, workers, managers and other workers to be able to support the activities of an organization or company in order to achieve predetermined goals. Human resources are a very valuable factor, so the company is responsible for maintaining the quality of work life and developing the workforce so that they are willing to contribute optimally to achieve company goals (Pruijt, 2003). Placing employees in the right positions will help the company to obtain optimal work results and achieving expected goals. This is reinforced by Hasibuan's (2005) statement that placement must be based on job descriptions and job specifications that have been determined and guided by the principle of the right person in the right place and the right person behind the work. An organization, according to Rivai (2004) Without support employees/employees who are suitable both in terms of quantitative, qualitative, strategic and operational aspects, then the organization/company will not be able to maintain its existence, develop and advance in the future. For this reason, quality human resources are needed to support the tasks that are the responsibility of the organization

Quality of Work Life at Airport Management Unit (UPBU) Merauke

The aim of this study is to investigate the indicators of work life quality among employees at the Airport Management Unit (UPBU) Class 1 Mopah Merauke. A qualitative approach was adopted by collecting data from semi-structured indepth interviews with 12 civil servants representing the administration subsection, the technical operations section, the flight security section, as well as the service and cooperation section. The research findings indicate that the first determinant of work life quality is the opportunity to use and develop expertise. Skill development is an essential factor to ensure the safety and efficiency of employee work. Without the proper skills, operations could be hindered. The second indicator is the condition of a safe and comfortable work environment. Safety and health are the top priorities at the airport. The third indicator is constitutionalism within the work organization. Legal protection and employees' rights are crucial, especially in a highly structured and high-risk environment like the airport. The other four indicators, although not primary, can influence employee job satisfaction at the airport, especially if the other factors are already satisfied. The results of this study provide valuable insights into the challenges faced by employees at UPBU and offer recommendations for further improvement.

Numbing Effect of Emotional Exhaustion on COVID-19 Fear and Contrasting Effect on Job Satisfaction and Quality of Work Life Among Indian Healthcare Workers

The study conceptualises COVID-19 fear among healthcare workers as a job resource (meaningfulness of work) and job demand (physical and emotional demands), while exploring its effect on healthcare workers’ job satisfaction and quality of work life. The potential numbing effect of emotional exhaustion on COVID-19 fear is studied in the proposed framework. Data were collected from 202 Indian healthcare workers using standardised scales and analysed using Smart PLS 2.0. The results indicate that COVID-19 fear has a significant positive relationship with job satisfaction and a significant negative association with quality of work. The study results validate the hypotheses that COVID-19 fear simultaneously acts as a job resource and job demand. COVID-19 fear had an indirect, negative effect on job satisfaction via reduced quality of work. Emotional exhaustion in healthcare workers reduced healthcare workers’ COVID-19 fears, suggesting a numbing effect of emotional exhaustion on the arousal of emotions. The study is among the first, to the best of our knowledge, that identify the same factor (COVID-19 fear) as both a job resource as well as a job demand for an occupational group (healthcare workers). The ability of COVID-19 fear to simultaneously increase the meaningfulness of the job for healthcare workers and reduce their quality of work life suggests that healthcare administrators need to espouse policies that simultaneously enable healthcare workers to perceive strong emotions that make the meaning of their job salient and buffer them from the emotional, cognitive and physical demands consequences.

The Influence of Intrinsic Motivation and Quality of Work Life on Employee’s Performance of Production Units of PT Perkebunan Nusantara XIV Makasar, South Sulawesi.

This study, held at the Production Unit of PT Perkebunan Nusantara XVI Makasar, South Sulawesi is aimed at analyzing the influence of intrinsic motivation and quality work life on employee’s performance. The sample in this research, which is quantitative in nature, was the employees of the production unit with a total number of 86 respondents. It is done with data analysis method, using multiple linear regressions.The result of this study indicates that the variables of intrinsic motivation and quality of work life simultanneously affect the employee’s performance with a contribution of 37,3%, while the remaining 52,7% is influenced by other factors, which are beyond this study.Partially, intrinsic motivation variables negatively affect and have a significant influence on performance. This is due to the different work cultures in the sector.

Quality of work life in workers with disabilities in manufacturing and service companies

The present research aimed to analyze quality of work life in workers with disabilities in manufacturing and service companies. Among its main purposes was the assessment of workers with disabilities with respect to their working condition. Likewise, the elements that make up occupational well-being for these workers were characterized and the quality of work life and engagement with employment in general of workers with disabilities in manufacturing and service companies was analyzed. The contextualization and classification of the information used started from a method governed by the positivist paradigm with a quantitative approach, framed in a research whose level of knowledge and depth was descriptive, under evaluative field research criteria, within a horizon of reflection on a reality that closely impacts the professional experiences of people with disabilities. Using instruments to collect sociodemographic and labor data, as well as the Working Conditions Questionnaire, the General Work Wellbeing Questionnaire and the Satisfaction of Work Questionnaire. Among the most important results and conclusions is that the people surveyed identify significantly with the organization where they work and presented low collateral effects, responding to optimally valued work well-being along with a high commitment to their work, showing that they feel who have a good quality of work life

Investigating the Relationship between Organizational Happiness and Quality of Work Life in Teaching Hospitals of Yazd in 2023

Background: A healthy organization is a place which is productive, capable, and efficient enough to deal with the competitive world. The quality of work life is important, not only to improve life at working environment but also the life outside work place; there the present study examines the relationship between organizational happiness and work life in teaching hospitals in Yazd city in 2023.
 
 Methods: This cross-sectional study was conducted in the form of a multi-stage random sampling on 215 people and among the personnel of teaching hospitals in Yazd city. Data collection tool included two standard questionnaires regarding an organizational happiness and the quality of work life. Data were analyzed using descriptive statistics and independent t-student test, one-way ANOVA and Pearson's correlation coefficient test with SPSS 26 software.
 Results: The findings indicated that there was no significant relationship between organizational happiness and any of the demographic variables. In addition, only the education variable (p = 0.011) had a significant relationship with the quality of life variable. Pearson's correlation test also showed that there was a positive and significant relationship between all the components of organizational happiness and the quality of work life.
 Conclusion: According to the results of this study, it is necessary for managers and officials to consider organizational happiness and its important components in organizations by adopting appropriate strategies and providing necessary conditions for its promotion.

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.

THE ROLE OF MENTAL WORKLOAD IN INVESTING QUALITY OF LIFE AMONG WORKERS IN THE PHOSPHORIC ACID INDUSTRY

Introduction: Every workplace has potential hazards, one of which is psychological hazards, namely work stress. The stress felt by workers can interfere with their work activities if not controlled immediately. In Indonesia, 11.6–17.3% of the 150 million adult population suffers from stress at work. Moreover, job stress can be caused by various factors. Aims: To assess workers’ quality of work life by analyzing the relationship between mental workload and work stress. Moreover, this research investigates the individual characteristics, mental workload level, and stress level between workers. Methods: This research is a quantitative study using an observational design and a cross-sectional technique. The participants in this study were all 35 maintenance personnel. Mental workload and work stress are assessed using NASA-TLX and DASS-21 questionnaire, respectively. Results: The collected data are statistically analyzed using the Spearman correlation test and the Cramer contingency coefficient correlation test. The results showed that mental workload has a strong relationship with work stress which is in the strong category (r= 0,679) and the direction of the relationship is unidirectional. Conclusion: The conclusion of this study is that the higher the mental workload possessed by workers, the higher the level of perceived work stress. Therefore, the company can reduce work stress by conducting both individual and organizational strategies

QUALITY OF WORK LIFE KARYAWAN KOPI AMPIRONO DAN IMPLIKASINYA TERHADAP WORK ENGAGEMENT

Kopi Ampirono’s employees decided to stay and work at Kopi Ampirono even the work’s demand is high and it has standard compensation. The aim of this study is to describe the quality of work life and its implication on work engagement at Kopi Ampirono. This research is descriptive qualitative research with phenomenology approach and explication technique as the analysis method.. Data collection used observation, document and interview with 10 informants of management and employees of Kopi Ampirono. The research result showed that: only one of four indicators of quality of work life is the main reason for the employees to stay and work at Kopi Ampirono. It is communication indicator. Quality of work life at Kopi Ampirono gives the implication on employee’s work engagement. Work environment and harmonic communication made the employees engaged and decided to stay and work at Kopi Ampirono. Only one of three indicators of work engagement had high engagement. It is vigor indicator

The Impact of Human Resource Management Quality on Work Life Quality through The Moderating Role of Organizational Justice: The Case Study of the Expatriate Employees

The Impact of Human Resource Management Quality on Work Life Quality through The Moderating Role of Organizational Justice: The Case Study of the Expatriate Employees

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

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

Quality of working life and adaptability of returning to work in nurse cancer survivors: a cross-sectional study.

To explore the relationship between quality of working life (QWL) and adaptability of returning to work (RTW) among nurse cancer survivors (NCSs). We conducted a cross-sectional study on nurses previously diagnosed with cancer. QWL was quantified using the Quality of Working Life Scale (QWL7-32), and the level of RTW adaptability was assessed using the Adaptability of Returning to Work for Cancer Survivors (ARTW-CS) scale. Multiple linear regression analysis was used to control for confounding factors, and a simple effect analysis was performed on the interaction term. After controlling for sociodemographic, work-related, and health-related factors, the findings indicated a significant correlation between "adaptation and planning" and QWL score (p < 0.05). Further analysis revealed that "RTW gradualness" and "support seeking" had an interaction effect (p = 0.021). The simple effect analysis demonstrated that when the "RTW gradualness" score was ≥ 16 points, nurses with a high "support seeking" score (≥ 7 points) exhibited a significantly better QWL than those with a low "support seeking" score (< 7 points) (p < 0.001). The interaction between "RTW gradualness" and "support seeking" in the ARTW-CS scale significantly impacted the QWL of the NCSs, underscoring the importance of implementing a gradual career plan and seeking support to enhance QWL.

The effectiveness of communication skills training on professional performance and quality of work life of pre-hospital emergency medical staff: An experimental study in Iran

AimCommunication skills are one of the components that influence the performance of pre-hospital emergency staff who provide services to patients. This study aimed to determine the effectiveness of communication skills training on the professional performance and quality of work life of pre-hospital emergency staff. MethodsThis experimental study with pretest–posttest design was conducted on 150 pre-hospital emergency staff in Iran from March 2022 to May 2023. The participants were randomly assigned into two control (n = 75) and experimental (n = 75) groups. The intervention included 4 sessions (3 h each) of communication skills training, weekly. The data gathering scales were Stamm’s quality of work life questionnaire and Patterson's job performance questionnaire, which were used at start point, 4 and 8 weeks after that. ResultsThe mean score professional performance in experimental group increased significantly to 42.4 ± 0.70 in the second stage and to 44.5 ± 0.55 in the third stage (P < 0.05). The mean score of the quality of work life was also 96.9 ± 0.9 and 99.8 ± 0.9 in the 4th and 8th weeks after the intervention, which was significantly more than control group (P < 0.05). ConclusionsThe results showed the communication skills training improves professional performance and increases the quality of work life of pre-hospital emergency staff.