Quality Of Work Life Research Articles

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 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.

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.

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.

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 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 SME tool supporting employers of small- and medium-sized enterprises during the return to work of employees on long-term sick leave: study protocol for a randomized controlled trial and for a process evaluation

BackgroundReturning to work after long-term sick leave can be challenging, particularly in small- and medium-sized enterprises (SMEs) where support may be limited. Recognizing the responsibilities and challenges of SME employers, a web-based intervention (hereafter the SME tool) has been developed. The SME tool aims to enhance the employer’s intention and ability to support the sick-listed employee. Based on the Self-Determination Theory, it is hypothesized that this intention is enhanced by intervening in the employer’s autonomy, competences, and relatedness targeted at, e.g., communication with sick-listed employee, involvement of other stakeholders, and practical support. This is achieved by means of providing templates, communication videos, and information on legislation. This article describes the design of an effect and process evaluation of the SME tool.MethodsA randomized controlled trial (RCT) with a 6-month follow-up will be conducted with a parallel-group design with two arms: an intervention group and a control group. Sick-listed employees (≤ 8 weeks) of SMEs (≤ 250 employees) at risk of long-term sick leave and their employers will be recruited and randomly allocated as a dyad (1:1). Employers randomized to the intervention group receive unlimited access to the SME tool, while those in the control group will receive care as usual. The primary outcome is the satisfaction of the employee with the return to work (RTW) support provided by their employer. Secondary outcomes include social support, work performance, and quality of work life at the employee level and self-efficacy in providing RTW support at the employer level. Outcomes will be assessed using questionnaires at baseline and 1, 3, and 6 months of follow-up. Process evaluation measures include, e.g., recruitment and use of and perceived usefulness of the SME tool. Additionally, semi-structured interviews with employers, employees, and occupational physicians will explore the interpretation of the RCT results and strategies for the national implementation of the SME tool.DiscussionThe SME tool is hypothesized to be valuable in addition to usual care helping employers to effectively support the RTW of their long-term sick-listed employees, by improving the employers’ intention and ability to support.Trial registrationClinicalTrials.gov, NCT06330415. Registered on February 14, 2024.

A Structural Model Approach to Leadership Style, Quality of Work Life and Communication Mediated by Motivation on Work Engagement (Empirical Study on the Ministry of Religious Affairs Work Unit in the South Papua Province Region))

The demand to always have integrity, be professional, be responsible for work and the organization and be an example for others is not an easy matter for Civil Servants in the Ministry of Religion, especially in the South Papua Province region. This research aims to analyze the relationship between leadership style, quality of work life and communication mediated by motivation on employee work engagement. Data collection was carried out using a saturated sampling approach, with a final sample size of 148 respondents. The SEM analysis technique is carried out by evaluating the measurement model and structural model. The results of the analysis show that work motivation does not mediate the influence of leadership style, quality of work life and communication on employee engagement. It was found that there was a significant influence of leadership style, quality of work life and communication on work motivation, but these three variables had no effect on employee engagement.

Quality of Work Life and Mental Well-Being for Long-Term Care Staff in Nova Scotia.

This study assesses the quality of work life for Nova Scotian continuing care assistants (CCAs) (n = 266), nurses (n = 144) and managers (n = 45) from 10 long-term care (LTC) homes in late 2021. CCAs scored significantly worse than nurses and managers on measures of mental health and anxiety. All groups reported high levels of cynicism and emotional exhaustion; CCAs' scores were higher than nurses or managers. CCAs scored significantly higher on professional efficacy than other groups. CCAs can derive a strong sense of accomplishment from their work, but results raise concerns of a potential breaking point. This suggests the need for continued action to support LTC staff.

Relationship Among Social Support, Internalized Stigma, & Work-Related Quality of Life in Women With ADHD

Abstract Date Presented 03/22/24 This correlational study examined the relationship among attention deficit hyperactivity disorder (ADHD), internalized stigma, social support, work quality of life, and masking among women in the workforce. Results show significant correlations that contribute to new approaches in OT. Primary Author and Speaker: Yan-hua Huang Additional Authors and Speakers: Rebekah Boning, Amber Schwartz, Nicole Stephanie Pantaleon, Julie Schustack, Armen Saryan

Financial Well-being in relation to Job Motivation and Work Engagement among Nurses in Selected Private Tertiary Hospitals in Angeles City

Nurses are leaving their bedside jobs at an alarming rate because they are exhausted—mentally and physically. Aside from this, top-level nurses in private hospitals make as much as those entry level nurses in public hospitals. The objective of this study is to serve as advocacy research, influencing the official and informal policies and evaluate the relationship between financial well-being and private nurses’ quality of work life, particularly job motivation and work engagement. A descriptive evaluative, descriptive comparative and descriptive correlational research design was employed in this study. Purposive sampling was utilized and included a total sample of 115 private nurses with at least 1 year worth of experience from tertiary hospitals in Angeles City, data were collected using both paper-based questionnaire and Google Forms. Data collected were analyzed using descriptive mean, T-test and ANOVA, Pearson’s Product Moment Correlation Coefficient, Linear Regression, and Post HOC analysis. Results showed there were high positive relationships between financial well-being and work engagement (r= .620, p= .000) as well as financial well-being and job motivation (r= .711, p= .000). Result of the regression analysis elucidated that the job motivation explained the 52.1 percent variance [F(2, 112)= 60.837,p= .000]. The findings of the study indicate a positive correlation between nurses’ financial well- being and their level of work engagement and motivation in their profession. Additionally, it was also found that work engagement was a factor in the financial well-being of the participants, but it did not provide a substantial impact. The study’s results indicate that job motivation is a substantial predictor of financial well-being among nurses.

Modeling the Impact of Ergonomic Interventions and Occupational Factors on Work-Related Musculoskeletal Disorders in the Neck of Office Workers with Machine Learning Methods.

Modeling with methods based on machine learning (ML) and artificial intelligence can help understand the complex relationships between ergonomic risk factors and employee health. The aim of this study was to use ML methods to estimate the effect of individual factors, ergonomic interventions, quality of work life (QWL), and productivity on work-related musculoskeletal disorders (WMSDs) in the neck area of office workers. Study Design: A quasi-randomized control trial. To measure the impact of interventions, modeling with the ML method was performed on the data of a quasi-randomized control trial. The data included the information of 311 office workers (aged 32.04±5.34). Method neighborhood component analysis (NCA) was used to measure the effect of factors affecting WMSDs, and then support vector machines (SVMs) and decision tree algorithms were utilized to classify the decrease or increase of disorders. Three classified models were designed according to the follow-up times of the field study, with accuracies of 86.5%, 80.3%, and 69%, respectively. These models could estimate most influencer factors with acceptable sensitivity. The main factors included age, body mass index, interventions, QWL, some subscales, and several psychological factors. Models predicted that relative absenteeism and presenteeism were not related to the outputs. In this study, the focus was on disorders in the neck, and the obtained models revealed that individual and management interventions can be the main factors in reducing WMSDs in the neck. Modeling with ML methods can create a new understanding of the relationships between variables affecting WMSDs.

PENGARUH QUALITY OF WORK LIFE DAN ISLAMIC WORK ETHIC TERHADAP LOYALITAS KARYAWAN PT. BANK SYARIAH INDONESIA

This research aims to determine the influence of Quality of Work Life and Islamic Work Ethics on Employee Loyalty of PT. Indonesian Sharia Bank. This research is quantitative research, the object of this research is employees of PT. Bank Syariah Indonesia Bengkulu branch with a sample of 60 respondents, using descriptive analysis techniques using the entire research population. Data was collected through questionnaires and analyzed using the multiple linear regression method. Based on the results of multiple linear regression, the regression equation Y = = Y = 9.485 + 0.356 (X1) + 0.214 (X2) is obtained. From the results of the hypothesis test, it shows that Quality of Work Life, namely thit (2.494 < 2.002 and (sig < a = .000 < 0.050) has a significant and influential effect on Employee Loyalty of PT. Bank Syariah Indonesia Bengkulu Branch., and Islamic Work Ethics, namely thit > ttable (3.167 > 2.002) and (sig < a = .000 < 0.050) have a significant effect on Employee Loyalty at PT Bank Syariah Indonesia Bengkulu branch.

Pengaruh Quality of Work Life dan Keadilan Interaksional terhadap Kinerja Karyawan melalui Kepuasan Kerja sebagai Variabel Intervening

This research aims to determine the influence of quality of work life, interactional justice on the performance of Hotel Neo+ Waru Sidoarjo employees through job satisfaction as an intervening variable. The population of this study were all employees of the Neo+ Waru Sidoarjo Hotel, with a saturated sampling technique totaling 41 people. Data was collected using a questionnaire with a five-graded Likert scale with data analysis using SEM-PLS with SmartPLS version 3 software. Based on the research results, hypothesis testing states that: 1) Quality of Work Life has a positive and significant effect on Employee Performance at the Neo+ Waru Hotel Sidoarjo, 2 ) Interactional Justice has a positive and significant effect on Employee Performance at Hotel Neo+ Waru Sidoarjo, 3) Quality of Work Life has a positive and significant effect on Job Satisfaction for employees of Hotel Neo+ Waru Sidoarjo, 4) Interactional Justice has a positive and significant effect on Job Satisfaction for Hotel employees Neo+ Waru Sidoarjo, 5) Job Satisfaction has a positive and significant effect on Employee Performance at the Neo+ Waru Sidoarjo Hotel, 6) Job Satisfaction cannot mediate the relationship between Quality of Work Life and Employee Performance at the Neo+ Waru Sidoarjo Hotel with a Direct-only mediation effect (no mediation ), 7) Job Satisfaction can mediate or there is an influence between the relationship between Interactional Justice and Employee Performance at the Neo+ Waru Sidoarjo Hotel with a Complementary mediation effect (partial mediation).

Quality of Work-Life (QWL) Expected by Local Government Employees in the Regional Development Planning Agency (BAPPEDA) of Karo Regency

Quality of Work-Life (QWL) Expected by Local Government Employees in the Regional Development Planning Agency (BAPPEDA) of Karo Regency

Organizational and Individual Factors Influencing the Quality of Working Life Among Brazilian University Professors during COVID-19

The COVID-19 pandemic suddenly impacted professors’ work demands and their adaptation to new technologies and work organization, namely, working from home. These changes urged us to know its impact on their quality of working life (QWL). This study aimed at characterizing the main determinants of the quality of working life in Brazilian university professors during the COVID-19 pandemic. It integrated two cross-sectional analyses, through a questionnaire applied in 2020–2021 and 2021–2022, at universities in central-western Brazil. The sample included 220 professors at the first moment and 180 at the second. The main tool used was the Quality of Working Life Questionnaire. Multiple linear regression analyses were performed to identify the significant predictors of the QWL. In 2020–2021, “Sleep quality” was the main predictor with a 15.8% contribution to explaining the QWL variability, followed by “Satisfaction with supervisors”, “Depression”, “Work–family conflict” and “Difficulties with materials or physical resources”. In 2021–2022, the predictors that contributed most to explain the QWL variability were “Work–family conflict” and “Sleep quality” with contributions of 13.9% and 12.2%, respectively, to the coefficient of determination. “Satisfaction with students”, “Difficulties in interpersonal relationships with supervisors”, “Noise”, “Smoking habits” and “Biological sex” had lower contributions. The knowledge of the predictors of QWL among university professors is essential to defining strategies to prevent occupational risks and promoting workers’ health and sustainable quality of working life.

Green Human Resource Management and Project Citizenship in the Construction Industry: Mediating Role of Quality of Work Life and Green Employee Empowerment

Green Human Resource Management and Project Citizenship in the Construction Industry: Mediating Role of Quality of Work Life and Green Employee Empowerment

The Role of Individual Performance in the Influence of Innovation Culture and Quality of Work Life On Competitive Advantage

Providing empirical evidence of the role of individual performance on the influence of innovation culture and quality of work life to increase competitive advantage is the aim of this study. This study takes the tourism sector as an object with SME employee respondents working in the tourism sector, such as travel agents, hotels, tourist attractions, restaurants, transportation, souvenir shops, etc. in the Jakarta area, Indonesia. On the basis of convenience sample selection, 528 respondents were obtained. The analysis tool in this study uses SEM-PLS. The research results show that individual performance plays a mediating role in the influence of innovation culture and quality of work life on competitive advantage. The theoretical implication of this research is to strengthen contingency theory, which is associated with competitive advantage, individual performance, innovation culture, and quality of work life. The practical implication of this study is the importance of a culture of innovation, quality of work life and individual performance to increase competitive advantage in the SME tourism sector so that they are able to win business competition and maintain the sustainability of the SME business.

Relationship Between Occupational Stress and Quality of Work Life of Government Teacher

In summary, the relationship between occupational stress and the quality of work life of government teachers is complex and multifaceted. Addressing stressors and enhancing the work environment can significantly impact educators' job satisfaction, well-being, and ultimately, the quality of education provided to students. Effective strategies require collaboration between educational institutions, policymakers, and individual educators to create supportive and fulfilling teaching environments.

Evaluating the influence of work environment on job satisfaction: Data analysis in the banking sector using structural equation modeling

In today's rapidly evolving work environment, understanding the intricate web of factors influencing job satisfaction is paramount to fostering employee well-being and organizational success. This research employs structural equation modeling (SEM) to analyze the effects of various workplace factors on job satisfaction in the organizational context of the banking sector in the state of Andhra Pradesh, India. This study examined the relationships between job satisfaction and career growth and development, motivation, and compensation, the nature of the job, quality of work life (QWL) factors, relationships and support, safety and welfare, and work factors. This study analyzed the relationships among job satisfaction, employee engagement, internal branding, and emotional commitment in the banking industry. The findings reveal that internal branding directly impacts employee engagement, job satisfaction, and commitment. Employee engagement positively affects job satisfaction and affective commitment, with job satisfaction mediating the relationship between employee engagement and affective commitment. Furthermore, internal branding directly affects job satisfaction and emotional commitment. Investments in internal branding can enhance job satisfaction, employee engagement, and commitment. The study establishes construct reliability and validity, including discriminant validity. The analysis also explored the mediating role of QWL factors in these relationships. The findings indicate that specific workplace factors significantly impact job satisfaction, with QWL factors mediating some of these effects. This research offers valuable insights for organizations pursuing improved employee job satisfaction and well-being.