Quality Of Work Life Research Articles

Towards future of work in immersive environments and its impact on the Quality of Working Life: a scoping review

Abstract In recent years, immersive environments and the technologies employed within them, such as Augmented Reality (AR), Virtual Reality (VR), and Mixed Reality (MR), have become increasingly significant, particularly in the domains of education, work, and entertainment. Moreover, the concept of persistent, immersive virtual worlds – commonly referred to as Metaverses – has gained attention due to advancements and opportunities in VR and AR. These immersive environments are transforming how we work, especially in communication, coordination, and collaboration. Hence, an important question that arises is how these environments influence Quality of Working Life (QWL). This study provides an overview of the effects of immersive environments on QWL. We conducted a scoping review following the framework by Arksey and O’Malley in accordance with the PRISMA guidelines. The findings identify three major QWL topics influenced by immersive environments: (i) Mental Health, highlighting stress reduction and well-being enhancement; (ii) Safety & Prevention, emphasizing accident prevention and risk mitigation; and (iii) Workplace Design, focusing on improved ergonomics. We derive practical implications for QWL and provide theoretical implications to scoping reviews. While our study considered the short-term effects of such technologies as limitations, future studies should address the long-term effects of immersive environments on QWL.

Happy teachers, quality schools: improving teacher performance through happiness, motivation and a good work life

Introduction. The gap between expected teacher performance and actual teacher performance is one of the problems faced by all teachers. Despite the important role teachers play in shaping educational outcomes, many teachers face challenges that adversely affect performance, including stress, lack of motivation, and suboptimal working conditions. The purpose of this study is to explore how happiness at work, motivation, and quality of work life affect teacher performance. Study participants and methods. Respondents in this study were public high school teachers consisting of 17 schools totaling 260 teachers. Respondents in terms of age, the majority are 41-50 years old (35.8%), the majority are female 182 people (70%), and male 78 people (30%). The majority of respondents' last education was bachelor 211 people (81.2%). The length of work of most respondents was 177 people (68.1), and the status of respondents as civil servants was 114 (43.8%). Data were analyzed using SPSS Win. 27 and SmartPLS 3.0. The statistical techniques used were descriptive statistical analysis, and Structural Equation Modeling (SEM) analysis including: validity and reliability, HTMT test, Structural model evaluation, hypothesis testing analyzing direct effects and indirect effects through intervening variables, Evaluation of goodness of fit and model fit. Results. The first validity and reliability test shows Cronbach's alpha value> 0.70, so all data is reliable., Outer loading values of the four variables range from 0.701 to 0.930. This indicates that all measurement items are valid. Hypothesis test results show happiness at work significantly improves the quality of work life and teacher performance. Motivation also had a positive impact on quality of work life, but less of a direct effect on teacher performance. Quality of work life acts as an important mediator in this relationship, highlighting the importance of quality of work life in improving overall teacher performance. Overall, the results of the goodness-of-fit evaluation indicate that the proposed model fits the data. The R Square values indicate that the model can explain variations in the quality of work life and teacher performance variables, although there is still room for improvement. Model fit indicators such as SRMR, d_ULS, d_G, Chi-Square, and NFI show that the model has a good fit with the data. Therefore, the proposed model can be used to understand the relationship between happiness at work, motivation, quality of work life, and teacher performance. Conclusion. This study shows that workplace happiness and motivation are important factors affecting the quality of work life and teacher performance in public high schools in the Purwakarta district. This study examines the mediating effect of quality of work life on the relationship between happiness at work, motivation and performance. This research can be used as an evaluation and policy-making material to pay more attention to the conditions of teachers.

Determinants that influence cargo performance in the airport industry with knowledge sharing and knowledge management as mediating variables

As one of the busiest airports in the world, organizational performance is the main focus. Problems that occur in organizations are many employees who complain about their work, employees who cannot fully comply with applicable regulations and policies, many employees who often come late to the office and do not comply with working hours according to the work times determined by the company. This research aims to analyze and test the influence of Quality of Work Life (QWL) and Knowledge Management on Organizational Citizenship Behavior which is mediated by Job Satisfaction, moderated by Knowledge Sharing and Self Efficacy at Angkasa Pura. The population in this research was Angkasa Pura Indonesia employees, totaling 151 people. The sample used was 110 employees which was calculated based on the Slovin formula. The sampling method uses convenience sampling. The data collection method uses a survey method, with the research instrument being a questionnaire. This research method uses the Partial Least Square (PLS) data analysis method using SmartPLS 3.0 software. The research results show that the quality of work life has no effect on organizational citizenship behavior. Knowledge management has a positive and significant effect on organizational citizenship behavior. Quality of work life and Knowledge management has a positive and significant effect on job satisfaction. Job satisfaction has a positive and significant effect on organizational citizenship behavior. Job satisfaction is unable to mediate the influence of quality of work life on organizational citizenship behavior. Job satisfaction is able to partially mediate the influence of knowledge management on organizational citizenship behavior.

병원간호사의 조직문화, 사회적 지지, 직장 내 괴롭힘, 주관적 건강과 안녕 및 직장 삶의 질간의 관계

Purpose : This study was to identify the degree and relation of Organizational culture, Social support, Workplace bullying, Health & well-being perception and Quality of work life in hospital nurses. Methods: The research was a descriptive research study, and the research subjects were 320 students who are nurses in general hospital in B metropolitan city. The data collection period was from November 12, 2021 to March 1, 2022, and the survey was conducted using a self-report online questionnaire. The collected data was analyzed with the SPSS/WIN 24.0 program. The general characteristics of the subject were used in terms of frequency and percentage, and the differences in Quality of work life according to general characteristics were tested using t-test and ANOVA, and post-tested with Scheffe′test. Pearson's correlation coefficient was performed for the correlation between Organizational culture, Social support, Workplace bullying, Health & well-being perception and Quality of work life. Results: Organizational culture was 2.99±0.34 points out of 5 points, and Social support was 3.43±0.42 points out of 5 points, Workplace bullying was 1.70±0.36 points out of 4 points, Health & well-being perception was 3.09±0.38 points out of 5 points and Quality of work life was 3.46±0.31 points out of 6 points. Quality of work life showed Organizational culture (r=.298, p<.001), Social support (r=. 367, p<.001) and showed a statistically significant positive correlation. Workplace bullying (r=-.186, p=.001) showed a statistically significant negative correlation. Conclusion: The quality of work life for hospital nurses has been found to be correlated with organizational culture, social support, and workplace bullying. Based on these results, it is necessary to develop nursing policies and management strategies that can enhance the quality of work life for nurses by fostering a positive organizational culture, strengthening social support, and reducing workplace bullying.

The Association between Nurses’ Quality of Work Life and Moral Distress: A Cross-Sectional Study in Rasht, Iran

Nurses play a crucial role in delivering healthcare services, emphasising the need for healthcare managers to prioritise their well-being. The quality of work life (QWL) is a significant factor influencing the recruitment and retention of nurses. This study aimed to investigate the relationship between the QWL and moral distress among nurses working in educational-remedial hospitals in Rasht, Iran. This cross-sectional analytical study utilised multi-stage sampling to survey all nurses in educational-remedial hospitals in Rasht, excluding those in ICUs, and in administrative, educational and research roles. A structured questionnaire was employed as the primary data collection tool, with data analysis conducted using SPSS version 16. The study found that over 50% of nurses reported a QWL below the mean. Significant correlations were observed between the QWL and variables, such as age (r = 0.349, p < 0.001); work experience (r = 0.319, p < 0.001); marital status (p = 0.036); level of education (p = 0.023); work shifts (p < 0.001); employment status (p < 0.001); and work position (p = 0.014). Additionally, the nurses’ moral distress levels were generally low, with a notable negative correlation between the nurses’ total QWL score and total moral distress scores (rS = –0.305, p < 0.001). The findings suggest that nurses experiencing moral distress due to executing unnecessary physician orders; ineffective team communication; and providing futile patient care are likely to face diminished QWL. Moreover, heightened moral distress levels can contribute to a decline in overall job satisfaction and well-being among nurses.

The Effect of Work Work Environment And Quality Of Work Life On The Work Productivity Of Generation Z With Mental Health As A Mediating Variable

This research looks at the influence of Work Environment, and Quality of Work Life on the Work Productivity of Generation Z, with Mental Health as a mediating variable. The purpose of this study is to understand how the work environment and quality of work life affect work productivity in Generation Z, as well as the extent to which mental health plays a role as a mediating variable in the relationship.The population for this study consisted of Generation Z individuals who had worked in any field throughout Indonesia. Utilizing Structural Equation Modeling (SEM) is used as a method to analyze data. The research examines the significant relationship between work environment, quality of work life, work productivity, and mental health by creating a new model to illustrate the connections between these variables. The result show that improving the work environment and quality of work life can increase the productivity of Generation Z, especially if their mental health is well maintained.This study contributes to a deeper understanding of the factors that affect work productivity in the context of the work environment, and the quality of work life, as well as providing recommendations for workers to pay more attention to mental health.

An Analysis of Employee Satisfaction and Quality of Work Life Among Employee with Special Reference to Mythri Metallizing India Bangalore

This study investigates employee satisfaction and quality of work life (QWL) among employees at Mythri Metallizing in Bangalore, emphasizing the relationship between these two essential factors. Employee satisfaction is crucial for organizational success, impacting productivity, retention, and workplace morale. Quality of work life encompasses various dimensions such as working conditions, job security, compensation, and opportunities for personal and professional growth. Understanding how these elements interact within the context of Mythri Metallizing is vital for developing effective human resource strategies. Utilizing a quantitative research approach, the study will employ surveys to collect data from employees regarding their perceptions of QWL and satisfaction levels. It is expected that the findings will reveal a significant positive correlation between high-quality work life and employee satisfaction, with factors like fair compensation and a supportive work environment emerging as key predictors. To analyse the research used a T- Test as a statistical tool. The insights gained from this analysis aim to guide management in implementing targeted improvements to enhance employee satisfaction, ultimately fostering a more engaged and productive workforce at Mythri Metallizing. Keywords: Employee satisfaction, Quality of work life (QWL), Work-life balance, Job satisfaction, Career development Leadership style

Relación entre inteligencia emocional y calidad de vida laboral en una empresa productiva de Pelileo

The objective of the research is to determine the relationship between emotional intelligence and the quality of work life in the workers of a productive company in Pelileo. The approach is quantitative, non-experimental, cross-sectional design and correlational scope. Data collection was carried out on 150 employees with the Trait Meta-Mood Scale (TMMS-24) and the quality of professional life questionnaire (CVP-35). The results indicate adequate emotional intelligence in all dimensions and regular levels were found in the quality of work life, both overall and by dimensions. The results show a positive and significant correlation of attention with managerial support (coeff. = 0.203, p = 0.013) and with professional quality of life (coeff. = 0.167, p = 0.041); between emotional clarity with managerial support (coeff. = 0.259, p = 0.001), intrinsic motivation (coeff. = 0.216, p = 0.008) and quality of professional life (coeff. = 0.204, p = 0.012); and between emotional repair and managerial support (coeff. = 0.381, p < 0.001), intrinsic motivation (coeff. = 0.383, p < 0.001) and quality of professional life (coeff. = 0.345, p < 0.001).

The Relationship between Mental Workload and Job Satisfaction of Faculty Members with their Educational Performance

Introduction: Workload and job satisfaction are among the most influential factors affecting job performance. Therefore, this study aims to assess the cognitive workload and job satisfaction and their impact on the quality of education faculty members provide. Method: This study was conducted among 34 faculty members through a census. The NASA-TLX tool was used to assess cognitive workload, and a job satisfaction scale was employed to evaluate job satisfaction. Moreover, the training quality score was considered a criterion for assessing the educational performance of the participants. To determine the role of explanatory variables on the level of mental workload, multiple linear regression was used at a 95% confidence level. Result: The mean cognitive workload of faculty members was 52.94 ± 24.48. Efficiency and time demand scored the highest and lowest among the subscales of workload, respectively. Job satisfaction was 56.85 ± 27.61, with satisfaction with the department head and colleagues ranking highest and satisfaction with salary being the lowest in job satisfaction. The cognitive workload had a non-significant relationship with job satisfaction (P = 0.08, r = 0.56). However, the relationship between teaching quality and both cognitive workload and job satisfaction was not statistically significant. Conclusion: No significant relationship was observed between cognitive workload, job satisfaction, and teaching quality scores. However, it is recommended that measures be taken to improve the quality of work life for faculty members to enhance the quality of education they provide.

Перспективы развития традиционного хозяйства в контексте цифровой трансформации экономики арктического региона

Technological and digital equity remains an elusive goal for rural areas and agribusinesses operating in the Russian Arctic, where digitalization is still insufficient and progressing at a much slower pace compared to businesses in other regions of the country. At the legislative level, the role of digital technologies and the modernization of traditional farms (e.g., reindeer herding, fishing, etc.) has not yet been adequately assessed. The purpose of this study is to analyze the prospects for developing the traditional economy of small Indigenous minorities in the North in the context of the digital transformation of the Arctic economy. The scientific novelty of this study lies in examining the current use of digital technologies in northern reindeer husbandry, specifically in the Nenets Autonomous District. It explores factors affecting the digitalization of production processes and identifies promising areas for introducing new digital technologies to preserve and improve the efficiency of this economic activity. Using non-linear logit regression, the study reveals that the greatest risks to the availability of digital technologies on farms are linked to factors such as digital literacy, access to high-speed Internet, and the quality of equipment, while factors like access to transport and the age distribution of the workforce are less influential. The study also analyzes the digital technologies used by traditional farms, such as the Internet of Things (IoT), satellite communications, and digital platforms. It identifies promising directions for the digitalization of production management processes, including reducing economic risks associated with agrometeorological assessments, forecasting pasture conditions, automating processes, introducing additive technologies, enhancing communication, and improving the quality of life for workers on traditional farms.

The Relationship Between Nursing Work Environment and Breastfeeding Prevalence During Child Hospitalization: A Multicenter Study

Background/Objectives: Breastfeeding during pediatric hospitalization is often challenging, especially in a setting where nursing work environments can affect breastfeeding support. This study examines the relationship between nursing work environments and the prevalence of breastfeeding during child hospitalization, focusing on aspects such as nursing workload, stress levels, and quality of work life (QoWL). Methods: A cross-sectional multicenter study was conducted in Italian pediatric hospitals from October 2023 to January 2024. Each ward head nurse completed a form daily for 30 consecutive days to record the number of children breastfed. Nurses’ workload, stress, and QoWL were measured using validated self-report questionnaires. Multivariate regression was employed to examine the associations between organizational variables and breastfeeding prevalence. Results: A total of 256 nurses from low- and medium-intensity pediatric wards completed the survey (86.7% female, mean age = 39.2, SD = 9.96). Nurses reported low stress levels (M = 2.74; SD = 0.54) and a good QoWL (M = 3.03; SD = 0.50) despite high workloads (M = 3.34; SD = 0.95). The breastfeeding prevalence mean was 1.12 (SD = 1.38), which was highest in surgical units. Regression analysis revealed that higher breastfeeding prevalence was associated with nurses’ female gender (β = 0.17), clinical setting, and higher levels of nurses’ QoWL (β = 0.14) (R2 = 0.23; p < 0.001). Conclusions: To enhance breastfeeding support during child hospitalizations, healthcare policies should address workload management, stress reduction, and work–life balance. Future longitudinal research should expand to other clinical settings and include detailed patient data to understand these relationships.

Quality of Work Life’s Factors and Its Effect on Organizational Commitment of Workers in Da Nang City, Viet Nam

This research examines the impact of various factors on the quality of work life and their effects on employee commitment. The research model includes 8 factors and 19 hypotheses, developed based on theoretical foundations and empirical studies. The quantitative research involved 400 formal labors working in organizations in Da Nang city, Vietnam. The study processed and analyzed employee survey data using Smart PLS-4 software with the partial least squares structural equation modelling (PLS-SEM) method. The results indicate that four statistically significant factors impact the quality of work life: the workplace environment (WE, Beta = 0.276), the balance between personal and work life (PWB, Beta = 0.249), financial rewards and remuneration (FRW, Beta = 0.197), and job security and stability (JSS, Beta = 0.127). The results of the mediation analysis show that the quality of work life (QWL) mediates the relationships between job security and stability, financial rewards and wages, the work environment and the balance between personal life and work life in terms of organizational commitment (OC). Regarding the factors affecting organizational commitment (OC), job security and stability (JSS) have the greatest impact (Beta = 0.203), followed by financial rewards and wages (FRW) (Beta = 0.160) and participation (PA) (Beta = 0.110), in descending order of influence. These recommendations will assist organizations in designing effective welfare programs, enhancing the work environment, and developing human resource policies that foster employee engagement and reduce turnover rates.

A STUDY ON WORK LIFE BALANCE AND QUALITY OF WORK LIFE WITH REFERENCE TO PANTALOONS

The performance review is an important tool for enhancing the competence of both individuals and the Company as a whole. Quality of work has been applied in businesses to keep an eye on team Dynamics, employee advancement and organizational change for the sake of better productivity and Development of allstaff members. keeping employees, especially those who are valuable assets like Those with skills and experience, has become more difficult. An individual`s goal-directed actions are initiated, Directed, and maintained by their level of motivation. Quality of work and work life balance is the single most important factor in Whether or not an organization is successful at keeping its employees. Quality of work life Balance Standards are used in pantaloons company to evaluate workers, cultivate their competence, enhance their performance, and reward Personnel to motivate and keep them. This study focuses on the Quality of work and work life balance techniques already in use inside organization. They examine the Research done on Quality of work and work life balance and outcomes. Key word: balanced work life, quality of work life, promotion, employee performance.

The Moderating Role of Emotional Intelligence on the Relationship Between Nurses' Preparedness to Care for COVID-19 Patients and Their Quality of Work Life.

Emotional intelligence (EI) is increasingly recognized as a key factor in healthcare, where managing emotions is vital for job satisfaction, productivity, and interpersonal relationships. For nurses, particularly during the COVID-19 pandemic, EI plays a pivotal role in navigating emotional challenges and improving their quality of work life (QoWL). This study examined how EI moderates the relationship between nurses' preparedness to care for COVID-19 patients and their QoWL. A cross-sectional, correlational design was used, involving 267 nurses from various healthcare settings. Data were collected through the Emotional Intelligence Scale, the Quality of Nursing Work Life survey, and demographic questionnaires. The sample was predominantly female (94.4%), with a mean age of 37.47 years (SD = 8.09) and an average of 8.43 years of experience (SD = 6.33). Most nurses (87.3%) attended COVID-19-related workshops, with 76.4% feeling prepared to care for COVID-19 patients. Emotional intelligence levels were high, with 93.6% of nurses reporting good personal competence and 85.4% reporting good social competence. Descriptive results showed that 71% of nurses perceived their QoWL as good, while 29% rated it as fair. Pearson correlation analysis revealed significant positive correlations between both personal competence (r = 0.33, p < 0.001) and social competence (r = 0.34, p < 0.001) with QoWL, but preparedness to care for COVID-19 patients did not correlate significantly with either EI or QoWL. Hierarchical regression analysis demonstrated that, although nurses' preparedness alone did not predict QoWL (β = 0.034, p = 0.57), including emotional intelligence as a moderator explains 41% of the variance in QoWL. Both personal (β = 0.578, p < 0.001) and social competence (β = 0.665, p < 0.001) components of EI had significant buffering effects on the relationship between preparedness and QoWL. These findings suggest that fostering EI in nurses can enhance their resilience and improve their work life quality, particularly in high-stress healthcare environments like those experienced during the pandemic.

Enhancing organizational citizenship behavior using transformational leadership: Role of quality of work life

In today's dynamic landscape, organizations increasingly view organizational citizenship behavior (OCB) as a pivotal element in achieving their corporate objectives seamlessly. Effective leadership plays a critical role in shaping an organization's capacity as a learning entity, fostering enhanced adaptability to change and elevating OCB levels. This study aims to explore the direct and indirect impacts of transformational leadership (TL) on OCB, with a specific focus on the mediating role of quality of work life (QWL). The research involved a sample of 200 respondents from diverse industries across Central Java, Indonesia. Data collection was conducted through questionnaires, and the results were analyzed using Structural Equation Modelling (SEM). The findings reveal a significant and positive direct relationship between TL, QWL, and OCB. Additionally, the study's unique contribution lies in demonstrating that QWL serves as a partial mediator in the relationship between TL and OCB. The analysis underscores the importance of adopting transformational leadership approaches and introducing initiatives that enhance work-life balance to effectively boost OCB within organizations.

Examining the Burnout of Audiologists in Türkiye: Relationships With Quality of Work Life and Psychological Well-Being.

Although burnout among audiologists has been studied in various countries, there is no research yet that examines this issue in Türkiye, where working conditions and sociodemographic factors may differ from those in other countries. Considering the unique working conditions and sociodemographic factors, this study aimed to investigate the burnout levels of Turkish audiologists. Additionally, this study will explore the impact of various sociodemographic variables on burnout, work-related quality of life, and depression to gain a deeper understanding of the specific challenges faced by audiologists in Türkiye. A total of 193 audiologists, with a median age of 27 (interquartile range: 25-29) years, working in different working areas, such as clinical practice, academic institutions, rehabilitation centers, and amplification services in Türkiye, were included. Audiologists were invited to participate in this study via several online forums and hospital notice boards. All participants completed the sociodemographic data form and then the Maslach Burnout Inventory (MBI), Work-Related Quality of Life Scale (WRQoL), and Beck Depression Inventory (BDI). Differences between MBI, WRQoL, and BDI scores were analyzed according to gender, level of education, area of work, and title of audiologist. There are significant differences in the subscale scores of the MBI and WRQoL scales and in the BDI scores between groups according to gender, education, and area of work. There are also significant differences in BDI scores according to title. There is a significant correlation between the MBI, WRQoL, and BDI scores of audiologists. This study represents the initial exploration of burnout, quality of work life, and depression levels among audiologists employed in Türkiye. A low quality of work life can increase the risk of burnout and depression. Enhancements in the work environment can lessen burnout and depression while also improving employees' general quality of life.

EFFECTIVENESS OF HUMAN RESOURCE MANAGEMENT PRACTICES ON QUALITY OF WORK LIFE OF THE EMPLOYEES IN MSME SECTOR IN COIMBATORE DISTRICT, TAMIL NADU, INDIA

Quality of work life (QWL) of employees is necessary in MSME sector because it is significantly influencing performance, competitiveness, profitability and reputation of MSMEs and it is affected significantly by working conditions, fulfillment of personal requirements of the employees, security of job, better compensation, proper training and development, performance and satisfaction in their jobs and balancing personal and work life in MSME sector. Meanwhile, efficient implementation of HRM practices is providing better QWL to the employees working in MSMEs. The findings reveal that significant difference is found in HRM practices in MSME sector amidst profile of the employees. Significant difference is also prevailed in QWL in MSME sector amidst profile of the employees. Besides, recruitment and selection, performance appraisal, compensation and career planning are significantly and positively affecting QWL of the employees in MSME sector. Further, interaction between training and development and career planning and interaction between performance appraisal and career planning are also positively and significantly affecting QWL of the employees in MSME sector. Thus, it is also concluded that career planning moderates the relation between training and development and QWL and performance appraisal and career planning and QWL of the employees in MSME sector. Therefore, all the hypotheses are proved by the findings. Therefore, all the hypotheses are proved by the findings and limitation of the study is also presented.

Pengaruh Quality of Work Life dan Karakteristik Pekerjaan Terhadap Kinerja dengan Komitmen Organisasional Sebagai Variabel Mediasi pada Dinas Kesehatan Kota Semarang

This research aims to analyze the influence of quality of work life, job characteristics, quality of work life, and organizational commitment on the performance of Semarang City Health Service employees. This type of research is explanatory research. The results of the quality of work life variable, job characteristics variable, organizational commitment variable, and performance variable have a KMO value which indicates that the criteria for adequacy of this research sample have been met. Based on hypothesis testing and mediation effect testing results obtained: 1). Quality of work life has a positive influence on organizational commitment; 2). Job characteristics have a positive effect on organizational commitment; 3). Quality of work life influences performance; 4). Job characteristics have a positive effect on performance; 5). Organizational commitment has no effect on performance; 6). Organizational commitment is not a variable that mediates the influence of quality of work life on performance; 7). Organizational commitment is a variable that mediates the influence of job characteristics on performance.

Effects of Resilience and Personal Accomplishment on the Relationship Between Quality of Work Life and Turnover Intention Among Newly Employed Nurses.

Turnover among newly employed nurses is an indicator of workforce stability in healthcare organizations. The factors influencing turnover intention in this group are complex and differ by generation. The relationships among variables including work-life quality, personal accomplishment, resilience, and turnover intention have been explored separately. However, a knowledge gap exists in terms of scholarly understanding regarding the respective impacts of perceived personal accomplishment and resilience on the relationship between work-life quality and turnover intention. This study was designed to explore the respective effects of resilience and personal accomplishment on the relationship between work-life quality and turnover intention. A cross-sectional approach was used, and 387 newly employed nurses who had worked for just 1 month at six medical centers in Taiwan were enrolled as participants. The following four instruments were used for data collection: Quality of Nurse Work-life Scale, Connor-Davidson Resilience Scale, the personal accomplishment subscale of the Maslach Burnout Inventory, and Turnover Intention Scale. Hayes PROCESS analysis method was used to analyze the influence of resilience and personal accomplishment on the relationship between work-life quality and turnover intention. There was a positive correlation among work-life quality, resilience, and personal accomplishment, and a negative correlation was found between all three variables and turnover intention. Resilience was found to negatively mediate the relationship between work-life quality and turnover intention ( B = -.032, p < .001). The moderating effect of work-life quality on personal accomplishment was significant ( B = .012, p < .05). Work-life quality and sense of personal accomplishment explained 61% of the variance in resilience. Work-life quality and resilience explained 50.5% of the variance in turnover intention. Furthermore, sense of personal accomplishment moderated the mediating effect of resilience on the relationship between work-life quality and turnover intention. Resilience mediates the relationship between work-life quality and turnover intention, whereas personal accomplishment may moderate the mediating effect of resilience in the relationship. Administrators should provide strategies to improve professional competence and improve psychological capacity in new nurses to increase their sense of personal accomplishment and resilience to decrease turnover intention.

Quality of Work Life and Turnover Intention: Predictive effect of Quality of Work Life Dimensions on Turnover Intention

Quality of Work Life (QWL) is a fundamental area in an organizational context due to the importance it assumes in satisfying the objectives and needs of organizations and their workers. This article seeks to deepen knowledge about the different dimensions that make up QWL and their relationship with turnover intentions. Measures of Quality of Work Life and Turnover Intention were applied to a sample of 473 employed adults. The results show that the dimensions related to employment and career are those that best explain turnover intentions, also proving a negative relationship between the frequency of QWL and turnover intentions. The main limitations of the study are discussed and presented suggestions for future investigations. Implications for the development of human resources management practices aimed at promoting QWL in organizations are examined.