Quality Of Work Life Research Articles

Pengaruh Kualitas Kehidupan Kerja, Pemberdayaan dan Pelayanan Publik Terhadap Kinerja Pegawai Kantor Kecamatan Songgom Dengan Kepuasan Kerja Sebagai Variabel Intervening

The main objective of this study is to determine how the quality of work life, empowerment, and public service affect the performance of employees at the Songgom District Office, with job satisfaction as an intervening variable. This research uses a quantitative approach with the SmartPLS 3.2.9 analysis tool. The population used in this study consists of all employees working at the Songgom District Office, totaling 138 respondents. The sample in this study was selected using the Stratified Random Sampling method and calculated using the Slovin formula, resulting in a sample size of 103 respondents. Data collection was conducted by distributing questionnaires. The results of the path coefficients for direct and indirect effects show that the quality of work life variable has a significant positive effect on job satisfaction, with a t-value t-table (11.660 1.96) and a sig value of 0.000. Empowerment does not affect job satisfaction, with a t-value t-table (0.506 1.96) and a sig value of 0.613. Public service has a significant positive effect on job satisfaction, with a t-value t-table (5.536 1.96) and a sig value of 0.000. Job satisfaction does not affect employee performance, with a t-value t-table (0.313 1.96) and a sig value of 0.755. The quality of work life has a significant positive effect on employee performance, with a t-value t-table (3.655 1.96) and a sig value of 0.000. Empowerment has a significant positive effect on employee performance, with a t-value t-table (5.570 1.96) and a sig value of 0.000. Public service does not affect employee performance, with a t-value t-table (0.060 1.96) and a sig value of 0.952. The job satisfaction variable is not able to mediate the quality of work life, with a t-value t-table (0.059 1.96) and a sig value of 0.953. Job satisfaction is not able to mediate empowerment, with a t-value t-table (0.027 1.96) and a sig value of 0.979. Job satisfaction is not able to mediate public service, with a t-value t-table (0.039 1.96) and a sig value of 0.957.

Enhancing Employee Performance through Quality Work Life: The Mediating Roles of Job Satisfaction and Organizational Citizenship Behavior in Riau’s Government-Owned Credit Insurance Sector

This study investigates the impact of Quality of Work Life (QWL) on employee performance, with a focus on the mediating effects of Job Satisfaction (JS) and Organizational Citizenship Behavior (OCB) in government-owned credit insurance companies in Riau Province. Based on quantitative causality research with a sample of 309 employees, this study employs Structural Equation Modeling (SEM) to examine how QWL directly and indirectly influences performance. Key findings reveal that QWL positively impacts both job satisfaction and OCB, which in turn significantly enhance employee performance. These insights underscore the importance of fostering a supportive work environment to improve organizational outcomes, particularly in sectors reliant on high employee engagement and performance. The implications for managerial practice and potential areas for future research are also discussed.

Do shift-working nurses’ work-life quality relate to their physical health and diet quality?

Abstract Background Shift work negatively affects work-related quality of life and this situation causes significant labour force losses and decreased productivity in the society, especially health problems in nurses. This study was conducted to determine the relationship between work-related quality of life, physical health level and nutritional behaviours of nurses working in shifts. Methods This descriptive and relationship-seeking study was conducted with 312 nurses selected by quota sampling in Istanbul. Data were collected between December 2022 to July 2023 using the The Professional Quality of Life Scale (ProQOL), Physical Health Questionnaire and Food Consumption Frequency Questionnaire. Descriptive statistics and Pearson correlation tests were conducted on IBM SPSS 25.0. BeBIS 7.1 software were used for calculation diet index. Results Compassion Satisfaction (CS), Burnout (B) and Compassion Fatigue (CF) scores of nurses was examined, a relationship was found between CS score and B score (r=-0.39 p < 0.05) and between B score and CF score (r = 0.58 p < 0.05). CS score correlated with Cardiovascular Risk Level score (r=-0.15 p < 0.05) and diet index score (r = 0.15 p < 0.05). B score correlated with Gastrointestinal Risk Level score (r = 0.27 p < 0.05) and Cardiovascular Risk Level score (r = 0.38 p < 0.05). There was a correlation between the score of CF and Gastrointestinal Risk Level score (r = 0.25 p < 0.05) and Cardiovascular Risk Level score (r = 0.31 p < 0.05). Daily energy, fibre, vitamin B1 and C, folate, calcium and magnesium intakes of nurses were lower than the recommended. Conclusions Research results support that the gastrointestinal and cardiovascular systems have a direct relationship with stress and emotional states. In the policies to be developed within the scope of occupational health nursing practices, it is recommended to carry out studies to improve the physical health and nutritional behaviours of nurses in order to improve their work-related quality of life. Key messages • Nurses are a risky occupational group in terms of burnout. Protection studies should be prioritised to prevent burnout. • Gastrointestinal and cardiovascular system complaints of nurses should be paid special attention during recruitment and periodic examinations.

A Conceptual Model of the Relationship between Quality of Work Life and Employee Engagement among Telecommunication Call Center Employees in Malaysia

Employee engagement has been one of the deepest issues for organizations. Organizations are currently struggling to survive due to the tough current economic environment, whereas the only tool for the organization to achieve a competitive advantage is by engaging employees to foster a competitive edge in the marketplace. Previous studies discovered that employee engagement in Malaysia is still steadily improving but falling behind its neighboring countries, including Indonesia and the Philippines, with the result rising only by four points to 63%. In addition, it was revealed that our country still ranks among the lowest in the region. This study focuses on employee engagement among call centers at selected telcos in Malaysia. There are many theoretical approaches to examining the quality of work life and employee engagement. Hence, this study adopted the Spillover Theory and Self-Determination Theory to explain the relationship between independent variables and employee engagement.

FATORES PREDISPONENTES DE ESTRESSE EM ENFERMEIROS QUE ATUAM NA UNIDADE DE TERAPIA INTENSIVA

This study aimed to identify the labor stressors in nursing work nurse, at in the Intensive Care Unit. Method: This is a descriptive study by literature integrative review method, where the selected articles include a the years between 2006 and 2023. Results: The results show significant labor difficulties in the professional work unit to significant labor difficulties, including double journey, death of patients, drive management, among others that are certainly present of stress in the nurses work context. Conclusion: institutions reassess the policies directed to the nursing worker and the physical space of their work, and the conditions to which they are subject, focusing a greater appreciation of the professional, thus allowing a quality of life in satisfactory work, and as a result, productivity of service quality.

Flexible working on employees’ quality of work life: the role of locus of control through psychological perspective

Flexible working on employees’ quality of work life: the role of locus of control through psychological perspective

Factors affecting the quality of work life for industrial labour force: empirical evidence from a developing country

The success of any organization requires a skilled, competent, and satisfied workforce. If the workforce can be provided with the necessary components to ensure a high quality of working life, they will become permanent assets. Various factors undoubtedly affect the quality of workers' work lives. This study aims to investigate the drivers of the quality of work life in industrial labour force in a developing country, Bangladesh. It enumerated the elements that have an impact on industrial labour force’s quality of work life (QWL). A structured questionnaire was administered to 420 Bangladeshi workers across diverse industries, yielding a commendable response rate of 93.33%. The collected data underwent analysis employing the partial least squares structural equation modeling (PLS-SEM) technique. Representative industries and respondents were chosen by random selection. The results revealed that work environment, organizational culture and climate, relationships and cooperation, compensation and rewards, adequacy of resources, autonomy of work, job satisfaction, and security are directly related to the QWL. Training and development, and facilities do not significantly affect QWL. The research results can be used to improve the quality of work life for those working in the industrial sector. An industry may accomplish long-term and short-term goals by maintaining a pleasant workforce. The study's findings will provide policymakers and regulatory authorities of Bangladesh's industrial sector with strategic references and strategies to boost industrial productivity and economic growth for sustainable development by ensuring industrial employees' quality of work life that can serve as a template for Bangladesh.

Burnout and Quality of Work Life on Job Performance: Mediating Role of Job Satisfaction Among Financial Services Employees

The ability of company management to sustain employee job performance in the pursuit of organizational objectives is critical due to the intense competition among financial service companies. This study investigates the relationship between burnout, work life quality, job satisfaction, and job performance, examining how job satisfaction mediates the relationship between these factors. The study was conducted to 200 employees of financial services companies in Indonesia. Data was obtained by distributing questionnaires. The method employed is quantitative analysis utilizing SEM PLS analysis. The research findings indicated that: (1) Burnout has a negative and significant impact on employees job performance; (2) Quality of Work Life has a positive and significant impact on employees job performance; (3) Job satisfaction has a positive and significant impact on employees job performance; (4) There is a significant indirect impact of Burnout on Job Performance with Job Satisfaction; (5) There is a significant indirect impact of Quality of Work Life on Job Performance with Job Satisfaction.

Psychometric Quality of the Work Content Questionnaire Applied to Nursing Staff to Identify Job Stress

Objective: To demonstrate the reliability and construct validity of Karasek's Job Content Questionnaire (JCQ), which measures psychological demands, job control and social support, in nursing personnel. Theoretical Framework: In Mexico, the Federal Labor Law specifies that psychosocial risks must be kept at low or zero levels to prevent work-related stress in nursing staff. Method: The Job Content Questionnaire was applied to a sample of 181 nursing professionals from a population of 200 people. The internal consistency of the questionnaire was examined using the Cronbach's Alpha reliability coefficient, the construct validity of the questionnaire was identified through the fit indices of the confirmatory factor analysis, using the maximum likelihood method. Results and Discussion: The results obtained revealed [synthesize the main results of the research]. In the discussion section, these results are contextualized in light of the theoretical framework, highlighting the implications and relationships identified. Possible discrepancies and limitations of the study are also considered in this section. Research Implications: The Job Content Questionnaire presented adequate internal consistency (Cronbach's Alpha=.80) and construct validity in the sample; the structural equation model presented an adequate fit: GFI=.73, RMSEA=.066, NNFI= .93, CFI=.94, PNFI=.78. These findings affirm that the Job Content Questionnaire is valid and reliable to evaluate psychosocial factors among workers who perform nursing activities in Mexico. Originality/Value: This study contributes to the literature by demonstrating the reliability and validity of the Job Content Questionnaire in nursing in Mexico. Its effectiveness is confirmed to evaluate psychological demands, work control and social support, critical aspects to mitigate stress and improve the quality of work life. The results can influence labor policies and institutional practices, promoting healthier work environments, reducing stress and improving the quality of care in the health sector, which benefits both workers and patients.

The Impact of Quality of Work Life on Employee Performance of PT. Tunas Dwipa Matra Lampung

The Impact of Quality of Work Life on Employee Performance of PT. Tunas Dwipa Matra Lampung

Corporate Social Responsibility: A Paradigm Shift towards Organizational Care for Employees’ Wellbeing

Corporate Social Responsibility (CSR) has gained significant attention in recent years, with organizations increasingly focusing on their impact on society and the environment. However, while many organizations prioritize external stakeholders, the well-being of internal stakeholders, particularly employees, is often overlooked. This article contends that an authentic socially responsible organization should care for the well-being of both external and internal stakeholders equally. Through a literature review, this study examined the concept of CSR in the context of employees’ well-being. It developed a conceptual framework to theorize how deliberate organizational initiatives can improve employees' overall well-being, ultimately contributing to their quality of work life and life satisfaction. The study highlights the importance of responsible organizations demonstrating a strong sense of responsibility towards their employees through organizational care and implementing sound workplace practices and policies. This study emphasizes the need for increased attention to the internal dimensions of CSR and greater transparency in reporting structured practices that support employees’ well-being.

The Model of Nursing Administration and Quality of Working Life Management of Nurses after COVID-19 Pandemics, in Thailand

The research results showed that 1) Conditions and guidelines the nursing administration and quality of working life in during and after the pandemics COVID-19 were explored and found that executives understood their personnel and emphasized that relevant personnel must perform their duties according to the measures to prevent the spread of COVID-19. Problems found included insufficient personnel for the work and overlapping roles. Factors that supported personnel to manage their work quality after the COVID-19 outbreak included teamwork, participation in planning and solving work safety issues, having time for work and family, and job satisfaction. The guidelines for operations after the COVID-19 outbreak should include changes to the work system, building morale, participation, teamwork, and job satisfaction. Good time management could affect the quality of life of nurses. 2) In the study of measurement model, it was found that all sub-component latent variables were suitable as the observed variables of each main component, and all main components were suitable as the observed variables of the nursing administration model and the management of working life quality of nurses after the COVID-19 outbreak. When checking the consistency of the measurement model, the measurement model was consistent with the empirical data, thus confirming the development of the nursing administration model and the management of working life quality of nurses after the COVID-19 outbreak in Thailand, by the linear structural component analysis method. 3) the model of nursing administration and quality of working life management of nurses after the COVID-19 pandemic in Thailand or SWAP FECT MODEL; it was found that all experts confirmed that the model was a model with practical steps, consisting of 2 main components, 10 sub-components, and 66 indicators. The main components of nursing administration in the VUCA model had 3 sub-components: transparency, empowerment of subordinates, and collaboration. The main components of management of working life quality had 7 sub-components: agency support, work safety, work participation, work satisfaction, well-being, self-development, and free time management. There were 3 steps of good management: 1. Inputs 2. Processes and 3. Outputs.

Crafting Sustainable Success in Hybrid Work Practices - Quality of Work Life and Mediating Effects of Job Satisfaction & Leadership Support

The rise of hybrid work arrangements, accelerated by the COVID-19 pandemic, introduced both challenges and opportunities for organizations and employees. This study seeks to examine the sustainability of hybrid work models by analyzing the role of leadership support (LS) and job satisfaction (JS) as mediators in the relationship between Quality of Work Life (QWL) and Work-Life Balance (WLB). Data were collected via online surveys from 343 valid respondent employees working in the private corporate sector in India who had experience in remote or hybrid work setups. The hypothesized relationships among the named variables were tested using the PLS-SEM approach, with a standard bootstrapping procedure employed to disclose direct and indirect effects among latent variables. The findings indicate that employees strongly preferred the hybrid work model over the traditional work setting. Also, it reveals that QWL positively influences WLB, with both LS and JS serving as significant mediators. Leadership support, in particular, emerged as a crucial factor in the hybrid work context, influencing job satisfaction among employees and helping to strike a good balance between their professional and personal lives. The novelty of this research lies in its empirical demonstration of how leadership support and job satisfaction mediate the relationship between QWL and WLB, providing actionable insights for organizations to navigate the complexities of hybrid work model. The study recommends that organizations should formalize hybrid work arrangements; prioritize leadership communication; conduct regular team-building activities and focus on outcome-based performance evaluations. These strategies will enhance job satisfaction, strengthen leadership roles, and promote long-term prosperity with a positive societal and ecological impact.

Quality of work life and factors associated with it among elderly workers in Sri Lanka

Quality of work life and factors associated with it among elderly workers in Sri Lanka

Individual and organisational determinants of work-life balance and quality of work-life (Qwl) among nurses and pharmacists in government hospital

Individual and organisational determinants of work-life balance and quality of work-life (Qwl) among nurses and pharmacists in government hospital

İşe bağlı duygusal tükenmişliğin sessiz istifa üzerine etkisinde çalışma yaşam kalitesinin aracılık rolü: Sağlık çalışanlarında bir araştırma

This study aims to determine the mediating role of quality of work life in the effect of work-related emotional burnout on quitting in healthcare workers and whether there is a significant difference with demographic variables. SPSS 26 package programme Process Macro (Model 4) was used to evaluate the data. It was determined that the scale variables were normally distributed. Descriptive statistics, independent sample t-test, one-way analysis of variance and Pearson correlation analysis were used to determine the relationships between the scales. Process Macro (Model 4) was used for mediation analysis. The study was conducted in a university hospital with the participation of 260 health workers. According to the findings, work-related emotional burnout and quiet quitting were found to be moderate, and quality of work life was found to be high. There was a significant difference between age and work-related emotional burnout and quality of work life. The direct (β= 0.380) and indirect (β= 0.152) effects of job-related emotional burnout on quiet quitting are statistically significant. As a result, it can be said that age is an essential determinant of work-related emotional burnout and quality of work life. It is concluded that quality of work life mediates the effect of work-related emotional burnout on quitting. It is recommended that work-related emotional burnout and quiet quitting should be reduced, and healthcare workers' quality of work life should be increased.

Analisis Ketimpangan Distribusi Pendapatan pada Kabupaten/Kota di Provinsi Bali

Economic development aims to improve the well-being of the population, as reflected in the increase of the Human Development Index (HDI). Although the HDI in the regencies/cities of Bali Province has risen, income disparity persists. Reducing income distribution inequality can be achieved by creating decent job opportunities, lowering unemployment rates, and providing adequate income to ensure a good quality of life for workers. The objectives of this study are (1) To analyse the simultaneous effect of unemployment, economic growth and human development index on income distribution inequality in regencies/cities in Bali Province. (2) To analyse the partial effect of unemployment, economic growth and human development index on income distribution inequality in regencies/municipalities in Bali Province. The data used is secondary data, with 117 observation points. The analysis technique used is panel data regression model technique. The results showed that (1) Unemployment, economic growth and human development index simultaneously affect the inequality of income distribution in regencies/cities in Bali Province. (2) Unemployment and economic growth have a positive effect but not significant on income distribution inequality, while the human development index has a negative and significant effect on income distribution inequality.

Online yoga programme for resident physicians in Québec: an evaluation of feasibility and impact on mental health

ObjectivesTo evaluate the feasibility of the Bali Yoga Programme for Residents (PYB-R), an 8-week virtual yoga-based intervention and determine its impact on the mental health of resident physicians.DesignSingle-group repeated measures...

Teleworking and work-family balance in public educational institutions

PurposeThis article aims to investigate teleworking in public institutions, specifically focussing on the perspectives of technical-administrative employees at a Brazilian federal educational institution.Design/methodology/approachThe research methodology involved the use of guided semi-structured interviews with public servants. The analysis applied a prior set of categories derived from the advantages and disadvantages of teleworking, as well as the favourable and unfavourable aspects of the interaction between teleworking and family relationships.FindingsThe findings reveal a range of benefits associated with teleworking, primarily an improved quality of life for workers. However, the study also identified significant challenges, including excessive workload, social isolation and difficulties in separating personal and professional life, corroborating with previous studies.Research limitations/implicationsIt is crucial to note that the majority of participants in the study have children or dependants, which could potentially influence their teleworking strategies and experiences. This demographic factor may play a significant role in how participants navigate their work-from-home routines and manage their responsibilities, especially during the COVID-19 pandemic.Practical implicationsWorking from home presents two sides of the same coin according to the vision of those involved in this type of work. Public organisations should know in depth the challenges faced by their workers to prioritise planning that monitors their workforce and achieve success with teleworking.Originality/valueThe insights from this study provide valuable guidance for the development of evidence-based teleworking policies and practices in public educational institutions.

Does 4IR and Covid 19 Effect The Quality of Work Life and Living Standard of Women Workers? Evidence from Selected RMG Firms in Bangladesh

Purposes The study's main objective is to find out the impact of the fourth industrial revolution and covid-19 on women workers of selected Ready-Made Garments (RMG) sector in Bangladesh. Methodology This study mainly followed a quantitative research approach with survey study. Total 18 garments (case) has been chosen randomly from DSE listed RMG firm based on access priority. Sample size for survey study has been determined by statistical method is 384. But this study consider total (15*27) = 405. Data have been collected from selected respondents (women workers) using structured questionnaire. Findings The study reveals that women workers in the RMG sector exhibit a remarkable lack of anxiety about their work-life quality, largely due to their experience and resilience in handling the challenges of their profession. It highlights the adaptability of these workers and underscores the importance of targeted support and interventions to promote sustainable livelihoods and better working conditions amid persistent challenges. Implications The study's findings can inform policymakers about the specific challenges faced by women workers in the RMG sector due to the convergence of 4IR and the COVID-19 pandemic. Originality/Value this study's originality and value lie in its intersectional analysis, empirical evidence, contextual specificity, practical implications, and contributions to knowledge, all of which enrich our understanding of the complex dynamics shaping the lives of women workers in Bangladesh's RMG sector amidst the challenges of 4IR and COVID-19. Limitations The study's findings may be limited by the scope of the selected RMG firms and the sample size of women workers included in the research. While efforts were made to ensure diversity within the sample, the findings may not be representative of all women workers in the RMG sector in Bangladesh, limiting the generalizability of the results.